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Top Reasons Why IT Professionals Leave Their Jobs, and What You Can Do to Change It

Finding talented candidates is a struggle that IT employers frequently encounter. But there is another, lesser-known issue that is causing big problems in the IT industry: employee turnover. According to a 2018 turnover report from LinkedIn, IT has a turnover rate of 13.2%, which is the highest of any modern industry. This is leaving tech companies of all sizes scrambling to find new candidates to fill vacant roles, and spending billions of dollars in the process.

The best solution, however, may not lie in replacing employees that jump ship but rather making changes to your organization that will make them want to stay aboard. Here are a few of the big reasons why IT professionals leave their jobs, and some solutions that will make them want to stay:

Lack of Clear Career Advancement Opportunities – The huge influx in demand for talented IT employees in recent years means that our best workers are always being sought after by competing companies. If those companies can provide them with clear plans for how they’ll be able to advance in their career, and you haven’t communicated such a plan, that’s a huge motivating force for them to accept a new position. To encourage employees to remain in your company, work with your team leaders to devise clear and practical roadmaps for how your employees might be able to climb the ladder of success within your company.

They Are Being Overloaded With Work – One of the major reasons why employees leave a position is because they’re overworked for an extended period. This typically is indicative not so much of an employee’s capabilities but rather of the awareness and leadership skills of their managers. As leaders in the field, the responsibility falls on us to delegate tasks appropriately and realistically to our teams. This includes remaining conscious of employees’ workloads and taking steps to lighten them if we can see that someone is overwhelmed.

They Are Not Being Acknowledged by Leadership – Failing to acknowledge someone’s successes or even to provide honest feedback now and again is one of the surest ways to make an employee feel alienated and unimportant. If this is kept up, and someone continues to have his or her efforts seemingly ignored or taken for granted, you can be sure they will fairly quickly start looking into other opportunities that can offer more supportive work environments. Taking the time to provide feedback and recognize an employee’s contributions, on the other hand, can go a long way towards making them feel like an important part of the team.

Looking to Grow Your Team?

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.

 

 


5 Ways an IT Recruiter Can Help Your HR Staff

As job requirements for professionals across the IT industry continue to become more and more specialized, it’s becoming an increasingly difficult challenge for even the most well-equipped HR departments to find and recruit candidates with the necessary experience and skills. In addition, the quick pace of the modern IT company puts pressure on hiring managers to fill roles quickly, often forcing them to sacrifice quality for expediency. As a consequence, it’s not uncommon for HR departments in the IT industry to go into acute crisis mode whenever it’s time to hire a new employee.

To help with the process of finding, contacting, and recruiting top-talent employees, many HR departments are finding that working with IT recruiters is beneficial.  The resources and expertise of these third-party hiring specialists make the recruitment process less cumbersome and can produce stronger and more long-lasting relationships between employers and employees.

If you’re curious about the benefits of working with an IT recruiter, then look no further: below we’ll explore five proven ways that an IT recruiter can empower your HR staff:

  • Sharpen Job Requirements –  Oftentimes, HR departments will only be able to describe the requirements of a particular IT job in general terms. Recruiters, on the other hand, can hone in on the particular responsibilities, qualities, and skills that will be required for a candidate to be successful.
  • Make the Distinction Between Needs’ and Wants –  It’s easy for HR departments to confuse “need-to-have” qualities with “nice-to-have” qualities when searching for a candidate, which can significantly delay the process. By working with an IT recruiter, hiring managers can enter into the search with a much clearer distinction between these categories, which will go a long way in keeping priorities straight.
  • Provide Follow-Up Support – Once initial contact is made with a promising candidate, it’s vitally important that the communication continues at a steady pace. Many HR departments are unable to commit enough time and resources to this phase of the hiring process. Recruiters, on the other hand, specialize in steady and productive conversations to ensure the process stays on track.
  • Create Productive Interviews – Any time your company is looking for that perfect candidate who will be able to bring the right set of skills, personality, and experience to a role, conducting generic, standardized interviews can be counterproductive. Alternatively, working with recruiters to design interview questions that are tailored for particular candidates will leave your team with a much clearer sense of their eligibility.
  • Provide Quick and Accurate Feedback – Many HR departments struggle to provide prompt feedback to candidates once the interview process has begun. Given the number of people being interviewed and the other demands placed on HR, this is unsurprising – however, it can often result in the loss of a promising candidate. IT recruiters remove the friction from this part of the process by gleaning thoughts and impressions from hiring managers and the candidates, shortly after the interview to provide constructive feedback to both parties.

