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Current State of the JDE Market:
Roundtable Discussion
Brittany Raysin- Heartland IT Consulting
Jim Doolittle- Turner Industries

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Brittany Raysin
Business Development Manager
Heartland IT Consulting
JDE Focused
Jim Doolittle
Manager of Business Systems
Turner Industries Group
JDE World Customer since 1993

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Agenda
1. Market Analysis
-National averages
-The competitive marketplace
2. Individual Factors
-Strengths and weaknesses
-Outside resources
3. Common Mistakes
-Factors that affect the hiring process
4. Conclusion
-Discussion takeaways

4. Current State of the JDE Market:
Section 1: Market Analysis
Observations of today’s modern JDE Market
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Market Analysis:
Does your market compare to the national average?
Skill level Experience Salary
Entry Level Less that 5 years $45-70K
Junior Level 3-5 years $70-90K
Intermediate Level 5-10 years $90-115K
Senior Level 10+ $115-140K
Management/Architect/SME Level 10+ $140-165K

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The Competitive Marketplace:
Why is JDE so competitive?
 Small pool of Experts
- Generational gap in JDE
- Retirements
- Recession
- Lack of post secondary training
 Industry Specific Talent
- Niche Skill Set

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Bridging the Gap:
What is the community doing about this?
 Internships
Details
- Local college students
that fit culture
- During Summer or
Semester
- Creates exposure to
your company and JDE
- Hands on Experience
Examples
- Heartland ITC
 JDE101
Details
- Non- profit
- Two weeks hands on training with
JDE consultants
- Learn Foundational BA JDE
Knowledge
- Collective effort by all members of
JDE Community
- http://www.jde101.org/

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Current State of the JDE Market:
Section 2: Individual Factors
An overview of specific individual factors that affect hiring

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Individual Factors:
Do you know your strengths and weaknesses?
1. Geographic Location Denver vs. Moore OK
2. Modern Technology World vs. E1
3. Economic Conditions Booming vs. Recession
4. Benefits/Culture Bonus vs. No Bonus

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Geographic Location:
Is your office location geographically desirable?
 Compensation
- Less for geographically desired
- More for geographically undesired
Denver vs. Moore

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Modern Technology:
Does your technology provide a challenge?
 Engagement
• - Challenge of the latest and greatest
• - High investment history
•
 Compensation
- Attract the higher end marketplace
World vs. E1

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Company Culture:
Why do you work for your company?
•
 Compensation
- Attract the higher end marketplace
Casual vs. Structured

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Economic Conditions:
How is the Economy affecting the salary/demand?
 Economy
- Supply and demand
- Contract vs. perm
 Compensation
- Recession- consistent employment
- Economic boom- premium compensation
Booming vs. Recession

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Benefits:
Can your benefit package bridge a salary gap?
 Benefits
 Compensation
- Can affect $0-20K
Casual vs. Structured
Expected to a Degree Perks
Health Care Company Car
Dental/Vision Signing Bonus
401k Performance/Project Bonuses
Vacation Time Work Life Balance
Training Amenities... Golf, gym, meals

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Real Example: Turner Industries
What does this look like in a real scenario?
1. Geographic Location
2. Modern Technology
3. Company Culture
4. Economic Conditions
5. Benefits Package

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Current State of the JDE Market:
Section 3: Common Mistakes
Processes to avoid when searching for JDE talent

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Job Description:
Is your first impression helping or hurting?
 Job Title
- Title vs. Position
- Example: ERP Analyst
 Impossible Wish List
- Broad experience
- Set expectations
 Too Vague
- Outlining specific data will save you time!
- First impression

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Interview Timeline:
What is the average duration/candidate pool?
 Hiring Duration
- Should take1-2 months
- Should interview 3-10 candidates
 Hiring Evaluation Process… what if it is taking too long?
- How am I searching for this resource?
- Is my compensation in line with the market?
- Is this role necessary, is there pain?

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Contract-to-Hire:
Why general IT, but not JDE?
 General IT vs. ERP related roles
- Hourly to salary conversion
- Job security and advancement
- Benefits
 However... Exclusions for JDE Contract-to-Hire
- Entry to junior level
- Project work

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Reconfigure Hiring Process:
Do you have a plan?
 Review job description write up
 Review interview format and key questions
 Review reference checks
 Review on-boarding expectations
 Hold workshop to train managers how to write job
description, interview, and set expectations with
supplementary labor

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Resources to Supplement your search:
What outside tools can you use?
 Government, Salaries, Cost of Living, Relocation
Website
- Cost of living: http://money.cnn.com/calculator/pf/cost-of-living/
- Average salary for locations: www.glassdoor.com
 “What you need to know about hiring for your JDE
team” Packet
- Available at the front or upon request

23. Current State of the JDE Market:
Conclusion: Presentation Takeaways
Important tips to remember
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Takeaways
 Evaluate your environment.
 Outline specific data… This will save you time!
 Identify your process.

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Contact us:
Questions, Comments and Suggestions!
Brittany Raysin
Heartland IT Consulting
Business Development
Jim Doolittle
Turner Industries Group
Manager of Business Systems
Call: 214-484-8093
Email:
Brittany.raysin@heartlanditc.com
Heartlanditc.com
Email:
jdoolittle@turner-industries.com
Turner-Industries.com

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Final Questions?
Don’t Forget…
To grab the packet “What you need to know about hiring
for your JD Edwards Team” at the front.

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 JDE INFOCUS (August 8-10)
- We will be presenting “Current State of JDE Marketplace and
additional presentations
- Schedule a meeting with our JDE experts @ 855-208-5973
 SCHRUG (July 22-23)
- Come find us at our Heartland IT Consulting booth!
Upcoming Heartland Event & Presentations
Where will you see Heartland next?