This document summarizes the results of a survey of 148 IT professionals about how third platform technologies are affecting their careers. It finds: 1) Keeping technical skills and knowledge of technology and industry developments up to date poses significant challenges for professionals in an environment of rapid change. 2) Respondents held a variety of roles, including project managers, system administrators, senior IT managers, application developers, and C-level executives. 3) The most efficient resources for finding career opportunities varied by role, but professional networks and recruiting firms were often seen as most helpful overall.

1. The Shifting
Technology
Landscape:
Reshaping Career
Opportunities
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in association with
Third Platform Market
Challenges
Overview
Job Search Methods
Finding Work
Personal Objectives
Soft Skills
Recruitment Firm
Credentials
Support Areas
Desired Soft Skills

2. But the scale and complexity of technology
involved is a challenge for anyone looking
to advance their careers in working
environments where change is the only
constant, and makes life equally difficult for
employers seeking the best candidates for
recruitment.
The diversity of job roles affected by
third platform adoption is also broad.
But while application developers, systems
administrators and data analysts may have
very different job requirements and personal
aspirations compared to IT managers and
company executives, all of them need help in
finding the right vacancies, matching those
opportunities to their skill sets, prioritizing
objectives and keeping up with technology
and industry developments.
To get a clearer picture of how third
platform technologies are affecting
workers at all levels of IT, IDG Connect
interviewed 148 IT decision makers working
for organizations in Australia, Canada and
the US, 72% of which employ 500 people
or more. Almost a third (32%) work for
software and computer services companies,
with manufacturing, retail and financial
services sectors also well represented.
Overview The current expansion
of third platform
technologies presents
a wealth of job
opportunities for IT
professionals with skills
and ambition in mobile
computing, social
networking, the cloud
and big data analytics.
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3. The survey’s findings make
interesting reading for any worker
looking to build or advance a
career in third platform technology.
They provide detailed insight into
how applicants with third platform
skills and experience are currently
approaching the jobs market, while
highlighting their preferences for
finding suitable vacancies, analyzing
the challenges they face, and
identifying short-term employment
and long-term career objectives.
This overview is broken down into
eight major topics:
Third platform technologies
dominate activity.
Not surprisingly, when asked about
the technology projects in which
they were currently involved, those
most frequently cited were related
to the Cloud, Software as a Service
(SaaS), and Big Data. Secondary to
those were Desktop Applications,
Storage, and Security.
Keeping up in a rapidly changing
environment poses many challenges.
Refreshing technical skills, making
strong networking connections, and
hearing about job opportunities
before the details are widely
available are some of the prominent
challenges IT professionals are
grappling with in their job searches.
Respondents hold a wide variety of
job roles within their organizations.
They include project managers,
system and network administrators,
which make up 24% of the research
base; senior IT managers (22%);
application developers (Java. .Net,
cloud and mobile - 20%); and
C-level executives (18%), a category
which includes chief information
officers (CIOs - 11%) and chief
technology officers (CTOs – 5%).
Another grouping (16%) consists
of those who work in development
operations (DevOps), analytics
and as application, enterprise
or infrastructure architects and
engineers.
Some techniques are more efficient
than others in keeping up with third
platform opportunities.
Business contacts, industry events,
IT recruiters, business courses and
qualifications, and professional
network connections are all
perceived as effective techniques
in keeping up with third platform
opportunities, with some variance
depending on job function.
The top personal objectives around
a third platform job vary little based
on job title.
Income potential, job security,
and striking a work/life balance
are important personal objectives
regardless of one’s place in the
organization.
Professional networks and recruiting
firms judged most efficient
resources.
Techniques that involve people are
most efficient at providing results,
but as you move down the org chart
techniques such as online job boards
and job fairs are more widely
embraced.
Attitudes about finding the best fit
in a recruiting firm also vary by job.
Candidates hold diverse opinions
about which criteria are most
important in selecting a recruiting
firm. Depending on their current
job, some place importance
on establishing a long-term
commitment as opposed to simply a
transactional relationship.