Looking to Grow Your Team?

 At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, let’s talk.


Remote Work: Learn How to Properly Manage Remote Staff Members

As communications, technologies, and workplace models continue to evolve, it’s becoming more and more common for IT companies to allow remote work options for their employees. In an illustrative example, a recent Gallup poll found that 43% of Americans now work remotely at least part-time (compared to 39% in 2012). Despite the increasing popularity of allowing employees to work remotely, there are some management and logistical problems that employers can encounter.

If you manage a team of remote employees but find yourself struggling to maintain a sense of unity, cohesion, or common purpose, you’re not alone. Thankfully, there are some simple tactics which employers can adopt to manage remote employees more easily:

  1. Make Time for Facetime –  This is a rule that should be applied for all employees, regardless of whether they work on-site or remotely. When you’re strategizing for a project or planning for an important goal, make an effort to connect with remote employees via a video chat or meet for coffee, as opposed to communicating via email or a phone call.
  2. Leverage Communications Technologies –  To maximize cohesion within your team of remote employees, use multiple communications platforms (such as Slack, Skype, or Google Hangouts). Using multiple communications platforms to keep the conversation going will ensure that they feel their needs are being addressed and that they have a direct line of communication to their team leader.
  3. Get Them Connected With Other Off-Site Employees – By facilitating the communication between remote employees who are in the same area, managers can strengthen their network of off-site employees and ensure that there is a chain of support for managing projects.
  4. Maintain Steady Communication and Provide Regular Feedback – The communication must be a two-way street with remote employees. If you don’t provide them with regular feedback, remote employees can quickly start feeling alienated, unimportant, or excluded.
  5. Acknowledge Their Achievements –  It’s easy to make an on-site employee feel recognized and acknowledged when they’ve made a notable contribution, but things can be a bit trickier when it comes to our remote employees. Nevertheless, managers must make an effort to make remote workers feel recognized by their peers for their accomplishments. When a remote employee goes above and beyond, make sure you acknowledge them in a line of communication that will be visible to their teammates.

Looking to Staff Up?

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, contact us today and let’s have a discussion!

 


Learn How to Speed Up Your IT Recruitment Process

 

Many IT leaders and businesses struggle with implementing new and effective ways of recruiting top talent to their teams. This is not due to a lack of trying, but rather the constantly evolving nature of recruitment methods themselves. As our industry grows and develops, so too do the means of identifying and communicating with job candidates. In order to optimize their recruitment processes, it’s important for employers in the IT industry to position themselves appropriately and take advantage of the proper resources.

Here are some simple and effective ways to enhance your recruiting process, so that your business can begin to quickly attract expert job candidates:

Strengthen Your Employer Branding

One of the most important qualities that all leading IT companies share is a strong, engaging, and consistent brand story. In other words, all top IT employers understand the value of a coherent and attractive mission statement that candidates will be able to relate to. If your company has a strong employer brand that is communicated in online copy, blog content, and emails, it will give candidates a much clearer idea of the driving goals behind the company, and how they would — if hired — fit within that larger scheme.

