RHT 2010 Hiring And Comp Trends (US)

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IT Hiring and Compensation Trends 2010 © 2009 Robert Half Technology. An Equal Opportunity Employer Kelly O’Connell Branch Manager
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Presentation given by Kelly O'Connell from Robert Half at the HDI Orange County local chapter meeting on February 3, 2009 .

Transcript of RHT 2010 Hiring And Comp Trends (US)

Page 1: RHT 2010 Hiring And Comp Trends (US)

IT Hiring andCompensation Trends

2010

© 2009 Robert Half Technology. An Equal Opportunity Employer

Kelly O’ConnellBranch Manager

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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 16, 2009)

Robert Half Technology– Provides highly skilled IT professionals

– Conducts ongoing research on IT workplace trends

– Respected resource on IT hiring and employment

Company Overview

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Today’s Discussion

•T

he IT Hiring Environment

•T

echnical Skills in Demand

•2

010 Salary Trends

•T

he Value of Certifications

•S

oft Skills in Demand

•S

taffing During a Recession

•T

he Benefits of Flexible Staffing

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The 2010 Salary Guide•N

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

•Trends affecting IT hiring

•Review of in-demand skills and attributes

•Advice on building strong IT teams and maintaining employee morale

•Staffing for success

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Sources of the Data•I

nterim 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

•A review of actual starting salaries in 2009

•An extrapolation of current trends into 2010

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The IT Hiring Environment

•Today’s IT departments face complex challenges

•Economic conditions require firms to operate more efficiently and achieve more with fewer resources

•Strategically deployed IT systems and personnel can help a company accomplish these goals

•Companies need staff in technical development and programming that can result in cost savings

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It’s Still Difficult to Find Good IT People

*Source: Robert Half International and CareerBuilder® survey of 501 hiring managers (August 2009)

Despite a more cautious economy, demand remains for highly skilled IT professionals

•Pockets of opportunity exist in key specialties

•Shortage of qualified applicants is the primary recruiting challenge*

•Many talented people unwilling to risk leaving a stable job for an untested opportunity

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Time to Hire

The average time range to hire is unchanged from last year, despite higher unemployment rates.

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Unemployment Rates

Source: U.S. Department of Labor’s Bureau of Labor Statistics

U.S. Unemployment Rate: 10.0% (December 2009)

Quarterly National Average (Q4 ‘09): 8.8%Quarterly Unemployment Rates (Q4 ’09):

Computer software engineers: 4.1%

Computer and information systems managers: 2.3%

Computer programmers: 3.6% Computer support specialists: 5.1%

Network systems and data communications analysts: 5.1%

Database administrators: 1.8% Computer scientists and systems analysts: 5.0%

Network and computer systems administrators: 7.1%

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The IT Hiring Environment

T

he current hiring climate can also be attributed to:

– Increasing complexity of IT

– Demographic trends

– Ongoing software updates, hardware maintenance

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The IT Hiring Environment Q1 2010

Source: Robert Half Technology Q1 2010 IT Hiring Index & Skills Report, Survey of 1,400 CIOs in the United States, Dec. 2009

•7% plan to hire in Q1; 4% plan to decrease staff; 89% plan to maintain current staffing levels

•The net 3% increase in hiring activity is the strongest increase since Q1 2009

•42% of CIOs are confident their firms will invest in IT projects in Q1 2010

•41% plan to hire entry-level IT employees; 40% plan to hire staff-level talent

•CIOs cite it’s most challenging to find skilled IT professionals in networking (19%), security (13%) and application development (10%)

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Technical Skills in Demand Q1 2010

Source: Robert Half Technology Q1 2010 IT Hiring Index & Skills Report. Survey of 1,400 CIOs in the United States, Dec. 2009. CIOs allowed multiple responses. Top responses shown.

Network administration70%

66% Desktop support

62% Windows administration

58% Database management

48% Telecommunications support

44% Web development/website design

34% Virtualization

52% Wireless network management 27% ERP implementation

37% Business intelligence

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Consistent Demand For …

•Network administration

•Virtualization

•Applications development

•Web development

•Help desk and desktop support

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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.

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2010 IT Salary Trends

•On average, IT salaries in the United States are expected to decrease 1.3 percent

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

Security Manager $96,500 - $130,750– Network Administrator $54,500 - $80,250– Web Developer $57,500 - $88,000– Desktop Support Analyst $46,500 - $68,000– Help Desk Tier 2 $36,000 - $47,250*Refer to the Robert Half Technology 2010 Salary Guide to

adjust salaries for your local market using the city variance index numbers provided in the guide.

