Month: January 2022

It’s no secret that the job market has changed significantly in the last two years, none more than the IT market. When it comes to attracting and retaining true IT pros, what worked in 2019 – 2021 likely won’t work in 2022. So, let’s explore the recruitment trends that should be on your radar to maximize your odds of success going forward.

Candidate-Driven Market

IT is a candidate-driven market the likes of which we haven’t seen since the late 1990s before the turn of the millennium and the bursting of the dot com bubble. There are more available IT jobs than candidates to fill them. Savvy candidates understand this and aren’t shy about encouraging a bidding war among potential employers. Pity the poor employer whose offer is accepted solely because it was ridiculously higher the candidate’s current salary. Write this on a rock –a bought employee can, and likely will, be bought again.

Recruiters need to think outside the salary box to stand out and attract top talent. Go-to techniques of a few years ago aren’t likely to attract top talent today. If your talent acquisition team is merely screening applicants versus proactively finding them…good luck. In this market, the odds of top candidates finding you are extremely low. Think lottery ticket.

Most Placeable Candidate (MPC)

Start by being laser-focused on what a Most Placeable Candidate (MPC) looks like for a given position. Then, go to where they tend to congregate. Employers of choice…professional groups…graduate schools…seminars. Most corporate recruiters are not trained to do this type of proactive recruiting. All organizations with two or more in-house recruiters should consider having one dedicated to true talent seeking versus applicant processing. Why? Because MPCs are rarely look for a new jobs, because so many come looking for them.

Brand Ambassadors

Top IT talent is being very selective about the employers and opportunities they are willing to consider. With most IT pros working and interviewing remotely, being an active job seeker is easier than it’s ever been. This allows them to bide their time, waiting for the perfect job to come their way. And, it’s far from being just about the job. It’s about the company’s mission, culture and reputation. Meaning, your recruiters need to be outstanding Brand Ambassadors for your company.

Employer Of Choice

To become an employer of choice, now is a great time to re-evaluate your employer brand and candidate experience. Employers need to “sell” the holistic opportunity to join their team and buy-in to their mission. The Navy actually got it right in their early 80’s recruitment ads –“it’s not just a job, it’s an adventure”.

Employers-of-Choice benefit greatly by receiving many MPC applications. To catch as many of them as possible, make your initial application process as stream-lined as possible. If top talent can’t “quick apply” to your company, they may not apply at all. Candidates are more likely to apply if you take the guesswork out of the process. Consider using AI and chat bot technology to quickly qualify applicants. Properly designed, that combination can get a candidate 90% qualified in 30 seconds. That’s right…30 seconds!

IT’s All About Remote…So Deal With IT

True IT pro candidates expect remote to be an option without being required to live near the office. After all, experience has shown us that those occasional “needs” to go to the office are quite rare. Employers refusing to accept this reality will find themselves increasingly settling for second-rate employees. Ironically, they will then be forced to hire more first-rate consultants working remotely to fill the gaps.

IT’s all about remote in 2022…so deal with IT. Better yet, embrace IT! You will reach a much wider talent pool as you widen your geographic reach. Your employer brand will be enhanced and attract more talent to it. You will also save significant time doing most interviews via video versus in person.

Out Of Sight…Never Out Of Mind

Managing remote workers presents extra challenges to your management team. We will address many of those in a future post, but given recent painful personal experience, want to call one to your attention now. There is a growing subculture of workers (not just IT) attempting to hold down two fulltime remote jobs without the knowledge of either employer. While many (perhaps most) begin with honest intentions, few people are truly capable of performing quality work of any kind for 80 hours per week on an ongoing basis. The temptation to cheat one or both employers can prove irresistible.

How can you protect yourself against double-dipping remote workers? By simply asking them during the interview process if they have, or intend to have, another fulltime job while working fulltime for you? It’s a fair question and by simply asking it you will have given your candidate fair warning. If that is their intent, they will likely quietly bow out at that point.

