Sign of the Times: Now Hiring - No Settling for Second-Best
(
Page 4 of 4 )
In the case of Mendix, the
100-employee software developer seeks enthusiastic, knowledge-seeking
technologists, CEO Derek Ruse told Channel
Insider. It can make recruitment challenging: Mendix interviewed about 150
candidates for 20 positions, he said. But turnover is low as a result of its
in-depth staffing processes, Ruse said.
“Personally, I look for people who don’t think they have
all the answers but people who know they don’t have all the answers, but are
willing to look for the answers, people who are open to new thoughts, new
people and new ideas,” he said. “We’re extremely critical even though the need
for people is huge, but we cannot allow ourselves to go for second-best. It
would break down what we build.”
An Employee’s
Market?
Where it once was an employer’s market, the hiring pendulum is
shifting back in favor of job-seekers—at least in the IT space, according to executives.
“In March, you’d give a candidate an offer and they’d
jump all over it. Now you give a candidate an offer and they’ll have a couple
of counter-offers,” said VARStaffing’s Billar. “The talent marketplace has
become much tighter also. For a talented candidate, it is their market.”
As IT professionals consider their opportunities, they
should look beyond salary and traditional benefits such as insurance and 401Ks,
and try to determine how well they fit within the organization’s over-reaching
culture, executives said. Many solution providers offer benefits that range
from flexible work hours and telecommuting, to corporate discount programs and
bring-your-dog-to-work days. It may not be like working at Facebook or Google but,
as staffing experts are quick to point-out, many IT experts would prefer a
career at a smaller organization or a solution provider where they can resolve
customers’ problems.
“There is certain talent that doesn’t want to work for
large companies. There’s a lot of M&A action going on. There is some talent
that prefers to work closer to management,” said Billar.
Solution providers are preparing for increased business
in 2012 by adding staff across multiple departments. That’s good news for
well-qualified candidates seeking a new business home, and gives channel
organizations another way to differentiate themselves through corporate
culture, staff loyalty, and benefits programs.
