The demand for information technology professionals across the country continues to skyrocket. More and more organizations are revamping internal structures to compete in a global competition for more diverse product lines and mobile accessibility to a much larger market. Finding and retaining IT talent has become a true challenge as the market continues to heat up across the country. It’s not just the coastal states – the Midwest is in the middle of an enormous tech boom, and it’s not slowing down anytime soon.

As we recruiters continue to dig for the best-of-the-best (behind the scenes and under rocks included), two key questions remain: What would make you leave your current position? And how seriously have you thought about that? 

When working with a recruiter, it’s really important to stay honest. We don’t want to waste your time, our clients’ time, or our own time. IT is booming right now and there are plenty of jobs available. We want the right people for the right jobs. What’s most important to us is finding the right match, not just filling an opening. I’ve worked with candidates who have needed the money to make a move, but they haven’t seriously looked at the opportunity or path that the role would take their career.

Recruiters love to talk! Spill the beans and let us know what you’re really after. Companies hiring for IT positions are well aware that the search for solid IT professionals is increasing. They also know that finding the right fit is more essential as recruiters compete to pull their full-time staff every day. More organizations are offering stronger total compensation packages, upward mobility, and diversifying their environments to bring in the talent they need – and keep them for the long haul.

Here are some friendly reminders for job seekers and employers:

Job seekers

• Be open to networking, and be honest about your career goals. You may not want to make a change now, but if your dream job becomes available, you’ll have someone keeping an eye out for you, and going to bat for you to the hiring manager.
• Keep it real. $150K salary and six weeks of vacation would be fantastic! But if you are expecting that when these positions are only paying $80K to $90K, you are going to miss out. Is salary the only factor to you? What about the challenge? Growth opportunity? Will you want to be there three years from now?
• Real recruiters will find you online or offline. It’s our job, it’s what we do. Job boards aren’t the first or only stop anymore. Don’t make the mistake of relying solely on posting your resume to find the right job.

Employers

• The right skill comes at the right price, not the cheapest price. It’s getting competitive out there.
• Know your competitors. If you’re losing employees to other organizations, what’s taking them there and how can you get yours to stay?
• Selling your company to the candidate will be key in identifying and hiring the best tech talent for your company. It’s not just about the responsibilities and your requirements anymore. What’s in it for them?

It’s an exciting time for recruiting and IT! What other challenges are you seeing in the job market for technology?

Bea Popp, Aureus Group Account Manager

Bea Popp – Account Manager
As an account manager for Aureus Group’s Systems branch, Bea focuses on business development and talent management for the state of Iowa, including the central and eastern areas of the state. She brings more than seven years of experience in the staffing industry, having joined Aureus Group in 2010. Bea also holds a Bachelors of Science degree in global business administration from the University of Phoenix. She enjoys reading, golfing, boating, bicycling, exploring new restaurants, and spending time with her husband and daughter in her free time.

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