Ambassador Solutions has been a trusted talent adviser to tech savvy clients since 1989. For help finding the true IT pros needed to build your tech team, please contact us at:

AmbassadorSolutions.com or 317-571-6838 (press 1 for sales).

Finding a new job while you’re juggling a current one can be tricky, though not impossible. Job seekers are clearly more marketable while employed, though they must be aware of the risks associated with the search. What follows are tips for minimizing those risks.

1. Keep your job search a secret.

Some companies will not hesitate to terminate employees known to be actively searching for a new job. So, keep your job search under wraps unless you prefer termination so you can collect unemployment while searching for a new job. Otherwise, maintain a semblance of normalcy. Even small changes like your wardrobe could give away the fact that you’re looking. For instance, if you normally wear khakis and a polo to work but one day show up in a suit and tie, it might raise a brow or two. Try to schedule interviews before or after work, and if you must change clothes before the interview, do not change at your office.

2. Don’t use company resources when searching.

This one probably goes without saying, but it’s an important point to drive home. It’s neither ethical nor prudent to use company assets to conduct your search. When on the job, your work should be the primary focus. Seeming distracted or underperforming could cost you.

Recruiters will understand your constraints. Set up meetings and calls during off-hours or lunch. Always use a personal email and phone number to correspond and conduct your search. Be mindful of who can hear your conversations, even if you’re in a break room.

3. Leverage social media.

LinkedIn should be your go-to resource, but don’t make the mistake of updating your profile only when you’re looking for a new job. That will raise suspicions. You should be systemically enhancing your LinkedIn profile on an ongoing basis even if you plan to retire from your current job. Remember, life is what happens while you’re making other plans.

You should also avoid making public comments about your job search on other social media platforms…Duh! Many organizations keep tabs on employees’ online presence. If you are employed and looking for a job, only communicate that to known and trusted parties in a private fashion…period.

4. Use your network.

Your friends, family and former colleagues might have job leads for you. Some of the best ones can be found via networking. The old adage, “it’s all about who you know”, is never more true then when job seeking. You can schedule early morning breakfasts or even Zoom calls after work. Avoid massively sending your resume to everyone you know. It rarely works and risks having your resume fall into the wrong hands.

Research networking events, conferences and professional presentations relevant to your career interests. Avoid career fairs while still employed. If your current employer offers professional development opportunities that would put you in contact with prospective new employers, take full advantage of them.

5. Don’t be careless with your resume.

Don’t just send your resume out blindly and trust anyone who requests access. You never know when it could prove to be a trap. And of course, unless you want the world to know you’re looking, do not post your resume on public job boards.

6. Don’t disparage your current employer.

Even if you’re miserable and the culture is toxic, there’s no good reason to trash your current employer. Bad-mouthing your company or management isn’t going to get you a new job — instead, much to the contrary. You will be better served to remain positive and focused on what you can offer a new employer versus what your current one could not offer you. Focus less on your current situation and more on your overall accomplishments and how they can make you the ideal candidate.

7. Make your references work for you.

Professional references can help you land the job, especially if you have the right people in your corner. Have at least three solid references from different employers; only use someone from your current place of employment if you can trust them to keep it private. References are a courtesy and should be given upon request only. Recipients should know and respect the confidentiality of your job search.

Employed job seekers are playing the job search game from a position of strength. Employers are aware of this and know it gives you strength at the negotiating table. It is nearly impossible to land a job with some employers if you are currently unemployed. This is particularly true with “employers of choice” who can afford to be very finicky about whom they hire.

Given the current “War on Talent” within the IT industry, consider connecting with a seasoned staffing firm that can help shorter your path to a great new job. A firm that not only knows the industry, but also takes the time to truly know the people who make IT happen. A firm like Ambassador Solutions. For more information, call 317-571-6838 and press 2 for recruiting or go to AmbassadorSolutions.com.