Develop Personal Relationships With Candidates

Finding a new job in IT is often a lonely and frustrating road to tread. With so many automated responses and impersonal application processes, it’s no wonder that job seekers often feel alienated as they search for a new position. Employers that take the time to engage in personally communicating can make a huge impression with candidates and have a much greater chance of having an applicant follow through. This doesn’t mean that you need to personally respond to every single application, but quickly and personally reaching out to candidates whose CV and experience catch your eye is sure to keep the recruitment and interview process moving forward on the right foot.

Partner With a Staffing Agency

Staffing Agencies specialize in connecting IT candidates that are on the job market with IT companies who are searching for top talent. While most in-house IT HR departments tend to (by necessity) prioritize finding talent quickly over digging deep to find the best candidates, staffing agencies have the resources, time, and personnel to commit to reaching out directly to engineers who might otherwise be overlooked. In addition to looking for candidates to fill a role, staffing agencies can also be great resources for advocating your company’s mission statement, values, and ambitions.

Looking For Top Talent?

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.


5 Tech Trends That Are Helping HR

 

New technologies are reshaping every dimension of IT, and the industry’s recruitment practices are no exception. In 2019 and beyond, emerging digital tools like social media and predictive analytics are revolutionizing the ways in which HR departments are being connected to top-talent engineers.

Here are the five technology trends to be on the lookout for that are improving HR tactics in IT:

1. Social Media: Though social media platforms are nothing new to society at large, HR has been adopting novel uses for them that are changing the recruitment process. With the enormous reliance on social media demonstrated by younger employees entering into the workforce, more and more employers are advertising jobs and using these platforms to get connected with talented candidates.

2. Online Staffing Firms: Staffing firms are companies that specialize in connecting job candidates with employers in any industry. In the case of IT, staffing firms are an especially powerful asset to utilize during the recruitment process, because they have the skills and resources to dig deep through the candidate-pool to find talented engineers that would be easily overlooked by traditional HR methods.

3. Predictive Analytics: HR departments throughout the IT industry are implementing data analytics software into the recruitment process in order to quickly analyze candidates’ experience, qualifications, and the chances of their long-term success in a particular role.

4. Mobile Apps: There is a skyrocketing reliance on smartphones for candidates who are searching for jobs and submitting applications. In response to this, an increasing number of companies are developing their own mobile apps which candidates can use to more easily submit applications and receive a personalized response from HR.

5. Cloud Tracking Systems: The sheer number of applications and employee data is often too much for any single HR department to keep organized. Thankfully, cloud-based applicant tracking systems are a powerful tool for recruiters to keep large quantities of applicant data digitally organized, accessible, and updated.

Ready to Staff Up?

At RightStone, we’re implementing these new and exciting technological tools in order to help companies reshape their recruitment practices. If you’re ready to begin modernizing your tactics for connecting with top talent, drop us a line.


How Hiring Managers Can Learn to Think Like a Job Seeker

 

When approaching the recruiting process, many hiring managers have a prepackaged set of criteria for what they are looking for from a candidate. While using some basic standards in your recruitment process is an effective way of rooting out obviously unqualified or ill-fitting candidates, a one-size-fits-all approach can result in overlooking some top talent.

A useful cognitive tool that can help hiring managers is to try to see things from the perspective of the job seeker. By understanding the thought process of job applicants, hiring managers can learn to read between the lines in job applications and catch talented candidates that would otherwise be missed through the one-size-fits-all approach to recruitment.

Here are some tips for thinking like a job seeker during the recruitment process:

Don’t Rely Too Heavily On Traditional Recruiting Platforms 

While sites like LinkedIn and Indeed.com are vital to your employer branding strategy and getting in touch with active job seekers, there are tons of talented and more passive job seekers who do not use these traditional channels to reach out. To get connected with top talent, think like a job seeker by actually taking steps to reach out to candidates through IT Facebook groups and industry-specific sites. Even sites like Twitter and Instagram can be useful resources when searching for candidates.

