Tracey Turner (Diversity) - "Diversiti IT Hiring Influence"
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Tracey Turner (Diversity) - "Diversiti IT Hiring Influence"

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Tracey Turner (Diversity) - "Diversiti IT Hiring Influence" Tracey Turner (Diversity) - "Diversiti IT Hiring Influence" Presentation Transcript

  • Diversiti IT Hiring Influence Report 2006 A national survey of qualifications and accreditations that influence employer hiring decisions in the IT industry June 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?
  • What were our objectives?
    • What IT education is valued most highly and what other factors influence employers hiring decisions
    • What skills will be in demand for the next 12 months
    • Skill shortage – Myth or Reality?
    • 365 Australian employers who currently hire candidates
    Survey Respondents 45% 4% 29% 21% 21% 1% NSW ACT VIC QLD Other (incl. WA/SA/NT/TAS)
    • IT hiring managers, HR professionals, Procurement and Corporate Recruitment
    Survey Respondents Size of Organisation
    • All industry sectors represented
    Survey Respondents 19% 6% 7% 13% 16% 18% 21% Financial Services & Insurance Retail/ Wholesale/ Other Telecommunications & Technology Products & Manufacturing Professional Services Resources & Utilities Government
  • 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! Easier Same Harder 46% 5% 49%
  • 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 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 participation Skilled immigrants Other 31% 44% 47% 45% 29% 78% 12% 15% 32% 28% 24% 7%
  • Future IT staffing issues by state/territory Market outlook Key finding: IT skills shortage is fact 69% 63% 61% Watch this space! NSW QLD Other states/Territories* VIC 0 50 10 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
  • Current IT skill areas most in demand 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 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%
  • IT qualifications 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% Skills Cert./Vendor Accred. TAFE Diploma TAFE Certificate Bachelors Degree University Post Grad Degree MBA 0 50 10 20 30 40 60 70 80 90 100 QLD VIC NSW Positive influence (high/very high)
  • IT qualifications Key finding: employers prefer a combined IT and business degree or mainstream IT degree Preferred university degree 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 graduate hiring influences by state Key finding: graduates that demonstrate prior work experience will have more success in getting work IT qualifications * Prior work experience Subject results / GPA Units / subjects studied University attended 0 50 10 20 30 40 60 70 80 90 100 QLD VIC NSW Positive Influence (high/very high)
  • IT qualifications
    • The top 3 most commonly identified IT certifications or accreditations are:
    • Microsoft systems related accreditations
    • Project Management certifications from the PMI such as PMBOK and PMP
    • ITIL certifications
    • Other well recognised skills certifications or vendor accreditations include:
  • Other hiring influences Other factors influencing candidate selections Key finding: business skills do influence hiring decisions High Very high Moderate Low 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 50 10 20 30 40 60 70 80 90 100
  • 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 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%
  • 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 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%
  • Percentage of IT hires sourced from overseas Good News ? Key finding: Australians believe they will be able to source majority of IT hires locally 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%
  • Impact of outsourcing on demand Key finding: Large organisations believe outsourcing will decrease the demand for certain skill sets in next 12 months Balance to Outsourcing/Offshoring Increase demand Decrease demand No change 26% 29% 45%
  • Skill areas impacted by offshoring What skills may go offshore? Key finding: Software development / programming most likely skill area to be 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
  • 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. 56% of respondents work in orgs. where less than 30% of total hires are female 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%
    • As the IT market gets tighter, employers will need to review their sourcing strategies for experienced hires and graduates.
    • 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
    • attract people (especially women) into the IT profession
    • and give it a complete image overhaul
    • 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 :
  • Diversiti IT Hiring Influence Report 2006 www.diversiti.com.au