Job seekers have opinions about the
areas in which recruiting firms can
help – and those they can’t.
Those in executive and management
positions tend not to look for help
around their compensation but do
want visibility of job alternatives.
Operational personnel don’t look
to recruiting firms for career path
security but like their management
counterparts, also want help in
visibility of job alternatives.
The soft skills that are important for
their current roles differ somewhat
from those needed to enhance their
careers.
Teamwork, adaptability,
negotiating skills, listening,
conflict management, and one-
on-one communication are all
important skills in the positions they
currently have. To move ahead,
depending somewhat on job title,
it’s important to hone skills in
managing conflict and one-on-one
communication and building skills in
leading discussions and meetings.
Overview
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4. C-level, senior managers, and
application developers find making
the best networking connections to
increase visibility also challenging –
this challenge was selected by 73%
of C-level execs.
When asked to identify the
single biggest challenge, making
networking connections, finding
the right company culture, hearing
about opportunities before they’re
widely known, and keeping up-
to-date on technology were all
deemed important by at least one
job grouping.
Given the pace and magnitude of
innovation and change in the IT
industry it’s to be expected that
keeping up-to-date on technology
is a major challenge for managers
at various levels. It was mentioned
prominently across the board,
but 75% of those job candidates
working in DevOps and analytics,
or as software or infrastructure
architects and engineers, selected
keeping up with technology as a
major challenge. Finding the best
fit for the individual’s skills was also
a prominent challenge across job
types, again particularly noted by
those working in DevOps, analytics
and software/infrastructure
architect and engineer roles, as well
as system administrators/project
managers.
Technology
and Skills Are
the Hardest
To Keep Pace
With
Most challenging market dynamic by job title
Challenging dynamics around jobs/career by job title
C-level Snr IT Mgrs Net/Sys Admin/Proj Mgrs DevOps/Analysts App Dev
1. Have time to research available jobs
2. Get past gatekeeper
3. More effective communicator
4. Achieve relevant certifications
5. See available job paths & options
6. Awareness of new job positions
1
2
3
4
5
6
7
8
9
10
11
12
42%
27%
38%
42%
35%
38%
50%
27%
58%
73%
50%
65%
31%
38%
38%
41%
53%
44%
44%
53%
47%
47%
50%
50%
40%
50%
50%
37%
30%
43%
40%
47%
43%
60%
63%
43%
29%
33%
29%
21%
38%
25%
38%
54%
46%
33%
40%
75%
33%
31%
25%
42%
31%
39%
36%
47%
50%
38%
61%
47%
7. Good cultural fit with work style
8. Hear about job opportunities earlier
9. Longer-term job strategy
10. Make best networking connections
11. Find best fit for skill
12. Keep up-to-date on tech
C-level - Cultural fit and best networking connections
Snr IT Mgrs - Hear about opportunities early & Keep up to date on tech
DevOps/Analysts - Keep up to date on tech
App Developers - Make the best networking connections
Net/System Admin/Proj Mgrs - Hear about opportunities early & Keep up to date on tech
23%
16%20%
17%
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38%

5. When asked to pick the best
technique from among the
nine options, business contacts,
industry events, insightful and
knowledgeable IT recruiters,
and educational courses and
qualifications were frequently
named by the different segments.
In aggregate, IT recruiters were
judged to have a slightly bigger
positive impact (19%) than
professional network connections
(17%).
Several ways to keep their fingers
on the pulse of third platform
market dynamics and career
opportunities were identified. One’s
professional network connections
(LinkedIn) was the most widely
selected method selected by 75%
of candidates working in DevOps/
analytics and more than 60%
in network/system admin and
application development. Use of an
IT recruiter and educational courses
were also widely selected. Twitter
was selected by nearly half of
application developers – more than
by any other job type.
