Now’s the Time to Act; The Tech Industry Is Booming (And so Are the Salaries)

If you haven’t taken the market’s pulse lately, now is a good time to do it. In spite of where we were just eight years ago, it’s made huge positive gains and the tech sector, in particular, continues to thrive and outpace analyst expectations. And yet, there are simply not enough qualified applicants actively exploring the employment market to meet demand. 

There are not enough candidates in today’s market

Don’t let fear (or anything else) keep you from finding the job of your dreams

Soapbox time; I want to encourage anyone who’s been sitting on the sidelines and staying in a job that’s not the right fit or has no room for growth to consider making the leap and start actively looking. The job market has changed dramatically in the past eight years – even in the past few years – and continues to rebound steadily.

I understand that many people, including highly-qualified and well-liked employees, lost their jobs during the recession. It was the toughest employment market many of us will ever experience in our lifetime. And it can be tempting to stay put, especially if you’re someone who experienced a long period of unemployment during the downturn. However, there’s never been a better time to get out there than now.  

It’s a great time for tech candidates to test the market

Overall, tech industry salaries are booming and well-qualified candidates are receiving multiple offers. The number of qualified tech workers is expected to grow an average of 3.4% a year. Yet companies are still clamoring for top talent especially in the niche pockets of the tech world where qualified applicants and expert resources are extremely limited.

The takeaway from almost every tech employment study done this year is that salaries are climbing nationwide – not solely in larger cities like San Francisco and San Jose.

That means regardless of where you reside, chances are high that your local job market is experiencing growth too.

Most companies have fully recovered from the recession and are meeting or exceeding growth expectations. Corporations are back to striving to add services and products and increase market share instead of just maintaining the status quo. And historically, the first step to achieving corporate success is by bringing on talented and ambitious employees that share that vision. It could be you!  

Take advantage of trusted resources to streamline your job search

If you’re feeling rusty or unsure about branching out and exploring the job market, there are companies like Coppertree available and ready to help you. Not only can we connect you to opportunities that aren’t publicly advertised but we can also walk you through the local market stats and how your background and experience can benefit you.

Contact our team at Coppertree Staffing to learn more about the current market and how you can make the most of it. 

 

Why the Human Element is Essential to Recruiting

In a world where we’re continually evolving and making everything faster and more efficient, it’s easy to see why corporations might be tempted to move towards automated recruiting. But while it’s quick and often feels efficient; is it effective?

Can AI Select the Best People?

Choosing the right person for the job can save time and money in the long run. So the question becomes;  is AI (artificial intelligence) capable of selecting the best person for the job? 

Artificial Intelligence in Industry

Artificial intelligence has impacted recruiting most heavily in the candidate search, evaluation, and selection steps. Companies frequently use recruiting tools that leverage websites like Monster and Indeed. Which is why it’s often automation and not careful consideration that determines where a job listing will be posted. Subsequently, there’s an onslaught of resumes sent in – some of which are not from qualified people.

This raises the first issue and one of the reasons companies began leaning on AI in the first place – not enough manpower and too many resumes to sort through individually.

To make matters worse, some recruiting websites have partnerships with other platforms and will bulk post job listings across the internet and sometimes to questionable sites. This further increases the volume of responses and dilutes the quality of applications companies receive. Rather than scale back and create a more targeted search parameter, many companies will use AI either directly within their organization or, more commonly,  indirectly (and sometimes unknowingly) by allowing the recruiting websites to evaluate and sort resumes based on their own internal algorithms. 

AI recruiting is quantity, not quality, focused. Which only fuels the desire for more artificial intelligence to sort through the high volume of responses received. 

Keyword matching is one of the most popular mechanisms used to sort applications, and it boils down to a computer finding enough overlap between a job posting and the candidate’s response. It doesn’t take into account syntax, context or synonyms and allows borderline intelligible applications to get through while those with synonyms in place of keywords may not.

How does AI evaluate personality, drive, and intelligence? Simple. It doesn’t.  

A smart candidate may figure out how to “game” the system and get their resume in front of the right person (which is to say, an actual person). But there are plenty of smart and qualified job seekers who are exactly the type of person you’re looking for but who don’t make it a point to outsmart the recruiting algorithms. Chances are, their applications won’t make it to the top of the stack because they don’t use enough of the right “keywords”. How frustrating.

To put it into real-world context; imagine two helpdesk technicians at an investment firm in NYC. Each of them could show up very differently in a search not only because of what they emphasize about the position and their experience but also for something as simple as whether they list themselves in the IT industry or banking industry.  

Searches require iteration, adjustment, and creativity to squeeze out results – three fundamental aspects of targeted recruiting that AI struggles to overcome.

Being able to look beyond the resumes and experience of multiple qualified candidates and figure out the personality traits and the best match is a uniquely human quality. In the end, people hire people, and people they like get hired the most.

Ready to work with an experienced IT recruiter that can help you look beyond keywords and find the perfect candidate for your open positions?  Contact our team to learn more about how we can help you round out your team.