Think Like a Salesman

Always keep in mind the recruitment process is a two-way street. You’re searching for CVs and candidate profiles that catch your eye, and job seekers are looking for job descriptions and company profiles that stand out. When you’re building your company profile on recruiting sites and social media, pay close attention to the details that job seekers are looking for — such as copy, color scheme, and description of company culture — that will make them pause in their search and submit an application.

Keep Things Simple, Informative and to the Point

Try to imagine yourself in the shoes of the typical job seeker. In most cases, they are perusing through and applying to a huge number of job openings, one after another, day after day. The advertisements you create for an open position should indicate that you’re aware of their current situation by being straightforward, to the point and simple to understand. Give them an idea of what they’re looking for and let them know they can expect to hear from an actual human being if they’re chosen as a good fit. A little humor never hurt, either.

Find Your Next Talent Fit Here!

If you are in search of talented professionals for your team, we can help. Contact us today and we can assist you in your next candidate search.


The Benefits Social Media Can Bring to Your Candidate Search

Social media is about more than just sharing memes and influencer marketing. Social platforms are where people spend a good amount of their personal and professional online time. From networking with business connections to staying in the know with friends, family, and community events; social media is a powerful connector of people. It can also be a powerful way to connect with potential new hires.

Some of the benefits of using social media in your search for talented candidates:

  • Good Referrals: Ask your employees to share your job postings on their personal and professional social media profiles. More than likely those talented people you hired network with lots of other talented people, possibly resulting in better-qualified candidates.
  • Cost-Effective recruiting: Social media is a free resource to share job listings. While ads and job postings on job boards have a cost associated with them, regular posts that are shared with your followers are free. You can maximize your reach by sharing available jobs on all of your social platforms – LinkedIn, Facebook, Twitter, Instagram – and spread the word. Followers might pass on the opportunity to someone in the market or they may apply themselves, and someone who’s already a fan and follower of your brand might be a great fit. Small businesses often try this method, along with asking for current employee referrals, before posting to public job sites.
  • Maximum Exposure: Limiting your job postings to online job forums means they only get in front of people who are actively looking for work. What if you could get in front of qualified talent who might be passive candidates but are interested enough in your company or position to get in touch anyway? Social media enables your brand to get in front of more people – actively searching or not – and can help you drive more interest in your position and source more candidates.

Using social media should be part of every business’s recruitment plan. Whether it’s a primary or secondary method of sourcing talent, it can be a huge benefit in your search.

If you’re looking to expand your team and are looking for talented people, we can help. Contact us today to let us assist in your search for the next right hire.


5 Signs You Need to Change Your Company’s Culture

Company culture can be defined as the crossroads between your corporate “vibe” or general temperament and the company values. A positive, productive culture is necessary for business success and to attract and retain the best talent. When a culture becomes toxic or stagnant you can see negative business repercussions that range from higher turnover to a negative reputation.

Below are the top signs your culture needs a change.

  1. Negative Reviews on Glassdoor: Glassdoor is like Yelp for employees or potential hires of businesses. Glassdoor allows anonymous employee reviews on their work experience, company perks and benefits, management, and more. If you’re noticing your Glassdoor rating take a nosedive, make sure you’re listening to the feedback of both current and former employees.
  2. Good Employees Are Quitting: If you’re losing quality employees, you need to take a look at your culture. Of course, talented people will move on from their current job – their talent makes them attractive to more employers. But if your company can’t hold on to any of the smart people you’re hiring, your culture might be to blame.
  3. People Are Passing on Perks: Part of the reason companies offer perks like on-site massage, pop-up yoga, and free lunches, is to garner a culture of excitement and motivation within the workplace. If there are fewer people taking advantage of your office perks, it may be because they don’t want to be there anymore. Don’t confuse “culture” with “perks.” Perks are an added bonus, where culture is a representation of attitudes, communication, and values.
  4. Lower Attendance at Happy Hours: If your out-of-office team events are getting a lot fewer RSVPs, it’s possible the culture feels so negative and oppressing to team members that they don’t even want to socialize outside of the office.
  5. Higher Work From Home Requests: If you don’t have an official work-from-home policy but hear from managers that employees are asking to be able to work off-site more, it might be an indicator the office culture has taken a turn for the worst.

