Presentation on theme: "The IT Staffing Crisis Henry Chace Director of Technology Hutchins, Wheeler & Dittmar Boston, Massachusetts."— Presentation transcript:
The IT Staffing Crisis Henry Chace Director of Technology Hutchins, Wheeler & Dittmar Boston, Massachusetts
Is There Still a Crisis? Has the slowdown in the economy ended the crisis of the past several years? –Recruitment professionals indicate that there is a slight slowdown but demand remains high for good candidates. –One recruiter reported that of an estimated 7,000 to 11,000 people laid off in the DC area because of.com slowdown - most all were absorbed into the job market.
Effect of the Staffing Crisis Open positions slow productivity. Lots of turnover leads to lack of continuity. Expensive - good for employees but expensive for IT and HR Executives maintaining a budget.
Strategies to Deal with a Shortage of Technical Staff Work to retain current employees –Keep salary current with market. –Offer education and training. –Maintain a challenging and dynamic environment. –Treat people with respect.
Strategies to Deal with Shortage of Technical Staff Promote from within the organization. –Builds loyalty and institutional knowledge. –Gives good opportunities to motivated staff. –Sends a strong message about the commitment of the firm to employees. –Good for morale and team building.
Strategies to Deal with a Shortage of Technical Staff Network, Network, Network, Network!! –Go to those LawNet meetings in your region and get to know the players in the market. –Join other networking organizations in your area and take the time to meet people. –Partner with vendors - they often know of qualified professionals who may be in the market for a new position.
Strategies to Deal with a Shortage of Technical Staff Education for you. –Keep abreast of the salary market Surveys - LawNet; ALA; Price Waterhouse. Information from your HR area. Www.datamasters.com. Dont limit yourself to legal - keep an open mind.
Strategies to Deal with a Shortage of Technical Staff Know the evolution of job descriptions –Be flexible. –Let them evolve. –Stay on top of changes both in your own company and in the market.
Long Term Strategy Cultivate good recruiters –Relationship is symbiotic and can reap rewards over the long term. Pay attention to the reputation of your company and your department –Negativity, uncompetitive salaries, uncaring upper management can prevent you from finding and keeping good employees. Time for you to move on?
Long Term Strategy Be aware of potential candidates both inside and outside of your company. Cultivate people. –Treat vendor consultants with respect. –Build a reputation as a go-to person even for people outside your company and industry. LawNETWORK!