2014 Trends in IT Management, Talent Acquisition and Technology

As we start the new year, you have most likely spent time reflecting on the last 12 months; analyzing what went well, defining areas for improvement, and game planning for the new year.

Part of a good strategic plan is trying to forecast and plan for changes at all levels of the organization.  To help with that planning, we came across a very interesting report from Deloitte on their predictions for 2014.

In reviewing the report, we found two specific predictions that could have a big impact on the IT landscape in the Chicago area over the next year.  Based on in-depth conversations with our clients and top CIO’s in the Chicago area, you may want to account for these predictions and refine your talent acquisition strategy:

Redefine Engagement:
Experts predict that top performers can be over 1,000 times more productive than mediocre employees.  But those top-performers are highly sought-after–especially in Chicago’s competitive IT landscape.

So, how will you make your project, job, and company, more attractive in order to land the superstars?

  • Place more emphasis on the culture of your company and “soft” benefits.
  • Consider flex hours – different people perform better at different times.
  • Allow work-at-home schedules when it doesn’t interfere with day-to-day operations.
  • Create a more engaging environment that inspires interaction.  Ping pong tables and dart boards are good examples which serve a purpose beyond the actual game.  They’re methods which inspire innovation, promote collaboration, and reduce the stress of unusually long hours.  

The demand for quality IT talent exceeds the actual talent available–and the current graduation rates predict even more competition for key talent in the near future.  Hence, it’s critical for companies to recognize what will motivate the “Gen X and Y”s to consider a switch.  Keep in mind that the motivating preference for top IT talent is also most likely unique when compared to other business support units.  Those companies willing to make the adjustments will find that the time to fill a vacancy will be significantly shorter and more productive for the overall organization.

Globally Expand Recruitment:
As alluded to above, graduation rates for top IT talent in the US have been steadily declining since the .com bust.  And predictions for the short-term don’t look any better.  So as the domestic talent pool continues to shrink, companies will be forced to expand their recruiting reach.

Consider adding an infrastructure which supports virtual/off-site talent. This isn’t a new recommendation, but eliminating domestic boundaries should be a new consideration.  Fortunately, technology has provided a gateway to not only expand our talent pool far beyond local Chicago area, but we now have a means to effectively establish a diverse workforce capable of working collaboratively outside the borders of traditional cubes and offices.  Organizations willing to consider a virtual workforce will benefit through more talent options to meet not only skill set criteria but also identifying individuals who will quickly adapt and transition into unique company cultures regardless of where they reside; a formula which has been proven to increase retention and reduce long-term costs.

What we learned in 2013 is technology forces us to re-think the traditional, and challenge ourselves to create new approaches to keep pace with the technological needs of our organizations, which must include quality talent to execute flawlessly.   Our most profitable and high-growth companies are embracing these trends to continue their success.

Looking for great technology professionals? Need help refining your talent acquisition strategy for 2014?

CultureFit Technology Staffing provides full service technical recruiting to any organization in need of highly skilled IT professionals. We focus on matching the proper talent to the specific job requirements and each company’s unique working environment.  Contact us today to learn more!