IT staff are in demand

More IT staff are being recruited by small and medium-sized enterprises (SMEs), a new study has revealed.

SMEs are increasing their IT funding and hiring plans with the result that they have reached their highest level for 18 months, the research from Spiceworks found.

Around 3,000 SMEs were surveyed in January and February and from the findings it is clear that confidence is returning to the IT sector.

Of the businesses surveyed, eight per cent have increased the money they are allocating to IT in 2011 compared to 2010 and just under a third are planning to take on more IT staff.

'All signs point to a good year for the IT industry as SMEs around the world significantly boost investments in technology products and services as well as staffing,' said Jay Hallberg, co-founder and vice president of marketing for Spiceworks.

A recent study by Computer Weekly in conjunction with Salary Services Limited and JobsAdWatch.co.uk agreed with the findings, revealing that their has been a 25 per cent increase in demand for IT staff.

Transform a CV from public to private sector

Many former public sector workers will need to change their CVs in order to appeal to private sector recruiters.

However, in some cases it can feel difficult to mould the skills gained in local government into something that will transfer into the wider job market.

Jobseekers need to create a CV that is tailored to each different role they apply for and search their career history to find skills or experiences that fit.

A CV is the single most important document for job hunters as it is the sole opportunity people have to stand out and secure an interview so relevant skills and talents need to be emphasised while less pertinent achievements can be removed.

'Your CV is like a sales brochure, with you as the product to be bought or sold. This is regardless of what you do, what sector you work in, or your seniority within your company,' explained Terry Morgan from CVChecker.com to Jobsite.co.uk.

The layout of the document needs to be clear and easy to read, as recruiters will skim-read and may miss valuable information if it is not instantly apparent.

Jobseekers feel discriminated against

Unconscious discrimination has caused people to lose out on jobs or promotions, according to a new study.

Research from the Employers Forum on Age found that over a third of people felt they had been discriminated against when trying to find a job or applying for a more senior position within the same company.

Around 16 per cent felt that they had been overlooked due to favouritism in the workplace and a similar number felt their age went against them.

'There seems to be a very high instance of people being selected for a new job or promotion if their 'face fits', which unfortunately means some people feel that talent isn't enough to overcome prejudices,' said Denise Keating, chief executive of the company.

She explained that most people naturally feel an unconscious bias towards those most similar to them, but it is important that managers and hirers do not allow this affiliation to lead to favouritism or discrimination.

Rachel Krys, director of Inclusive Employers, said it was beneficial for employers to have a mix of ages at a company, as youth brings fresh ideas while more mature workers have a calming influence.

Lack of interview preparation creates 'climate of stress'

Recruiters and applicants alike are guilty of failing to adequately prepare for a job interview.

According to a new poll from Monster.co.uk, lack of preparation from both parties is creating a pervasive culture of fear and stress surrounding interviews.

A third of recruiters admit they have forgotten an interviewee's name and 19 per cent have failed to remember an interview at all, while a quarter of candidates think that researching the job is the least important preparation they do.

Worryingly, as many as one in seven people admit to being reduced to tears when facing a recruiter.

'It is apparent that both candidates and interviewers are not putting in the necessary groundwork to ensure a smooth, productive interview process. It's no wonder that candidates are so stressed out if nearly a third of employers can't even be bothered to remember a candidate's name before an interview,' said Isabelle Ratinaud, spokesperson for Monster UK & Ireland.

To make the best impression at an interview, candidates need to arrive on time, looking professional and be prepared for any line of questioning. 

Jobseekers need to review methods

Jobseekers who are not having any success in their hunt for the perfect role need to change the way they look.

In an interview with Katherine Yung at the Detroit Free Press, Jean Baur, a career coach in New Jersey, said that jobseekers need to know when to change tack.

She said that if people are not having any luck finding a job, it makes little sense to keep using the same method.

Changing a CV to make it more role specific, sending targeted emails and making a list of dream companies to work for and trying to network with them are all good ways to improve the chances of getting hired.

'You have to search smart. You can't keep going in the same rut,' she told the source.

