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About TEKsystems

People are at the heart of every successful business initiative. At TEKsystems, we understand people. Every year we deploy more than 80,000 IT professionals at 6,000 client sites across North America, Europe and Asia. Our deep insights into IT human capital management enable us to help our clients achieve their business goals–while optimizing their IT workforce strategies. We provide IT staffing solutions, IT talent management expertise and IT services to help our clients plan, build and run their critical business initiatives. Through our range of quality-focused delivery models, we meet our clients where they are, and take them where they want to go, the way they want to get there.

HANOVER, MD – April 29, 2010 – As we emerge from the global recession, CIOs are once again hiring workers to meet IT demands. TEKsystems’ quarterly IT and Talent Survey findings indicate that 60% of IT leaders expect to increase spending on IT projects over the next six months. To meet the associated talent requirements of these undertakings, 81% of IT leaders expect to increase or maintain their percentage of temporary workers in the second quarter. In fact, they plan to hire contract employees for immediate Q2 projects at three times the pace of full time employees. According to the survey, IT project needs are the most robust in the Healthcare, Education and Banking industries.

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 nearly 1,000 CIOs and IT decision makers in the U.S. and Canada.

IT leaders indicate that the following types of initiatives will be underway within the year: Mobile Applications; Unified Communications; Cloud Computing; Business Intelligence; Software-as-a-Service (SaaS); Virtualization; Security; and Open Source Applications. In line with an increased project portfolio, 43% of respondents say that their 2010 IT budgets will increase compared to 2009. Additionally, budgets for organizations in the Financial Services, Business Services, Healthcare and IT industries are significantly more likely to increase.

“While the market is recovering from the recession, organizations are focused on moving forward,” says Mike McSally, VP of Staffing Operations at TEKsystems. “The IT and Talent Survey indicates that most organizations are accomplishing their initiatives while remaining cautious about how they do it. Securing quality IT talent under a contingent model enables companies to be productive and flexible at the same time.”

In addition to providing flexibility, access to hard-to-find skills is another reason why IT leaders say they rely on IT staffing providers. Survey respondents specifically cited the following skill sets are hardest to find within the current talent market: Enterprise Architect; Business Intelligence Specialist; Business Process Engineer; Security Specialist; and Database Administrator. Survey results show that IT leaders utilize staffing firms to source these hard-to-find skill sets twice as often as any other resource outside their internal HR departments.

Given that there are over 6,000 staffing providers in the U.S. alone, what should IT leaders look for when selecting a partner in today’s economy?

  • Local labor market expertise. Size matters for scale and scope; but an in-depth view of the local labor market is critical to accessing the talent you need. The best providers have the strongest relationships with local talent, know where they are, what they cost, when they’re available, and what is required to attract and retain them given the current market dynamics.
  • Business understanding. Anyone can post resumes to job boards. The best providers take the time to understand your business, IT initiatives and culture. This insight enables a provider to build Employee Value Propositions that attract top talent, and custom screening processes to qualify candidates. It also allows the provider to leverage its network and put you in contact with other like professionals who have undertaken comparable initiatives in similar environments to share lessons learned.
  • Sourcing strategy. Most high performers are already employed. To access them, the best providers don’t rely on commodity channels like job boards. Rather, they maintain an extensive relationship network and leverage referrals first to source passive seekers.
  • Tangible screening. All providers say they screen their candidates. Look for one that proves it by showing you the results of face-to-face interviews, technical assessments and reference checks. A provider that performs the due diligence required to make a quality placement shouldn’t shy away from showing the steps they’ve taken to validate a good match.
  • Relationship management. The best providers don’t “place and forget” their consultants. Rather, they maintain formal and consistent contact with the hiring managers and their consultants to proactively address issues, manage performance and drive retention through the end of each engagement.

Note to Media: Certain names, products, and services listed in this document are trademarks, registered trademarks or service marks of their respective companies. All TEKsystems news releases are available on the Internet, via the TEKsystems Web site at http://www.teksystems.com. Additional information on TEKsystems can be accessed online or by sending an email to media@teksystems.com.