Changes in IT Staffing Trends
This comprehensive study will help you, and your organization to understand the change in staffing trends. It also provides analysis of trends across all survey respondents and identifies critical issues that IT decision makers should consider in their budgetary planning. Enrolling and holding IT talent is a key success factor for any IT company. This special study investigates current trends and challenges that IT companies are facing in recruiting and staffing. In spite of the recent unanticipated inflow of job candidates, finding out certified individuals (highly skilled and certified etc.) will be the top IT staffing challenge (53%) as 2009 begins. The availability of those individuals with in-demand and difficult-to-find IT skills changed only slightly. In spite of significant change from 2008 to 2009 there is an increased demand for programming language skills and software developing skills, doubling from 15% to 30%. Remaining high in necessitate are enterprise solutions skills and, business intelligence that highlights the proceeding demands for companies to make effective use of business-centered, strategic IT positions to stay competitive in the present challenging financial positions. Finding qualified candidates is regarded as a tough job when the labor supply is less and when it is in abundance. One survey respondent commented, "With the increasing unemployment rate, there are more candidates to sift through." However, a substantial count of respondents in Q4 (36%) shows that providing a competitive remuneration still persist as a challenge for companies, saying that overall budget and salary cuts down may be canceling out any rewards resulting from a less competitive labor market. In fact, 66% stated that their IT hiring challenges remained the same despite economic changes. Most responders (74% in Q4) looking for staffing requirements will use or will think of employing a staffing provider, maybe because consciousness of the advantages has grown. There was an increase in the number of responders who value a provider's ability to manage altering workforce requirements (up from 8% to 15%), and an appreciation of the ability of HR to focus on more strategic initiatives (up from 4% to 12%).