Her opinion is supported by other experts who have suggested that a common mistake is to send a generic CV to every job application.

A CV altered to the role that's being applied for will give interviewers more of an insight into how candidates will fit into the job as well as showing passion and interest in the position.

Preparation is key for telephone interviews

A telephone interview is becoming an increasingly common interim stage for job applicants.

However, just because it is the precursor to a face-to-face interview does not mean applicants should take it any less seriously.

It is vital to do research before a telephone interview to ensure that candidates sound polished and professional and are not caught off guard by any questions about the role or the company.

Before the allotted interview time, applicants are advised to have a copy of their CV, their application and the job description if front of them so that it can be used to help answer questions.

Getting a 'cheat sheet' or key cards with important phases or specific achievements may also be helpful.

After the interview it is important to thank the interviewer for their time and it is becoming increasingly common practice to send a follow up email reinforcing this without appearing pushy.

Hirers need to be aware of diversity benefits

Businesses and hiring managers need to have greater awareness about the benefits of diversity on the workforce, according to Women in Technology.

Maggie Berry, managing director of the company, said that the majority of women in boardrooms do not want to see that introduction of quotas but would prefer women to get promoted through the recognition of merit and ability.

She suggested that the way to do this was to ensure everyone across management and hiring from chief executive middle management needs to understand the benefits of diversity.

'Progress is a slow process, but we are moving forward. With more awareness about the benefits of diverse teams, changes to legislation and more flexible working, hopefully we'll continue to see improvements when it comes to women in IT,' Ms Berry added.

Her comments come as a study by InterExec revealed that 89 per cent of senior head-hunters believe that the push to double the number of women on boards by 2015 will result in the positive discrimination of optimal candidates. 

Demand for IT staff hits three-year high

Demand for IT staff has exceeded supply for the first time since 2008.

According to e-skills UK's latest jobs report, in the third quarter of 2010 vacancies in the IT industry rose to 101,000, while skilled IT professionals seeking work fell to 100,000.

It also found that training among IT staff is at an 'all-time low', with only 20 per cent of staff receiving training in the last 13 weeks compared to the average of 26 per cent

'While this is good news for IT professionals seeking employment in the sector, the drop in the number of ready candidates with the required set of skills may start to become a problem for recruiters,' said Karen Price, chief executive of e-Skills UK.

She revealed that demand for IT staff was highest in finance, retail and media sectors and among software suppliers.

The average unemployment rate in the IT industry is 3.1 per cent, a great deal lower than the UK unemployment figure of eight per cent.

Recruiters and jobseekers should use social media

Recruiters should start engaging job candidates in a 'two-way dialogue' using social media, according to Beyond Interactive.

James Swift, director and founder of the company, said that many companies are not maximising the potential of social media platforms, and as such, are missing out on opportunities.

'A lot of companies seem to think that just being on Twitter and posting jobs is a social media strategy, as opposed to actually getting involved in two-way dialogue and speaking to candidates, being transparent and letting them know what it is like to work at the company,' he said.

Too many firms are treating social media as a box to tick rather than using as a recruiting tool, Mr Swift added.

His comments come in response to research from Robert Half which revealed that 52 per cent of chief financial officers said their company does not use social media in the recruitment process.

Similarly, it found that 49 per cent of employees do not use social media as part of their job search.

Census challenged IT pros

IT professionals have tested their skills to bring the 2011 Census up to date.

The new Census, which everyone across the UK will need to fill in on, before or after March 27th, is the first that allows users to fill it in online.

In an interview with Computerworld.co.uk, Ian Cope, Census operations director, said that the challenge to the IT professionals behind the database was ensuring it had the capability to manage and process the data of every UK citizen.

'If the website proves to be popular, it will let people who have already started [filling in surveys] to finish them, and new people would be told to come back later when there is sufficient capacity. We are not expecting to need to do that – we designed it, but we don't know that it is going to be necessary,' he told the source.

Mr Cope explained that the database could handle significantly more than the 25 per cent of the 26 million households in the UK expected to use the online form.

The Office for National Statistics revealed that field staff will be deployed to help people who are unable or unwilling to fill the Census out themselves.