Company culture is key to a successful organization. If you’re seeing reduced productivity and employee engagement, have honest conversations with employees and leadership alike to start thinking about solutions that can create positive changes.

If you’re looking for the quality talent that’s going to elevate your company and impact your culture in a positive way, call RightStone today. We can help you find your next great hire.


Are You a Preferred Working Destination for Generation Z

As of 2019, Generation Z makes up about 25 percent of the US population. Defined as the group born between 1997 and the early 2010s, there are some features of this generational group that make it distinct from the generations that came before them. Here are some things to consider about this group that has already begun entering the professional workforce.

  • More Pragmatic and More Budget-Oriented: Most members of Generation Z grew up during a recession. That means they’re more practical than most members of the millennial generation and also more focused on saving money. This means salary will play more of a role in their acceptance of job offers.
  • Mobile Natives: Generation Z was born into an age of the internet. They are quick learners and are used to engaging digitally. If you want to recruit Gen Z talent, you’ll need to make sure you’re providing a good online application process; you might also consider offering Gen Z applicants their choice of Mac or PC or other digital perks like remote work.
  • Prefer Face-to-Face Communication: As digitally savvy as Gen Z is, they are used to things, including communication, moving quickly. In the workplace, email can be a slower form of communication that slows down their process, so many prefer to communicate face to face for a faster resolution. Creating a space that enables more collaboration and easier communication will be important to this generation.
  • Growth-Oriented: Generation Z works hard and wants to be rewarded for their impact. One of their biggest goals is to advance in a company and meet their full career potential. Gen Z will need acknowledgement to remain loyal to a company.

As the baby boomer generation continues to retire and more millennials step into company leadership roles, it’s important to make sure that the upcoming generation, Gen Z, is considered in the building and improvement of company culture as they will begin to make up a larger portion of companies in the coming years. Attracting and retaining the best talent is important for any brand. You might not be able to make everyone happy all the time, but it’s important to consider the needs of your employees as you shape employment policies. Even your physical workspace can help create the best possible balance for generation Z.

If you’re looking for your next hire, RightStone can help match you with the best talent. Give us a call today.

 


Are You Doing Enough to Retain Your Top IT Talent?

Retaining the best talent is one of the most important parts of the recruiting and hiring process. It’s important to be able to attract qualified talent; however, you want to make sure they’ll stay and support your business. This is particularly true for quality IT employees – advancing technology often means there are more job openings than there are qualified applicants. Here are the most important things to consider when working on your retainment strategy.

  1. Salary: What you pay matters. It’s important to make sure that your salary ranges are competitive within the industry and they are regularly reviewed to adjust for cost of living and performance raises.
  2. Employee Engagement: Employees want to stay with businesses who they think are invested in them and care about them as people. Engaged employees are productive, committed employees. What works for engaging employees will vary, but some company initiatives might include a company-wide monthly lunch that updates everyone on the business, paid time off for team volunteering or after-work happy hours. Anything that shows your company is committed to communication and employee well-being in and out of the workplace.
  3. Culture and Environment: It’s important to cultivate the kind of culture and physical environment you know employees want to work in. This doesn’t necessarily mean having a ping-pong room and a zen cave, but getting creative with ways to make work a more engaging place to be can be a good retention strategy. Not every company can afford a slick facility with a gym and spa, but what about a stipend for group exercise classes or monthly on-site yoga? What about offering standing desks for employees to stretch their legs and break up the day in a cubicle? Small changes and perks can make a big difference.

Your talent makes up the foundation of your business and is critical to your success. It pays off to have a retention strategy that will keep your people with you as your business grows and changes.

If you need help attracting and recruiting the best talent – and want some time back to focus on your retention strategy – give us a call today.


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