tracey turner (diversity) - "diversiti it hiring influence"
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1Diversiti IT Hiring Influence Report 2006
Diversiti IT Hiring Influence Report 2006
A national survey of qualifications and accreditations that influence employer hiring decisions in the IT industry
June 2006
2Diversiti IT Hiring Influence Report 2006
• Why did we do the survey. What were our objectives?
• Who responded? What was the mix?
• Market Outlook and Hiring Influences
• Conclusion and some key recommendations
What are we going to talk about today?
3Diversiti IT Hiring Influence Report 2006
What were our objectives?
1. What IT education is valued most highly and what other factors influence employers hiring decisions
2. What skills will be in demand for the next 12 months
3. Skill shortage – Myth or Reality?
4Diversiti IT Hiring Influence Report 2006
• 365 Australian employers who currently hire candidates
Survey Respondents
45%
4%
29%
21%
21%1%
NSWACTVICQLDOther (incl. WA/SA/NT/TAS)
5Diversiti IT Hiring Influence Report 2006
• IT hiring managers, HR professionals, Procurement and Corporate Recruitment
Survey Respondents
2%
Less than 1010 - 100101 - 10001001 - 5000More than 5000
8%
26%
37%
27%
Size of Organisation
6Diversiti IT Hiring Influence Report 2006
• All industry sectors represented
Survey Respondents
19%
6%
7%
13% 16%
18%
21%
Financial Services & Insurance
Retail/ Wholesale/ OtherTelecommunications & TechnologyProducts & ManufacturingProfessional ServicesResources & Utilities
Government
7Diversiti IT Hiring Influence Report 2006
Easier
Same
Harder
46%
5%
49%
Ease of finding future IT candidates
Market outlook
Key finding: As the IT market gets tighter – employers need to take the hunt for talent into new territories
IT’S ALREADY TOUGH
IT’S GOING TO GET EVEN TOUGHER!
8Diversiti IT Hiring Influence Report 2006
An ageing workforce
Candidates keeping up-to-date with changing technology
Competition from other professions
Continued decline in IT student enrolments
Fear of an industry downturn
Global competition for skilled IT resources / offshoring
Inadequate study by candidates
Inadequate training by learning institutions
Inadequate training by employers
Low female participationSkilled immigrants
Other
31%
44%
47%
45%
29%
78%
12%
15%
32%
28%
24%
7%
Factors impacting future labour supplies
Market outlook
Key finding: the competition for skilled IT resources is global. Employers need to review sourcing and training strategies
9Diversiti IT Hiring Influence Report 2006
NSW QLD Other states/Territories*VIC
0 5010 20 30 40 60 70 80 90 100
*Indicative only. Small sample..
Motivation of staff
Shortage of skilled candidate
Recruiting the right skill set
Retaining talent
Salaries - paying market rates
Work life balance
Career choices / career path
Training and keeping skills up-to-date
Job flexibility
Contingent workforce management
Stress management
Redundancies
Retirement and lost IP
Other
Future IT staffing issues by state/territory
Market outlook
Key finding: IT skills shortage is fact69%
63%
61%
Watch this space!
10Diversiti IT Hiring Influence Report 2006
Current IT skill areas most in demand
Business/Systems Analysis
Call Centre/Technical Support
Database Administration
Enterprise Architecture
ERP/CRM
Infrastructure/Network Management
Project Management/IT Management
Sales/Pre-sales
Security
Software Development/Programming
Systems Management and Administration
Quality Assurance/Testing
48%
10%
13%
14%
22%
19%
51%
8%
7%
43%
16%
14%
Web Design/Multimedia 8%
Other 6%
Market outlook
Key finding: Project Management skills in hot demand
Interesting statistic as also one of the highest rated skill to be impacted by
offshoring
11Diversiti IT Hiring Influence Report 2006
IT qualifications
Skills Cert./Vendor Accred.