Switched-on jobseekers use networking tech

'Switched-on' jobseekers are using social media as a tool to discover vacancies before they are advertised, according to Beyond Interactive.

James Swift, director and founder of the firm, said that employers and job candidates are taking advantage of the services offered by sites like Twitter to speed up the advertising and filling of vacancies.

'If you've got a job that you want advertised on job boards or in the press, you have to wait – you have to get it copywritten and stuff – whereas you can actually post it onto Twitter straight away,' he said.

Mr Swift added that the practise is most commonly seen in the IT sector but that other companies are quickly catching on.

Reed.co.uk is capitalising on the trend and has launched a job share feature to promote vacancies through Twitter and LinkedIn, but jobseekers can find jobs in this way on their own.

'The candidates that are following that company [on Twitter] will find out about the role a lot quicker,' he explained.

Social media can ruin job chances

Jobseekers need to be careful about what they publish on social media websites.

Social media has never been more popular – in fact, a recent survey by Experian Hitwise revealed that the use of networking sites is now the single biggest activity online.

In January for the first time, social media overtook the previous frontrunner of entertainment and it employers are increasingly seeking out job applicants online before an interview.

According to figures from Microsoft, 70 per cent of HR professionals have rejected candidates because of information published online, while fewer than 15 per cent of consumers believed that their social profile could impact their job search.

It is wisest for jobseekers to ensure that nothing on their public profile would have a negative impact, however, if people are keen to post things, such as drunken photographs, the user should at least make them private.

Successful job applicants can not relax once securing a role either as social media sites can, and have been, cited as the reason for being fired.

Work experience 'opens people's minds'

Work experience placements give young people the opportunity to discover which career path they want to follow, according to Notgoingtouni.co.uk.

Spencer Mehlman, the website's managing director, described the government's creation of 100,000 new work placements as a 'positive move', as they will allow people to open their mind to the different options available to them.

The chancellor announced the new placements, and the creation of 80,000 new apprenticeships, in his Budget statement yesterday.

'A great number of [young people] aren't very sure of their career path or their chosen career, and a lot of that is down to them never having really been in the workplace or having got a feel for what it's like working in some of the areas they are quite interested in,' he explained.

He told young people and jobseekers that taking on a work placement will very quickly reveal to them whether they are cut out for a desk job, such as IT, or if they'd be better outdoors.

Listening is "vital" in a job interview

In the current job market it is vital that job applicants make a good impression at every interview they attend.

However, many jobseekers make common mistakes, often through nerves or inexperience, which can put an immediate dampener on their chances.

These days, it is crucial to do research on the company candidates are applying for before working through the door.

Recruiters will often ask why the interviewee chose to apply for a certain role or what they like about the company and it shows a lack of interest and motivation to be unable to provide a knowledgeable answer.

Many hiring managers say their main bugbear in an interview is candidates who do not listen.

'One person kept calling me Michelle and I was put off within the first five minutes – they certainly didn't get the job,' Michala Jackson, operations resourcing manager at Whitbread Hotels & Restaurants told the Mirror.

'I had to interrupt one interviewee to stop them talking, they weren't answering the question I'd asked … that's not a great sign,' she added. 

Apprenticeships will not alleviate IT skills shortage

The Chancellor George Osborne yesterday (March 23rd) announced in his Budget that thousand more apprenticeships and work placements will be created.

He revealed that young people seeking work could be in for a chance to get one of the additional 50,000 apprenticeships and 100,000 placements that are soon to be created by 2014.

It is hoped that this measure will plug the skills gap in sectors like IT by providing 11-19 year olds with vital technical qualifications.

However, Andrew Tuson, course director at City University London's Centre for Information Leadership, told Computer Weekly magazine that he was doubtful the apprenticeships would create the skills necessary to fill the gap or provide more jobs for IT graduates.

'The question is, can a successful apprenticeship be constructed to meet the gap between NEET (not in education, employment or training) and the high-level skills needed for IT roles?'