Efficiency
Ratings Differ
Markedly
Among
Different Job
Roles
Single most efficient way to understand market dynamics & career
opportunities
Efficient ways to find career opportunities by job title
27%
25%
25% 20%
25%
C-level
Snr IT
Managment
Net/Sys Admin/
Project Mgrs
DevOps
Analysts
Application
Developers
Everyday business
contacts
Industry events
Educational
courses &
qualifications
Everyday business
contacts
IT recruiter’s
insight &
knowledge
Twitter
Social media blogs
Online & print media sources
Everyday business contacts
Industry events
Educational courses & qualifications
IT recruiter that provides insight & knowledge
Personal network connections (Lindkedln)
38% 28% 8% 47%25%
35% 47% 17% 30%33%
35% 41% 50% 43%47%
54% 31% 63% 43%42%
54% 59% 71% 33%50%
50% 59% 54% 53%61%
54% 69% 54% 60%44%
58% 56% 50% 53%67%
56% 75% 60%61%
Personal network friends (Facebook)
54%
C-level Snr IT
Management
Net/Sys Admin/
Project Mgrs
DevOps
Analysts
Application
Developers
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6. Regardless of job title, income
potential, job security, and striking
a work/life balance are the most
important objectives in a third platform
job.
Income potential appears to be of
slightly more importance to C-level
executives, operational personnel
in DevOps, analytics, software/
infrastructure architect and engineer
roles and for project managers and
network/system administrators than
for senior IT managers and application
developers. Striking a work/life balance
appears to be more important to
people in operations than to upper
management. Working for a company
known for innovation and the ability to
drive digital transformation appear to
be of less relative importance as they
received fewer responses.
Income
Potential, Job
Security and
Work/Life
Balance Are
Valued Equally
Relative importance of personal objectives for a third platform job
Ability to drive digital transformation
Working for a company known for innovation
Opportunity for advancement
Work/life balance
Job security
Income potential
13% 15% 9% 11% 15%
15% 15% 12% 8% 16%
16% 19% 14% 15% 16%
17% 15% 24% 21% 18%
17% 20% 19% 21% 19%
21% 16% 23% 24% 16%
C-level
Snr IT Managment
Net/Sys Admin/
Project Mgrs
DevOps Analysts
Application
Developers
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7. Four out of the five job title
categories selected their
professional network as the
most effective method of finding
career opportunities. Senior IT
managers selected recruiting firms
as their most effective method.
C-level execs, operations staff, and
application developers selected
recruiting firms as their second
most effective method. Online
job boards was the most selected
method for DevOps, analysts and
software/infrastructure architects
and engineers.
Professional networks, on-line job
boards, and recruiting firms are
the mostly widely used methods of
finding career opportunities. There
is considerable variance by job
title. C-level execs and operational
personnel rely more heavily on
their professional network than do
senior IT managers or application
developers. On-line job boards
are a favourite for DevOps staff,
analysts and software/infrastructure
architects/engineers and, to a lesser
extent, application developers.
Nearly seven out of ten C-level
execs and senior IT managers chose
recruiting firms compared to around
half of DevOps, analytics, software/
infrastructure architect and
engineer personnel and application
developers.
Professional
Networks and
Recruitment
Firms Judged
Most Effective
Most effective method to find career opportunities
75% 50% 65% 70% 95%31% 31% 54% 20%42%
C-level
Snr IT Management Net/Sys Admin/
Project Mgrs
DevOps
Analysts
Application
Developers
Professional
network
Recruiting Firm Professional
network
Professional
network
Professional
network
Methods used to find career opportunities
C-level Snr IT
Management
Net/Sys Admin/
Project Mgrs
DevOps
Analysts
Application
Developers
Career coach College career
office
Newspaper jobs
listing
Personal recruiter
Job fairs Recruiting firm On-line job
boards
Professional
network
19%
44%
22%
21%
40% 38%
28%
25%
42%
47% 42%
38%
33%
42%
43% 50%
50%
53%
33%
47%
46%
47%
56%
42%
50% 69%
66%
50%
50%
47% 50%
44%
53%
79%
63% 85%
41%
75%
71%
50%
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8. A personalized approach aligned
with the individual’s strengths
is most favored by both C-level
execs and personnel in DevOps,
analytics, software/infrastructure
architect and engineer roles. The
C-level also attaches a good bit of
importance to the firm’s reputation
and leadership and them having
attractive clients and opportunities.
