IT Jobs Outlook Modest for 2011
Perhaps the best thing that will be said about 2010 and IT hiring is that large layoffs have tapered off and the overall trend seems to favor hiring.
Computerworld — Perhaps the best thing that will be said about 2010 and IT hiring is that large layoffs have tapered off and the overall trend seems to favor hiring.
For sure, IT workers are still losing their jobs, particularly in the weakest areas of economy, such as in state and local government. Camden, NJ, for example, recently announced a plan to lay off one in four city workers to cover a large budget shortfall.
About four IT workers in Camden will be axed if this plan is adopted, and the city says in a report that that cuts will mean “the network will not function effectively.” City officials did not respond to request for comment.
Tech spending is expected to rebound next year, with IDC predicting 5.7% growth next year worldwide after 3% this year. But how will that spending on tech translate into hiring with offshore outsourcing increasing ?
The latest evidence that IT hiring is improving overall comes from a new study from Computer Economics, which surveyed IT managers at 136 firms in the U.S. and Canada with revenues above $50 million. It found that 48% of managers planned to add staff next year, with 11% planning to reduce staff.
John Longwell, vice president of research at Computer Economics, said, “The layoffs are over, people are starting to add workers to their payrolls but it is going to be modest.”
The survey looked at operational spending in IT, those functions needed for day-to-day operations, and about half of that cost is in salaries, Longwell said.
Longwell said that companies are beginning to take on new IT projects, extending staff hours, hiring contractors — and turning to outsourcing . In this quarter, 27% planned to hire and 14% said they were going to decrease staff.
Longwell characterized this year as one of “nervous stability,” and said IT operational budget are still restrained and users in their survey are planning for 2% growth.
Capital spending in the IT industry is projected to increase next year, which will help tech hiring, and offshore outsourcing will send lower rung IT jobs overseas.
David Foote, CEO of IT workforce analyst firm Foote Partners, said he believes the demand for IT skills – not necessarily full-time workers — is stronger, but difficult to track because it is being increasingly spread throughout companies.
Foote says he is seeing a lot demand for specific skills by business units in areas such as predictive analytics, architecture, social media, and security functions that are attached to finance, accounting, and auditing, and not to central IT operations.
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Direct-hire Sr. Oracle DBA With a Great Company in Dallas, TX
Direct-hire Sr. Oracle DBA
Description:
* Experience in the development of logical/physical Oracle RAC databases
* Experience with Oracle Enterprise Manager
* Identify architectural issues and propose alternatives
* Perform data modeling and process modeling
* Maintain and monitor 40+ databases
* Install upgrades and patches to existing databases
* Identify bottlenecks and perform database tuning
* Clone, copy and refresh databases from production environments to test environments utilizing automated scripts
* Implement, tune and manage RMan backup processes
* Administration experience in working with vendor supported applications
* Support the activities required to build and maintain customer relationships
* Look for opportunities to take advantage of leading edge technology within the workplace
* Perform system analysis and identify solutions to technical problems.
Requirements:
* Experience in the development of logical/physical Oracle RAC databases
* Experience with Oracle Enterprise Manager
* Identify architectural issues and propose alternatives
* Perform data modeling and process modeling
* Maintain and monitor 40+ databases
* Install upgrades and patches to existing databases
* Identify bottlenecks and perform database tuning
* Clone, copy and refresh databases from production environments to test environments utilizing automated scripts
* Implement, tune and manage RMan backup processes
* Administration experience in working with vendor supported applications
* Support the activities required to build and maintain customer relationships
* Look for opportunities to take advantage of leading edge technology within the workplace
* Perform system analysis and identify solutions to technical problems.
If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:
1) Do you have an updated Word copy of your resume?
2) What is your availability to start?
3) Are you open to a contract-to-hire position?
4) What is your current salary or pay rate?
5) Are you currently eligible to work for any employer in the US?
6) When is the best time to contact you and what # can you be reached at for this opportunity?
We pay for referrals, so if this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this link to them.