He added that making apprenticeships suitable for low-level entry would result in them being unable to secure a job because the skill set needed for IT is high and developing rapidly.

Get uncomfortable to get ahead

If IT professionals want to get ahead they need to get out of their comfort zone.

Larry Bonfante, the chief information officer of the US Tennis Association said that if IT professionals want to develop their career they need to branch out and acquire skills that do not come naturally, Networkworld.com reported.

'Put yourself in opportunities where you are forced to learn something. There's no way you can grow without being uncomfortable,' he explained.

He suggested that having a lack of people skills can be a reason for turning to a career in IT in the first place, however, to climb the career ladder those issues need to be addressed.

Developing leadership skills is also crucial for people seeking to land a management position.

Tellmehowto.net added that it is essential IT staff have the ability to learn quickly as their work landscape is constantly developing and career progression relies on the capability to adapt.

Be inventive when jobseeking, expert says

Graduate jobseekers need to think outside the box when looking for potential roles.

Dan Hawes, head of marketing at grb.uk.com, said that a lot of graduates immediately look towards graduate recruitment schemes not realising that there are 'thousands and thousands' of other career options available.

He said that these graduate jobs are not always obvious or easy to find but will offer great opportunities for jobseekers.

'If you take a large IT firm, they have no problem hiring IT graduates, but they need people for logistics, HR, marketing, finance, accounting, all those sort of things, and it's not always an obvious choice,' he explained.

The CV Centre added that many organisations expect graduates to have work experience specific to the industry they are looking to work in.

For this reason the source advised that students take advantage of their long holidays to do work experience or internships that will improve their chances of securing a job after graduating.

Budgeting experience is beneficial for jobseekers

Budgeting and networking skills can improve the chances of jobseekers landing a position, according to Hays.

Mark Staniland, managing director of career transition services at the firm said that those job applicants with experience in budget management and networking can be 'attractive' candidates for the private sector.

'Candidates should showcase their ability to structure, control and manage large budgets,' he advised.

His comments are supported by figures from ReThink Recruitment which revealed that 79 per cent of IT directors believe they get better value from candidates from the private sector rather than the public sector.

The research found that there is a perception that jobseekers from the private sector have more relevant experience.

However, Mr Staniland said that former public sector staff should make use of the good contacts they have in order to secure a role.

'Many public sector employees may already be well networked with the private sector - as suppliers for example. They shouldn’t be afraid to utilise their contacts,' he said.

Demand for IT staff up 25%

Demand for IT professionals has increased in the media industry, a new study has found.

A Computer Weekly report from Salary Services Limited (SSL) and JobsAdWatch.co.uk revealed that the number of vacancies for IT staff in the media sector increased by 25.2 per cent in the last three months to December 2010, compared to the previous year.

The study also found that the number of permanent IT staff hired by organisations in the media increased by 1.8 per cent in the same period.

However, the numbers of vacancies available are still well below the levels being advertised prior to the recession, Computer Weekly reported.

'This surprising figure is due to a number of factors, which include better development tools becoming available that lead to improved productivity, more reliable software and hardware needing considerably less support and operations staff to run computer centres,' George Molyneaux, research director at SSL, told the source.

Sean Gallagher, an executive member of Recruitment and Employment Confederation Technology, told V3.co.uk that demand for IT staff is driven by technology providing the core of every 21st century organisation.

Volunteering can benefit jobseekers

Jobseekers could benefit from volunteering at the 2012 Olympic Games, according to a recruitment expert.

Tom Hadley, director of policy and professional services at the Recruitment and Employment Confederation (REC), said that feedback from businesses has revealed that job applicants often need crucial work experience.

He suggested that many people lack confidence and the understanding of a workplace environment, which can be a challenge when applying for jobs.

'It might even be the case that the volunteer work for the Olympics will help people. It's giving access, you're involved, you get into the habit of contributing and it helps to develop some basic skills like working as a team and communication skills,' he said.

Mr Hadley said volunteer work, such as that undertaken for the Olympic Games, can give people new experiences that they can take to their next role.

The Des Moines Register added that volunteer work can help a job applicant's CV stand out from the crowd.