TAFE Diploma
TAFE Certificate
Bachelors Degree
University Post Grad Degree
MBA
0 5010 20 30 40 60 70 80 90 100
QLDVICNSW
Posit
ive in
fluen
ce (h
igh/
very
hig
h)
Key finding: employers prefer tertiary education
Qualification influence by state
More valued by larger organisations – 28% (1 in 4) considering it a high influence
55%
77%
12Diversiti IT Hiring Influence Report 2006
Bachelor of Management Information Systems
Bachelor of Arts
Bachelor of Computer Science
Bachelor of Applied Science
Bachelor of Science
Bachelor of Engineering
Bachelor of IT
Bachelor of Commerce
Bachelor of Business
Combined IT and Business Degree
Other
2%
61%
9%
10%
27%
75%
12%
20%
49%
75%
3%
IT qualifications
Key finding: employers prefer a combined IT and business degree or mainstream IT degree
Preferred university degree
13Diversiti IT Hiring Influence Report 2006
* Prior work experience
Subject results / GPA
Units / subjects studied
University attended
0 5010 20 30 40 60 70 80 90 100
QLDVICNSW
Pos
itive
Inf
lue
nce
(hig
h/ve
ry h
igh)
IT graduate hiring influences by state
Key finding: graduates that demonstrate prior work experience will have more success in getting work
IT qualifications
14Diversiti IT Hiring Influence Report 2006
IT qualifications
The top 3 most commonly identified IT certifications or accreditations are:
1. Microsoft systems related accreditations
2. Project Management certifications from the PMI such as PMBOK and PMP
3. ITIL certifications
Other well recognised skills certifications or vendor accreditations include:
15Diversiti IT Hiring Influence Report 2006
Other hiring influences
High Very highModerateLow
Cultural fit to team
Communication skills
Motivation and results driven
Demonstrated achievements in relevant skill area
Previous work experience
Business acumen
Written / verbal references
General appearance / attire
Strong academic results
Contributions to IT related activities
Non-IT extracurricular achievements
Linguistic skills
Membership to institutions / clubs
0 5010 20 30 40 60 70 80 90 100
Other factors influencing candidate selections
Key finding: business skills do influence hiring decisions
16Diversiti IT Hiring Influence Report 2006
Passion for IT
Capability to perform and learn
Determination to succeed
Leadership
Team player
Desire for knowledge
Adaptable to change
Energy and optimism
Diversity of talents
Intellect and general knowledge
Multi-tasking and work balance
Other
26%
61%
26%
24%
64%
18%
43%
46%
13%
23%
26%
4%
Personal characteristics of high performing IT professionals
Key finding: team player and the capability to perform and learn are most sought after traits of high performing IT professionals
Other hiring influences
17Diversiti IT Hiring Influence Report 2006
Written references
Verbal references
Sighting education / training certificates
Security checks
Technical or skills testing
Psychological or behavioural testing
Internet searches (ie. Google)
Others
35%
81%
45%
30%
53%
38%
8%
7%
Most commonly used checks and tests to verify applications
Other hiring influences
Key finding: employers still rely mostly on verbal referees to legitimise candidate applications
18Diversiti IT Hiring Influence Report 2006
Percentage of IT hires sourced from overseas
49%
16%
16%
8%
3%
4%
2%
1%
Less than 5%
5% - 10%
10% - 20%
20% - 30%
30% - 40%
40% - 50%
50% - 75%
75% - 100%
Good News ?
Key finding: Australians believe they will be able to source majority of IT hires locally
19Diversiti IT Hiring Influence Report 2006
Impact of outsourcing on demand
Increase demand
Decrease demand
No change
26%
29%
45%
Key finding: Large organisations believe outsourcing will decrease the demand for certain skill sets in next 12 months
Balance to Outsourcing/Offshoring
20Diversiti IT Hiring Influence Report 2006
Skill areas impacted by offshoring
Business/Systems Analysis
Call Centre/Technical Support
Database Administration
Enterprise Architecture
ERP / CRM
Infrastructure/Network Management
Project Management / IT Management
Sales/Pre-Sales
Security
Software Development/Programming
Systems Management and Administration
Quality Assurance/
15%
70%
31%
8%
21%
25%
12%
4%
9%
78%
32%
34%
25%
4%
Web Design / Multimedia
Other
What skills may go offshore?
Key finding: Software development / programming most likely skill area to be impacted by offshoring
21Diversiti IT Hiring Influence Report 2006
Percentage of female hires in past 12 months by state
How is the gender mix tracking in IT?
Key finding: females continue to represent only a small portion of new hires. The industry needs to act to attract balance.
21%
14%
21%
17%
11%
9%
2%
1%
1%
3%
0 - 10%
10% - 20%
20% - 30%
30% - 40%
40% - 50%
50% - 60%
60% - 70%
70% - 80%
80% - 90%
90% - 100%
56% of respondents work in orgs. where less than 30% of total hires are female
22Diversiti IT Hiring Influence Report 2006
1. As the IT market gets tighter, employers will need to review their sourcing strategies for experienced hires and graduates.
2. Employers need to be more open to candidates from non-tertiary backgrounds and invest in training and up-skilling programs for their existing workforce.
3. The competition for resources is global – we can’t ignore reality.
Conclusion and recommendations- Industry
23Diversiti IT Hiring Influence Report 2006
(a) attract people (especially women) into the IT profession
(b) and give it a complete image overhaul
(c) ensure practical business skills are integrated into the curriculum
Conclusion and recommendations - Education
Finally, the industry needs to collaborate with educational institutions and invest in a campaign to :
24Diversiti IT Hiring Influence Report 2006
Diversiti IT Hiring Influence Report 2006
www.diversiti.com.au
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