Well written IT Job Descriptions are key to staffing
2019 Version of the HandiGuide contains 300 2 to 8 page descriptions. They every position for CIO to Blockchain programmer and System Administrators
IT Job Descriptions that are complete and well written. For example, each job description is 2 to 8 pages in length and well structured. In addition, they all follow the same format and utilize standard style sheets. As a result, they are key to setting functional pay grades, defining career paths, and recruiting qualified staff.
Janco’s descriptions are current and comprensive. Also, they are compliant with all mandated requirements including PCI-DSS, GDPR, ISO, Sarbanes-Oxley, HIPAA, CobiT, and the ITIL standards.
The position descriptions are structured to focus on “Best Practices”. These have been defined by the IT Productivity Center. Also, the descriptions meet the requirements for World Class Enterprises. Foremost, they are ready to use and easily modified to meet an enterprise’s unique requirements. In addition, the descriptions all are reviewed at least annually and updated accordingly. Therefore, those with the subscription service recieve frequent updates.
They are provided in MS WORD, PDF, and ePub formats. Also, a subscription service to update them is offered. The lenght of the upddate sevice is 1-year to 2 years.
The 300 positions include all of the functions within the IT group. They are structured to focus on “Best Practices” as defined by the IT Productivity Center. In addition, they meet World Class Enterprise requirements. They are ready to use and easily modified to meet your enterprise’s unique requirements.
Job Description Format and Strucuture
The position descriptions in this book contain information regarding a given job and its functionality within an Information Systems Organization. This includes a position purpose statement, problems and challenges of the position. In addition, an itemized list of principal accountabilities, and the authority boundaries afforded the holder of the position. Aslo listed are job contacts of the position, and specifications of experience needed for the position. Finally, the career opportunities available to the position holder in the future.
MS Word style sheets are used so all of the job descriptions are in the same consistent format.
The Position Purpose section of the position description gives an overview of the responsibilities of the position. This provides a summary of the most important aspects and duties of the position.
Problems and Chalenges
The Problems and Challenges section outline specific challenges facing the holder of the position. If these challenges are met efficiently and effectively, the opportunity for advancement to a higher position, offering greater challenges, will occur.
Essential Position Functions
For each position, essential position functions are defined. There are additional factors that impact a position. With this in mind, all of the positions have been developed with four items to identify these essential position functions. They are:
The Principal Accountabilities section itemizes the separate duties and responsibilities of the position. This section fully details each major task or responsibility necessary to perform the job function. The tasks are ranked from those most crucial in the beginning of the section to those which are more routine are listed at the end of the section.
The Authority section of the position description delineates the amount of latitude the position holder has in influencing personnel and decision making within the department. This section also outlines which departmental personnel the position holder needs to interface in order to successfully perform this job.
The Contacts section of the position description identifies the primary and secondary contacts with whom this position deals with on a day to day basis.
The Position Requirements section sets forth hiring requirements for the specified position, as well as necessary educational, experiential, and other requirements necessary for the position.
The Career Ladder section proposes future career track opportunities for the position holder. This provides a goal for the position holder to achieve and should, therefore, increase motivation levels.
The ADA does not limit an employer’s ability to establish or change the content, nature, or functions of a job. It is the employer’s role to establish what a job is and what functions are required to perform it. The ADA simply requires that an individual with a disability have their qualification for a job evaluated in relation to the job’s essential functions.
The ADA does not require that an employer conduct a job analysis or any particular form of job analysis to identify the essential functions of a job. The information provided by a job analysis may or may not be helpful in properly identifying essential job functions, depending on how it is conducted.
To identify essential job functions under the ADA, a job analysis should focus on the purpose of the job and the importance of actual job functions in achieving this purpose. A job analysis will be most in-line with the spirit of the ADA, if it focuses on the results or outcomes of a function, not solely on the way it customarily is done.
IT Job Description Bundles
For those clients who do not want to acquire the entire HandiGuide there is an option to select subsets of our complete offering. These subsets are focused around particular areas of interest and provide you a way to get the benefits of Janco’s expertise in a limited and lower cost manner. All of the bundles have been updated within the last six months. They include:
IT Median Salaries 2018 vs. 2019 have gone up by close to 3% as of Januay. Janco is starting to gather data for it mid-year salary survey. At the end of last year there was a major push by many organizations to increase the number of IT Pros on their staffs. This resulted in the upward movement in compensations.
IT Median Salaries as of January were up by 3.42% in large enterprises and 2.4% in mid-sized ones
In conjunction with the data gathered at that time, Janco looked at some of the “hot jobs”. ERP and Blockchain jobs at that time were in great demand. Individuals can look forward to salaries continuing to increase. The median salary for a Blockchain Developer is $127K with experienced individuals commanding upwards of $172K when they move to new organizations.
ERP and Blockchain IT pros continue to be in high demand
With our current projections on IT job market growth, we believe salaries for IT professionals will continue to increase. By 2020 we believe media salarier for IT pros will be close to $100,000 when performance bonuses are included.
IT Job Market grew In the first 3 months of 2019 by 20,600 new IT jobs were created. Janco estimates that 96,200 new IT jobs will be created in the remaining 9 months of 2019.
