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Businesses United States IT

IT Positions Some of the Toughest Jobs To Fill In US 886

Posted by Unknown Lamer
from the fifty-years-of-dot-net-experience-required dept.
coondoggie writes "Forty-nine percent of U.S. companies are having a hard time filling what workforce management firm ManpowerGroup calls mission-critical positions within their organizations. IT staff, engineers and 'skilled trades' are among the toughest spots to fill. The group surveyed some 1,300 employers and noted that U.S. companies are struggling to find talent, despite continued high unemployment, over their global counterparts, where 34% of employers worldwide are having difficulty filling positions."
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IT Positions Some of the Toughest Jobs To Fill In US

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  • by spagthorpe (111133) on Wednesday May 30, 2012 @12:51PM (#40157541)

    If the salaries for those positions were acceptable to the people with those skills, they would have no problem filling the positions.

    I get weekly emails from companies wanting me to do contract work, all senior engineer level work, as a contractor (no benefits, 1099 work), and the hourly rate is pathetic. Then they cry about not being able to hire engineers, and how we need to outsource/bring in H1Bs. Let them struggle.

  • Re:Salaries (Score:5, Informative)

    by cpu6502 (1960974) on Wednesday May 30, 2012 @01:03PM (#40157741)

    I don't buy that.
    I think it comes down to $$$. Same reason Jobs put Apple factories overseas to save ~$25 per iPod.

    If the hidden-camera videos on youtube are accurate, the companies DON'T want to find U.S. workers, but instead collect resumes (per requirements of U.S. law) simply to throw them in the trash afterwards. Their real mission is to claim "we can't find any locals" to the Congress, so they can apply for temporary visas to import cheaper workers from overseas.

  • Re:Salaries (Score:5, Informative)

    by dkleinsc (563838) on Wednesday May 30, 2012 @01:04PM (#40157767) Homepage

    I hire and supervise technical staff for a living (although it's a small enough team that I'm chipping in on the tech work as well).

    I can manage somebody with fantastic technical skills but without people skills if (a) I can put him in a proverbial cave where I can keep the non-techies away from him and him away from non-techies, and (b) other techies can work with him. I would rather have somebody with great personal skills too, but if it comes down to technical skill versus people skill, I'll take the technical skill.

    You can train people skills too: you sit your problem employee down and tell him exactly what your expectations for personal behavior are, and what you need him to do differently. You be specific about what behavior is inappropriate or problematic, and tell him what you need him to do differently. If you start seeing changes in the right direction, you encourage it by telling him what he did right.

  • by Anonymous Coward on Wednesday May 30, 2012 @01:09PM (#40157841)

    And all will likely go back home when their visas run out, to work in the Bangalore or Shanghai offices at the same job.

    And with as much of your company's IT and trade secrets as they can grab while they're here.

  • Re:Salaries (Score:5, Informative)

    by MickyTheIdiot (1032226) on Wednesday May 30, 2012 @01:14PM (#40157925) Homepage Journal

    The videos aren't really very hidden camera [youtube.com]. In fact they can be quite open about it.

  • by xanthos (73578) <xanthos@t o k e . c om> on Wednesday May 30, 2012 @01:42PM (#40158317)

    American businesses cannot find the people they need because they have stopped looking. As has been mentioned here before, many HR departments are now dependant on robo analysis of electronicly submitted resumes to do their inital vetting. If you don't meet the robo criteria you don't get past square one. This results in many qualified candidates being passed over and under qualified candidates getting through because they know how to game the system.

    I have personally seen several examples of both. In one instance the guy filled out an online resume form (you were not allowed to just upload your pdf), hit enter, and within a minute got a reply email saying "Thank you for applying, but after careful consideration we have determined that you are not qualified for the position." Careful consideration? Hardly. Needless to say his opinion of this particular company is less than what it was before he applied.

    In another example, a guy who could not get past HR finally had a friend hand deliver his resume to the manager who was hiring. HR was furious for being bypassed, but the guy got the job.

    Finally, a good friend of mine was pulling her hair out trying to find a good sqlserver admin. It seems that the only candidates that HR passed on to her happened to come from the same contracting company, with almost identical resumes, and all admitted in the interviews that they were actually programmers, but the consulting company thought they could do the job and had "tweaked" the resumes to make them look competent.