Although all of the criteria are
important, some job positions
indicated a preference for some
over others. C-level executives find
a focus on a long-term commitment
rather than a transactional focus
significantly more important
than do DevOps, analytics and
software/infrastructure architect
and engineer personnel. On the
other hand, the latter group
are more concerned with strong
communications than are C-level
execs. The recruiter having a
competent and knowledgeable staff
is more important to application
developers than to senior IT
managers.
Candidates
Have Diverse
Demands and
Expectations
of Recruiting
Firms
Criteria to select recruiting firm
Most important recruiting firm characteristic by job title
Recruiter with most attractive clients & opportunities
Personalized approach aligned with my strengths
Focus on long-term commitment vs. transaction
Competent, knowledgeable staff
Strong/frequent communicators
Firm reputation & leadership
Recruiter expertise in job areas
C-level Snr IT
Mgt
Net/Sys Admin/
Project Mgrs
DevOps
Analysts
Application
Developers
58% 63% 50% 53%42%
65% 44% 63% 50%53%
69% 41% 38% 63%58%
54% 47% 58% 60%56%
50% 56% 67% 53%58%
62% 50% 63% 60%58%
50% 66% 67% 50%64%
C-level Snr IT
Management
Net/Sys Admin/
Project Mgrs
DevOps
Analysts
Application
Developers
27% 22% 29% 23%31%
Personalized
approach
Attractive clients
& expertise in my
skill area
Long term
commitment
Personalized
approach
Competent staff
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9. Here by job title is where job
seekers think recruitment firms
could help – and where they think
they can’t.
A follow-up question asked how
much the areas listed in the above
question boosted their ability
in finding a new job. The top
response for each job title and the
percentage selecting that area
follow:
In Which
Areas Can
Recruitment
Firms Help?
Criteria to select recruiting firm
Greater flexibility in job
responsibilities Greater uniqueness in the
eye of the employers
Overall visibility of job
alternatives Ability to work in other
regions or countries
Career path security Annual compensation/Flexibility
in career choices/Fulfilling work
where I make an impact
Opportunities that are the
best fit for me
C-level
35%
85%
81%
81%
88%
31%
23%
Overall visibility of job
alternatives
Annual compensation Ability to work in other
regions or countries
Fulfilling work where I
make an impact Opportunities that are the
best fit for me
Greater flexibility in job
responsibilities
SeniorITManagement
28%81%
81%
78%
94%
22%
Yes No
Yes No
Overall visibility of job
alternatives
Greater flexibility in job
responsibilities
Opportunities that are the
best fit for me
Greater uniqueness in the
eye of the employer
Flexibility in career choices Annual compensation
Fulfilling work where I make
an impact/ Ability to work in
other regions or countries
NetworkAdmin/Project
Managers
28%
83%
72%
67%
94%
28%
28%
Career path security25%
Yes No
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10. In Which
Areas Can
Recruitment
Firms Help?
Criteria to select recruiting firm cont.
Overall visibility of job
alternatives
Career path security
Opportunities that are the
best fit for me
Fulfilling work where I
make an impact
Annual compensation
Greater uniqueness in the
eye of the employer
Greater flexibility in job
responsibilities
DevOps,Analysts,Software/
InfrastructureArchitectsand
Engineers
46%
79%
79%
75%
79%
38%
33%
Overall visibility of job
alternatives
Career path security
Opportunities that are the
best fit for me
Flexibility in career choices
Greater flexibility in job
responsibilities
Ability to work in other
regions or countries
Greater Uniqueness in eyes
of the employer/ Ability
to work internationally /
Compensation
ApplicationDevelopers
40%
67%
63%
90%
37%
33%
Ability to work in other
regions or countries 33%
Greater uniqueness in the
eyes of the employer/Fulfilling
work where I make an impact
30%
70%
Yes No
Yes NoHow much does this characteristic
boost your ability to find a new job
Career path security
Overall visibility of job
alternatives
Overall visibility of job
alternatives
Opportunities that are
the best fit for me
Overall visibility of job
alternatives
C-level
Snr IT Management
Net/Sys Admin/ Project
Mgrs
DevOps Analysts
Application Developers
21%
20%
19%
22%
25%
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11. When asked to select only one
as their most important soft skill
in their current role, four out of
the five job categories selected
working as part of a team, with
senior IT managers surprisingly
selecting presenting/presentation
skills as their top ranked soft skill.