The IT Job Market now is almost 3.6 million jobs in the US. It continues to grow as demand for Blockchain and ERP implementions is a driving force
Janco sees high demand for IT Professional staff and middle managers. Most companies have in place executive and senior management and there is not as much demand for those positions. Most of the demand and hiring is at staff levels for IT professionals for specific technology initiatives. Based on our current data we believe the hiring that will be targeted to be completed by mid-summer. Demand for consultants and contract employees will still be above average, with an increase in the last two quarters of this year to augment staffing where there is a shortage of required skills.
To facilitate the recruiting process Janco has just released our 2019 IT Hiring Kit. It helps CIOs, recruiting managers, and HR departments to select, interview, and acquire the talent they need.
The IT Hiring Kit comes with: 1) Interview Hiring Guide with sets of best practices, questions to ask and not ask, background check process, screening and interview process; 2) Latest IT Salary Survey; and 3) Up to 300 IT Job descriptions from CIO to Blockchain Developers. Also available is an update subscription service for a 1-year to 2-year time period.
IT Hiring Kit Update has just been released. It contains the lastest IT Salary Survey, the 2019 version of the Interview and Hiring Guide, and job descriptions. The kit comes in 4 editions – Standard, Silver, Gold and Platinum. Each of the job descriptions is between 2 to 8 pages in length.
The recent update includes a number of best practice definitions to facilitate recruiting. The best practices provide a proven methodology for how the recruitng process can be streamlined to maximize the productivity of the recruiting staff and increase the likelihood that only fully qualified candidates are screened , interviewed, and recruited.
IT Hiring Kit Update components all have been updated with the last few weeks. As the IT Job Market continues to tighten now is the time to get this must have kit.
The kit comes with 30 days of free update service. In addition, update subscription service can be purchased along with the core offering. The options are for one or two years of service.
The CTO of a Fortune 10 organization based out of New Year who has reviewed the latest version of the kit said that he was “… going to make the IT Hiring Kit a standard for all of the recruiting managers and CIO in the divisions of his company.” That is high praise indeed.
With the added components all available in eReader format, this kit is portable and mobile to address the everchanging technology environment. For example all of the job descriptions can be viewed on tablets and smartphones. With that option the need for paper copies is minimized.
Top 10 Interview Best Practices – In every employment market, candidates need to say yes when they are offering a position. It is up to the company and its recruiters to create an environment that will assure that when they provide an offer it is accepted.
Top 10 List
Here are the top 10 things that recruiters need to do when they are hiring.
Top 10 Interview Best Practices is just one of the many tools contained in the Interview and Hiring Guide
Make the right first impression. Job candidates know to put their best foot forward, but companies in hiring mode can forget to do the same. That includes everything from seeing that the office receptionist greets the candidate and treats them with respect, to company employees smiling and saying hello as the candidate walks to and from the interview. Creating a recruitment-friendly atmosphere is the job of the whole company. You should never underestimate how important a compelling company culture is to the overall hiring process.
Have a complete and accurate job description. If the position is not clear to the hiring manager, they will not be able to explain it to the candidate. The description should have a good summary that is posted or placed in the ad in addition to the full one which would be understood before the interview starts.
Have the candidate review the job description before the interview. if the candidate knows the roles and responsibilities of the position they will be much more likely to provide a better picture of how they could fill the role.
Communicate to the candidate what the interview will entail. Let the candidate know that they will be spending x time in the interview. If there is any testing of any sort they should be aware of that especially if there is a personality or physiological testing process.
Be prompt. if the interview is scheduled for 3:00, start it at that time. Have a replacement interviewer ready in case the scheduled recruiter is called away for any reason.
Allow no interruptions. Focus on the candidate. Turn off your cell phone and email notifications. Put your office line on Do Not Disturb. Do not have anything between you and the candidate like a computer display.
Prepare for the interview. Know who the candidate is and have a set of questions ready to be asked.
Have materials to be provided to the candidate available. If the recruiter is going to provide any materials see that it is on hand. Put a post-it note on the materials with the candidate’s name on the materials. That will show the candidate that they were important enough to cause the company to have materials pre-prepared.
Be enthusiastic. he recruiter should be positive and enthusiastic not only about the job that is being filled but also about the company.
Provide a set of next steps at the end of the interview. Tell the candidate what will happen next and when. Do not take too long to decide on hiring or removing from consideration and or schedule a follow-up interview.
Job Interview and Hiring Guide includes Top 10 Hiring Best Practices as well as best practices for the interview candidate.
Top 10 Hiring Best Practices – the Interview id critical first step in building a world class organization. The Interview and Hiring Guide provides best practices that both the candidate and the entrerprise should follow.
In today’s employment market, it is critical to make every hire count. There is little room for error. It is crucial for senior-level leadership, human resources and hiring managers to all be on the same page and do the right things.
Top 10 Best Practices for the Hiring Process are:
Know how each job supports your organization’s key objectives
Consider both internal and external candidates for open positions.
Use objective evaluation criteria based on known outstanding performers in that job.
Ensure compensation is competitive, based on current market rates for the job.
Apply a consistent selection process to filling all positions.
Include key stakeholders in your employee selection process.
Train your interviewers in your employee selection process.
Give your interviewers guidance to help them probe deeper into a candidate’s suitability.
Review public social media accounts of all candidates.
Conduct comprehensive reference and background checks on job candidates.
Ensure that your orientation process helps new hires become productive faster.