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HANOVER, MD – August 03, 2010 – As the U.S. economy continues to recover, TEKsystems has found that more organizations are feeling increasingly optimistic about their contingent hiring for the next quarter. While 23% of companies planned to increase their temporary IT hiring in the second quarter, 29% plan to do so in the third quarter. This increase reveals that there is a broader sense of optimism among a wider set of companies.
TEKsystems®, the nation’s leading technology staffing and services company, partners with the Inavero Institute to conduct its quarterly IT and Talent Survey. This quarter’s survey reflects the perspectives of over 1,000 CIOs and IT decision makers in the U.S. and Canada.
While the hiring of temporary and permanent employees is expected to increase over the next six months, the survey reveals that hiring permanent employees will outpace temp hiring, another sign of a stabilizing economy.
The survey also reveals that 59% of IT leaders say project needs will increase in the next six months. Primary IT project undertakings are mobile applications, security, business intelligence, virtualization and unified communications. “Given the uptick we’re seeing in permanent hires, organizations are likely coming to the realization that the skill sets required in current projects will be needed in house to maintain new technologies longer term,” says TEKsystems Market Research Manager, Tania Lavin. In addition to making more permanent hires, 39% of organizations are also increasing their IT training services as a means to bring the necessary skills in house and leverage them into the future as new projects emerge.
The uptick in temporary and permanent hiring leads to increases in competition for talent. According to the survey, 11 of the 12 skill sets analyzed last quarter have increased in terms of difficulty to fill. Enterprise Architects remain the most difficult IT skill set to fill; Additional hard to fill skill sets include Security Specialists, Network Architects, Business Intelligence Specialists and Database Administrators. “Our internal data corroborates these findings,” says Lavin. “To meet project demands, our clients are increasingly competing for these skill sets in tandem with business acumen – i.e. Enterprise Architects who can also project manage IT initiatives.”
Given the more competitive talent landscape, clients should partner with an IT recruiter who is deeply in tune with local labor market dynamics and can consult on where the local talent is, what they are paid, and what it would take to get them into your organization. Savvy recruiters will also help their clients monitor and maintain their Employee Value Propositions, so they can easily communicate all the compelling reasons top talent would want to work within their organization versus other local competitors. Additionally, it is critical for IT leaders to speak with current employees and understand their goals and expectations as we emerge from the recession. Honest, open dialog with the IT employee population can mean the difference between attrition and retention.
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