    Companies that take shortcuts in the hiring process will pay for it in the end. A good HR department has to be willing to put in the effort to find good candidates.

    Cheap, fast or good. Pick two.

    -Xanthos

  • Re:Salaries (Score:4, Informative)

    by cpu6502 (1960974) on Wednesday May 30, 2012 @01:43PM (#40158335)

    >>>where you're on the clock, have to leave for lunch at exactly 12, have to be back from lunch at exactly 1 or else you get in trouble, etc.

    I've worked off-and-on for the defense industry since 96, and it is NOTHING like that. You can start at 6 am or 10am. You can eat lunch whenever you feel like it. Some place let you wear jeans all week.... and other places work a 9/80 schedule with every other Friday off. Some don't care if you work 10 hours a day and take every Friday. And, per government regulation, you're required to get paid if you exceed 45 hours. No worries about the company forcing you to work 55 hours but only get paid 40.

    Way to spread a bunch of FUD about the defense industry which you CLEARLY know nothing about.

  • by wierd_w (1375923) on Wednesday May 30, 2012 @02:04PM (#40158581)

    Wrong.

    Factor in the adult education costs to meet the requirements. You will find that your applicants will be statistically saddled with out of control student loans they need to make payments on. As such, they actually *NEED* the 100k figure, just to buy food and gas to come and work for you.

    The one suffering the entitlement complex is the business's HR dept, demanding absurd requirements for a low paying position. "We don't want to pay to train those people!" Is not a suitable out for this problem. I don't want to pay taxes either, but that doesn't mean I can tell uncle sam to fuck off on tax season.

    Like any purchaser, (an employer purchases labor.), you need to shop, and determine a fair price based on all outstanding market forces, and realize that after a certain point, you get what you pay for.

    It is unsrealistic to expect people to live in poverty like conditions (yes, you pay them a "decent wage", but that is for somebody that isn't paying asstons of money to an educational institution on the installment plan. When you pay several grand a month for student loan payments, 50k a year is barely livable on the "ramen for dinner" budget. Eg, poverty.) *JUST* so they can work for you.

    I understand that as an employer, you have to make sure your applicants meet your basic needs. When buying a boat, you want one that doesn't leak. However, demanding a yacht for 300$ is rediculous. It costs more than that to build the yacht. Saying the shipyard is suffering from entitlement issues is totally in the wrong. If all you need is a boat to putter around a lake in, a little fishing boat is more appropriate to your needs and your budget. That is what you should hire. Don't demand a yacht unless you need a yacht, because you *will* end up paying yacht prices.

    Need somebody to cobble together a shellscript? Your typical highschool kid can do that. Don't demand 10+yrs linux experience with sysadmin experience, a CS degree, and 50 industry certs. That's like demanding a nascar certified pit mechanic to have your tire changed, when a walmart tech with a speedwrench is more than adequate. Hire the walmart kid. Leave the nascar pit mechanic to the nascar circuit where he's really needed.

    stop saying the nascar guy suffers "entitlement" bcause he refuses to work changing your tire for 10$/hr. You're the one suffering entitlement by demanding a high-rate nascar pit mechanic for piddly shit. Seriously.

  • Re:Salaries (Score:2, Informative)

    by Anonymous Coward on Wednesday May 30, 2012 @02:07PM (#40158637)

    The only problem I have with this conspiracy theory is that it might be true for some giant company like MS or Intel which has political connections and hires lots of H1Bs, but it surely can't be true for some piddly little 500-person (or even 3000-person) company.

    1) there are a whole bunch of "onshore-offshore" companies targeting smaller businesses, ranging from IBM on down to tiny firms which serve other small businesses.

    2) I worked at a small (50 person) company that did a lot of H1B ... they figured out all the legal requirements and hoops were really optional, as there wasn't any enforcement mechanism. We even had HR and marketing people on H1Bs (Europeans). So while Intel etc might go through the whole process, a lot of smaller companies are just hiring under the table.

  • Re:Salaries (Score:5, Informative)

    by PRMan (959735) on Wednesday May 30, 2012 @03:24PM (#40159833)

    There are 2 types of engineers that can't communicate.

    1. Ones that can't communicate with non-technical people. I can find a place for them.

    2. Ones that can't communicate with technical people either because they are total jerks. There is NO place for them.

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