The most important soft skills
relevant to their current roles
include working as part of a team,
adapting to new requirements,
negotiating with others, listening
to others’ views, managing conflict,
and one-on-one communication.
Interestingly, C-level execs identify
adapting to new requirements most
frequently as an important soft skill
but that skill was selected by only
31% of senior IT managers. DevOps,
analytics and software/infrastructure
architect and engineer personnel
select working as part of a team
and adapting to new requirements
as important soft skills whereas
application developers selected
negotiating with others and
managing conflict as their top
choices.
Most
Important
Soft Skills for
Current Job
C-level
Snr IT
Management
DevOps
Analysts
Application
Developers
Net/Sys Admin/
Project Mgrs
Work as part of a team
Business stakeholder
engagement
Adapt to new
requirements
Lead group discussions &
meetings
Balance risks vs. rewards
Presenting/presentation
skills
One-on-one
communication
Manage conflict
Listen to other views
Negotiate with others
42% 50% 42% 50%28%
Soft skills needed to enhance career
62% 41% 54% 53%47%
62% 50% 50% 57%44%
58% 66% 63% 33%56%
38% 56% 67% 60%69%
65% 53% 63% 67%53%
50% 53% 58% 63%69%
65% 44% 54% 67%69%
73% 31% 71% 50%78%
65% 69% 79% 60%72%
Single most important
soft skill in current role
23%
19% 29%
17%
36%
C-level
Snr IT
Management
Net/Sys Admin/ Project Mgrs
DevOps Analysts
Application
DevelopersWork as part
of a team
Work as part of a team
Work as part of
a team
Work as part of
a team
Presenting/
presentation skills
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12. Skills in which IT job candidates
appear to need to improve include
managing conflict, one-on-one
communication, and leading group
discussions and meetings.
Managing conflict and adapting to
new requirements remain important
skills for IT personnel to have in
their toolkit, with four out of the
five job categories selecting one or
the other as the most important
desired skill to acquire. Application
developers would like to improve
their skills in leading discussions and
meetings.
Job Seekers
Recognize
Room For
Soft Skill
Improvement
Most important desired skill
23% 16% 25% 21% 23%
Manage conflict Manage conflict/Work
as a team/Balance
risks-rewards
Adapt to new
requirements
Adapt to new
requirements
Lead group
discussions and
meetings
C-level
Snr IT Management
Net/System Admin/
Project Mgrs
DevOps Analysts
Application
Developers
31% 42% 54% 58% 54% 54% 69% 54% 62% 65%
6% 38% 34% 50% 50% 53% 34% 50% 47% 38%
25% 50% 58% 36% 53% 44% 56% 56% 58% 53%
33% 42% 50% 50% 54% 58% 58% 54% 58% 71%
13% 13% 50% 60% 57% 60% 57% 60% 53% 57%
1. Business stakeholder engagement
2. Work as part of a team
3. Presenting/presentation skills
4. Balance risks vs. rewards
5. Listen to other views
6. Lead group discussions & meetings
7. One-on-one communication
8. Negotiate with others
9. Manage conflict
10. Adapt to new requirements
C-level Snr IT
Management
DevOps
Analysts
Application
Developers
Net/Sys Admin/
Project Mgrs
1 2 3 4 5 6 7 8 9 10
Soft skills needed to enhance career
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