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New Positions Added to The 2010 Salary Guide

•Applications Development (national averages*):– CRM Business Analyst $65,500 - $89,000– CRM Technical Developer $73,500 - $97,250– ERP Business Analyst $68,000 - $93,250– ERP Technical/

Functional Analyst $73,000 - $102,000– ERP Technical Developer $75,750 - $103,750

•Technical Services (national average*):– Systems Engineer $64,250 - $93,250

*Refer to the Robert Half Technology 2010 Salary Guide to adjust salaries for your local market using the city variance index numbers provided in the guide.

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Technical Skills Can Boost Salary

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

•For example:– Cisco network administration skills: 9%

– Java development skills: 7%

– LAMP: 6%

– Linux/Unix administration skills: 8%

– .NET development skills: 7%

– SharePoint skills: 10%

– Virtualization skills: 7%

– VoIP administration skills: 9%*Source: Robert Half Technology 2010 Salary Guide. Add the percentages shown, based on national averages, to IT salaries for select positions listed in the guide.

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The Value of Certifications•P

rovides clear evidence of an individual’s knowledge with a particular technology or practice

•Demonstrates candidate’s initiative

•Essential to life-long learning

•Example of in-demand certifications include:– Microsoft certifications (e.g., MCTS, MCITP)– Cisco certifications (e.g, CCNA)– CISSP– PMP

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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

•V

ersatility

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CIOs’ Planned Investments

Source: Robert Half Technology survey of 1,189 CIOs in the United States and Canada, April 2009

Information security45%

28% Virtualization

28% Data center efficiency

27% Voice over Internet Protocol

26% Software as a Service (SaaS)

20% Business intelligence

18% Social networking

17% Web 2.0

20% Green IT

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Upgrades on the Horizon

Hardware54%

46% Servers

31% Wireless devices

31% Database software/administration

29% Wireless networks

15% Business intelligence software

13% Enterprise resource planning

10% Enterprise risk management

15% Customer relationship management

Source: Robert Half Technology survey of 1,169 CIOs in the United States and Canada, April 2009

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The EDGE Report: Top Areas of Opportunity in the Future

Source: Robert Half International and CareerBuilder ®survey (August 2009) of 501 hiring managers. Multiple responses permitted. Top responses shown.

Technology 1.

2. Customer service

3. Sales

5. Business development

6. Human resources

7. Accounting/finance

4. Marketing/creative

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Gartner Survey

•IT managers more likely to postpone than cancel a project in tight times

•Only 12% of IT managers surveyed say they have cut a laptop or desktop rollout since October 2008, despite the recession

•In 2010, Gartner expects overall IT spending to rebound with 2.4% growth, while IT hardware spending will grow 0.8%

Source: Computerworld, May 14, 2009

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Staffing During a Recession

•Many companies closely examining fixed personnel costs, one of their largest areas of spending

•Many firms downsizing

The Challenge: How do you maintain the

staff levels you need to keep productivity

and service levels high while, at the same

time, keeping personnel costs in check?

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The Current Economic Environment

•Before the recession, many firms overhired

•After the financial crisis, many companies cut staff too deeply

•Laying off full-time workers was the only way to reduce human resources costs

The Solution: Flexible Staffing

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Finding the Right Staffing Mix

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Staffing Flexibility:A Perennial Advantage

•Staffing flexibility requires a holistic view of both short- and long-term needs– Broadly implemented personnel reductions can result in the

loss of talent you may need in the future– Hiring quickly can cause you to overlook how conditions may

have changed since a position was last filled

•First, look internally

•Add full-time hires for long-term needs and contract professionals for shorter-term, project roles or expertise you only need occasionally

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Advantages of Flexible Staffing•C

ost savings

•Improved competitive position

•Higher retention rates

•Reduced burden on full-time staff

•Wider choices

•Opportunity to evaluate potential hires

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Hiring Plans in Action•O

utline clear skills requirements for the position

•Remain actively involved throughout the recruitment process

•Focus on professional networking – both online and in person

•Conduct phone interviews with applicants

•Work with a specialized staffing firm

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New This Year! The Robert Half Technology 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 latest insights on hiring and compensation trends, at: www.rht.com/SalaryCenter

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Your Leading Resource

• Additional information on hiring, retention and staff management issues

• Complimentary publications include:

Salary Guide

Glossary of Job Descriptions for

Technology

Keeping Your Best People

The 30 Most Common Mistakes Managers Make in

an Uncertain Economy

What Millennial Workers Want: How to Attract and Retain

Gen Y Workers

Cost-Effective Staffing

…and more

The EDGE Report

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How We Can Help•R

efine salary packages for your market

•Offer additional information on local trends

•Provide guidance on staffing strategically

Benefits of working with Robert Half Technology:

•We have the best reputation in the business

•We can fill your needs fast

•We custom match professional skills to your needs

•We represent highly skilled candidates

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© Robert Half Technology. An Equal Opportunity Employer © 2009 Robert Half Technology. An Equal Opportunity Employer

IT Hiring andCompensation Trends

2010

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