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Dallas IT Consulting Opportunities
.Net Developer/Programmer Analyst
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Lotus Notes Administrator
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EDI Analyst
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Windows System Administrator
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-Description attached
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If you have this experience, feel you are a fit for any of the above positions, and are interested, please answer the questions below:
1) Please send an updated Word copy of your resume to mhanes@provsiontechgroup.com
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IT Staffing Shortages Stymie Healthcare CIOs
Implementation of electronic health records and eligibility for stimulus funding are likely to be compromised by IT staffing deficiencies in more than half of healthcare organizations, according to CHIME survey results.
IT staffing shortages will put projects at risk and negatively impact healthcare organizations’ chances of implementing EHRs successfully, according to results of a recent CHIME survey.
CIOs who responded to the survey said IT staffing deficiencies will possibly (51 percent) or definitely (10 percent) affect their chances to implement an EHR and receive stimulus funding. The most glaring need for healthcare organizations is for trained personnel who can implement clinical records software.
Sue Schade, VP and CIO, Brigham and Women’s Hospital, said working with local colleges will pay dividends down the road, but do little to help the staffing pain of today. “It’s a long-term investment — you’re not going to be able to get people through the training programs that are associated with ARRA funding if they are new to the workforce and have them be really effective in a short period of time.”
Mike Ward, SVP and CIO, Covenant Health, said staff augmentation services will likely yield little relief. “One of the first things I’ve done is try to go to the consulting market, but that also has been challenging. The vendors and consultants are going through the same challenges — there’s a lot of activity, high demand, and what I’m finding is it’s very difficult to find qualified resources. You can hire people, but they just don’t have the experience and the background.”
Robust infrastructure is key to 24/7 uptime in the healthcare field
As such, the CHIME survey found more than 70 percent of respondents reported their organizations lack staff to implement clinical applications. Additionally, CIOs expressed growing concern about retaining current staff as pressures mount to quickly implement clinical systems. Some 76 percent of respondents said they were concerned about retaining current IT staff, while 24 percent said they had no such concerns.
George “Buddy” Hickman, EVP and CIO, Albany Medical Center, said retention strategies must be multi-faceted. “We did some things like surveying the workforce in IS to try to appreciate the sorts of things that would keep them satisfied in the roles they are in, and you’ll not be surprised to know that it’s a lot more than just money.”
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IT Jobs That Need Filling
Even with thousands upon thousands of experienced IT pros looking for work, many information technology executives say they are finding it difficult to find talented workers in several key areas of their organizations. Maybe they’re not trying hard enough, or maybe they’re just looking in the wrong places or maybe there exists a mismatch between available workers and the specific jobs open in today’s marketplace. IT staffing firm Robert Half Technology recently asked the following question of 1,400 IT leaders, from companies with more than 100 employees: “In which functional area is it most challenging to find skilled IT professionals?” The answer was something of a mixed bag and one that leaves many questions about the state of IT hiring. The execs mentioned a number of specific tasks that are going begging, with spots in networking, security and help desk support taking the top spots. Only a relatively small fraction said they could find all the talent they need. Where are you experiencing problems in the job market?
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See also IT Skills in Demand Now
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IT Management: How Your Salary Stacks Up Against Other IT Pros’
How does your current salary compare with national averages for technology occupations? It’s no secret that where you live in the country may have a big impact on what you make, but so can benefits and the cost of living in a given region. Salaries tend to be higher in the Northeast and West Coast cities, while cost of living tends to be lower in the South and Midwest. The following gallery is a clean look at 13 of the most common technology job titles and the national averages of those job titles based on years of experience from one year to 10 years and beyond. Job titles include Data Analyst, Database Administrator, Hardware Engineer, IT Analyst, Network Administrator, Network Engineer, Product Manager, Project Manager, Software Engineer, Systems Administrator, Systems Analyst, Systems Engineer and Technical Support Engineer. The data was provided by Glassdoor.com based on a wealth of information shared anonymously by employees of major U.S. companies through Sept. 16. Glassdoor is unique in that its information on salary, benefits and views of company executives come directly from employee resources without the filter of gatekeepers.
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