Job market sees 37-month high

The Labour Market is experiencing a 37-month high, according to the Bank for Scotland.

A report by the financial firm revealed that permanent appointments in Scotland are increasing at their fastest pace since December 2009.

All eight employment sectors experienced an increase in vacancies, for both permanent and temporary staff, while Edinburgh saw the fastest growth in the Scottish job market.

But the average wage and salary increased only very slightly over the same period, the study found.

'The Barometer improved for the fifth month in a row posting 55.2 in February, the highest reading in thirty-seven months and closing the gap with the UK as a whole,' said Donald MacRae, chief economist at the bank.

 'However, we need these improvements to be sustained throughout the year to begin to reduce unemployment,' he added.

Recent findings from the Recruitment and Employment Confederation supported the figures as last month it reported the fastest increase in permanent staff placements for ten months.

Unemployment can have health implications

Long-term unemployment can have a significant effect on an individual's personal state of mind, according to one expert.

Emma Mamo, policy and campaigns manager at the metal health charity Mind, said that the blow to self-esteem that often accompanies job loss or a sustained period of unemployment can have a detrimental effect on emotional wellbeing.

'Long-term unemployment brings a host of problems ... from financial hardship to the loss of identity and daily routines that work often brings. Men are particularly vulnerable in the current economic climate, with an estimated 1 in 7 developing depression after 6 months of losing their job,' Ms Mamo explained.

However, she said that it is encouraging that employers are more enlightened and changes to the law protect sufferers of mental health issues from being discriminated against.

An expert from Lifetracks.com, told jobseekers that it is possible to present recovering from depression in a positive light at interview so it may well be an asset.

Clothing has a 'big impact' on interview success

What a job applicant wears to an interview can have a massive effect on the outcome.

According to experts at Omaha.com, candidates can ruin their chances by not making enough effort with their appearance.

The source suggested that while a recruiter is looking for the whole package and is not going to get a role purely on how professional they look, a lack of effort can ring alarm bells.

Mandie Liess, a recruiter with Noll Human Resource Services-OI Partners, said that poor dress suggests a lazy attitude which may carry over into work.

'They're not taking this seriously. They're not wanting this badly enough. Sloppy appearance, perhaps sloppy work,' she explained.

The source suggested that a black suit with a white shirt is always a safe bet for men and women and added that jobseekers can add colour with a tie or accessories.

However, an expert at Youlookfab.com said that candidates must make sure they feel comfortable in their clothes so they can use the opportunity to shine.

Staff are judged on results, says expert

Businesses judge their staff on the results they achieve rather than the hours they work, according to T-Mobile.

Martin Lyne, director of SME marketing at the mobile firm, said that most small businesses now realise that they can benefit from allowing employees to have greater flexibility in their work/life balance.

The change may be down to an improvement in technology which allows staff to work even if they are not physically in the office.

'Many small businesses also rely on part-time staff, such as parents, and the mobile technology enables them to work around their family schedule,' he said.

'Mobile technology helps small businesses be productive regardless of where they are,' Mr Lyne added.

New figures from REC JobsOutlook agreed that flexible working arrangements are a main factor driving growth, as one on four employers plan to take on extra agency workers in the next three months.

A further one in three are expecting to add to their temporary staffing within the year.

Interview rules are 'common sense'

In the current job market applicants can be overwhelmed by the perceived 'rules' they need to follow to be successful.

However, J.T. O'Donnell, the founder of Careerealism.com, suggested that many things are common sense.

As a hiring manager, the expert has had plenty of experience of nervous job candidates and suggested that applicants should avoid being insincere, unprepared or overly-honest in an interview situation.

On one occasion Ms O'Donnell said she asked a candidate what she considered to be her biggest weakness, 'she replied, 'I hate getting up early and tend to be late to work a lot''.

Being desperate for the job or impatient to hear back following the interview are also no-nos, she added.

Writing for Fins.com, Kelly Eggers said that the same principles apply to creating a CV.

She suggested that people should avoid including too much personal information or headshots as these may leave a hirer in an awkward position with regard to discrimination rules.