Travis Webb Metro Market Manager © 2010 Robert Half Technology. An Equal Opportunity Employer.

Travis WebbMetro Market Manager

© 2010 Robert Half Technology. An Equal Opportunity Employer.

Robert Half Technology

Company Overview

R

obert Half International– Founded in 1948

– Pioneer in specialized staffing services

– Ranked number one in our industry in FORTUNE® magazine’s list of the “World’s Most Admired Companies” (March 22, 2010)

Robert Half Technology– Provides highly skilled IT professionals

– Conducts ongoing research on IT workplace trends

– Respected resource on IT hiring and employment


Today’s Discussion

•T

he IT Hiring Environment

•T

echnical Skills in Demand

•2

011 Salary Trends

•T

he Value of Certifications

•S

oft Skills in Demand

•L

anding a Job


The 2011 Salary Guide

•National starting salary ranges for IT positions in the United States and Canada

•Trends affecting IT hiring

•A review of in-demand skills and attributes

•Advice on building strong IT teams and maintaining employee morale

•Staffing for success


Sources of the Data

•Interim and full-time placements made throughout the year from our offices in the United States and Canada

•Local insight from our staffing and recruiting professionals throughout our branch network

•Exclusive workplace research we conduct among CIOs and other executives

•An analysis of the current hiring environment and an extrapolation of current trends into 2011


The IT Hiring Environment

•Solid IT teams are essential for firms to remain competitive

•64 percent of executives interviewed said understaffing was an issue

•Firms are adding to IT teams to support a number of initiatives

•Companies remain highly selective when choosing candidates

•Most IT hiring activity is in healthcare, manufacturing, nonprofits, oil and gas, and high tech


Skills most in demand…

Programming

Business mindset

Technological proficiency

Security


Skills most in demand, con’t…

Infrastructure support

Electronic medical records

Networking


Virtualization Web 2.0 All Microsoft® Products

Citrix

Citrix XenServer

Hyper-V

VMware ESXi

VMware ESX 3.5

VMware GSX Server

VMware Workstation

AJAX

Adobe Flash

Adobe Flex

PHP

Perl

Python

Ruby on Rails

Active Directory

Business Solutions

Dynamics

Exchange Server 2007

.NET

Office 2007

Silverlight

SharePoint Server

SQL Server 2008

Visual Studio

Windows Server 2008

Windows Vista

Windows 7

Current Need For …

All trademarks contained herein are the property of their respective owners.


2011 IT Salary Trends

•On average, IT salaries in the United States are expected to increase 3.4 percent

•Salary ranges for select positions (national averages*):– Information Systems

Security Manager $99,500 - $137,750– Network Administrator $55,750 - $82,750– Web Developer $58,000 - $94,250– Desktop Support Analyst $46,500 - $68,250– Help Desk Tier 2 $36,750 - $47,750

*Refer to the Robert Half Technology 2011 Salary Guide to adjust salaries for your local market using the city variance index numbers provided in the guide.


Technical Skills Can Boost Salary

Possessing specialized skills can provide candidates with additional pay on top of their base salary*

*Source: Robert Half Technology 2011 Salary Guide. Add the percentages shown, based on national averages, to IT salaries for select positions listed in the guide.

Cisco network administration skills: 9%

Java development skills: 7%

LAMP: 7%

Linux/Unix administration skills: 8%

.NET development skills: 7%

SharePoint skills: 11%

Virtualization skills: 8%

VoIP administration skills: 8%


The Value of Certifications

•Provides clear evidence of an individual’s knowledge of a particular technology or practice

•Demonstrates candidate’s initiative

•Essential to lifelong learning

•In-demand certifications include:

– Cisco– Linux– Microsoft – Project management– Security


Soft Skills in Demand

I

t’s not just about the technology

•L

eadership abilities

•C

ustomer-service mindset

•A

bility to work under pressure

•W

ritten and verbal communication skills

•A

bility to align business and IT goals


Job Search Challenges

Step out of your comfort zone

Entertain new ideas

Don’t be too proud to

ask for help

Don’t be a Lone Ranger


Getting Started

Focus on transferable skills

Develop a strategy

Network actively

Cast a wide net

Be flexible


The Visible and Invisible Job Markets

Visible Job Market: Reactive

Invisible Job Market: Proactive

Want ads

Online (RetirementJobs,

CareerBuilder)

Company websites

Staffing companies

Unadvertised

Internal job postings

New positions


Networking

Effective toolsProfessional sites

Associations

Casual conversations

Personal approach1:1 is best

Be proactive

Continuous processStay in touch with peers

Meet new people

Work to help othersGive to receive


Elevator Pitch

Concise summary:

Who you areWhat you offerWhat you need

Craft different versions

Modify as necessary

Practice makes perfect


Elevator Pitch

Your name

Your most recent position

Key strengths or accomplishments

Reason for leaving last position

What you’d like to do next


Getting the Resume Right

Visually appealing


At-a-glance format



Multiple resumes



Use of keywords



Clear examples of accomplishments



CAR Statements

hallenge: The conditions under which you did the work

action: What you did, actions you took

response: The business impact of your actions

25


Biography

One-page narrative (3-5 paragraphs)

Write in the third-person

Conversational, easy to read

Convey uniqueness

Include “WOW” factor

26


Informational Interviews

Buil

d rapport

Pres

ent your elevator pitch

Ask

for referrals, leads, advice

Tha

nk you, next steps

27


Success With Phone Interviews

B

e punctual

U

se a landline

Q

uiet, please

U

se notes

S

peak clearly

S

mile!

F

ollow up28


The In-Person Job Interview

T

he hiring manager is evaluating:

Your abilities

Your motivation

Your personal qualities


Responding toLikely Questions

Can you tell me about yourself?

30


Why did you leave your last job?

31



How much do you know about our company?

32



What are your strengths? Weaknesses?

33



Most significant accomplishment?

34



Why do you want to work here?

35



Interview Intelligence

It takes hiring managers just 10 minutes to form an opinion of job seekers.

You will meet with greater success if you interview during the morning hours.

Hiring managers often ask others, such as receptionists or assistants, for their opinions on prospective hires even if they weren’t involved in the interview.

True or False?

36


Overcoming Potential Obstacles

Issue: Long Tenure

Solutions:

Show career progression

Emphasize performance

Promote stability


Issue: Age Bias

Solutions:

“Age neutral” materials

Avoid dating yourself

“Well-qualified” language

Interest in technology

Emphasize flexibility



Issue: Defeatism

Solutions:

Attitude is everything

Put the past behind you

Be receptive



Evaluation and Follow Up

Send thank-you

notes

40


Follow up with

a phone call

41



E-mail a news clip of interest

42



Stay

in touch

43



Our Salary Calculator

• Online Salary Calculator makes it easy to quickly look up a single position and customize salary data for your city

• Access the Salary Calculator, and the latest insights on hiring and compensation trends, at: www.rht.com/SalaryCenter

Travis WebbMetro Market Manager

© 2010 Robert Half Technology. An Equal Opportunity Employer.

Travis Webb Metro Market Manager © 2010 Robert Half Technology. An Equal Opportunity Employer.

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