IT Staffing: WHITE HOT!
INfe Human Resources is a growing staffing business with a focus in IT. The employment landscape is changing rapidly and INfe is right there in the big middle of this dynamic employment sea change. Staffing is currently over a $120 billion a year industry and analysts project it will become a $200 billion industry by 2010.
By focusing on the IT field, INfe Human Resources has located their expertise in a niche that has been out of fashion and almost disappeared from the staffing industry board for recruiting. NO MORE! IT has once again come front and center in the staffing industry and INfe intends to beat other firms to the IT punch.
Professional Staffing and Recruiting More Important Than Ever
Jobs exist today that did not exist two and three years ago in virtually all industries but no where is this fact more certain than in the IT industry. According to the most recent quarterly IT Hiring Index and Skills Report, there has been an incremental hiring buildup in the past six quarters. During this period, the share of IT executives planning to add staff has risen from a net 5% of those surveyed to a net 12%. The Employment Dynamics and Growth Expectations (EDGE) Report found that the employers feel that they face recruiting challenges.
A recent Salary Guide for IT finds that most businesses expect to increase IT hiring this year. It also shows that starting salaries for many IT positions are rising. Starting salaries for IT auditors and lead application developers have increased by 11.2% and 5.3%, respectively, over last year.
Within the next several years, companies will begin replacing retiring baby boomers, the oldest of whom are now turning 60. As many as 64 million baby boomers, representing more than 40% of the U.S. labor force, are poised to retire “in large numbers” by the end of the decade, according to the Conference Board. And as organizations lose growing numbers of these experienced and highly valued employees, younger IT professionals will find themselves in great demand.
Further complicating this situation is the shrinking pool of available job candidates; large numbers of IT professionals have left the field entirely. And they’re in no hurry to come back, especially given their fear that competition from offshore outsourcing will continue to eliminate U.S. jobs and drive down wages.
Recent computer-science grads are becoming more difficult to find. The share of incoming undergraduates expecting to major in computer science dropped by 60% from the fall of 2000 to 2004, according to the Computing Research Association’s analysis of data from the Higher Education Research Institute at UCLA. This decline can be attributed to an increasingly negative perception of IT as a viable career-a perception reinforced by both media coverage of the industry’s woes and embittered former IT workers who discourage others from joining the profession.
Attracting employees is becoming more difficult for firms and they are turning to the staffing industry for ANY candidate now that the job market has picked up.
Recruiting IT workers from companies has become easier because they no longer believe they must stay put no matter what.
INfe Human Resources has found this niche particularly productive because more companies are turning to staffing firms to find the right candidate.
INfe Human Resources Finds the Right Candidate for the Right Job
Experience may no longer be the crucial driver — particularly for positions that did not exist two years ago as is common in the IT industry.
Because INfe Human Resources has a long term relationship with a candidate and spend more candid time with them than an employer in a one shot interview they are able to obtain information which pertain to a candidate’s skills and personality, as well as his or her needs, to achieve the best possible cultural fit between employer and employee. ‘Experience’ has metamorphosed into understanding and translating people’s past work experience into an analysis of their ability to adapt to a new environment.
This application and understanding of a candidate’s experience in current, relevant surroundings details past achievements, and the drive behind them. A candidate’s work history rather than work experience can indicate their ambitions for the next five years.
INfe Human Resources has the luxury of time and the qualification to assess how a candidate would behave in real-life workplace situations which allows them to find the best work and cultural match for the client. They are able to get to know the candidate better and understand their motivation in changing jobs. This gives IFHR the ability to make a better job match and ultimately serves the company and the candidate best.
Many candidates form their own opinions about what they think employers value most highly – personality and attitude in the majority of cases, with career experience and skills and qualifications close behind. Research indicates almost all candidates (91 per cent) tell employers what they think they want to hear, rather than what they actually feel. Staffing firms can get to know the candidates true motivations and expectations before submitting them for review to the employer.
INfe Human Resources offers value to both sides of the equation, the employer and the employee. Recruiters are able to educate candidates on what is required by the employer. Candidates are able to come prepared to an interview, and less time and resources are wasted.
Hiring the wrong person can be one of the most costly decisions made in an organization. It is estimated that each hiring error can cost the company at least twice an employee’s annual salary. This figure is made up by the cost of time, plus the cost of other work that is put on hold whilst the recruitment process is repeated. It can also bring additional costs in terms of other workers’ productivity, advertising, recruitment fees, training, possibly severance pay, outplacement and unemployment insurance.
INfe Human Resources has positioned itself in a growth industry with room for niche companies that staff high demand areas.
Source: INfe Human Resources, Inc. and Business Week Online
For investor relations, contact:
Rich Kaiser – Yes International
Phone: (757) 306-6090
Website: www.ifhrinfo.com
Forward Looking Statement: All statements in this news release that are not based on historical fact are “forward-looking statements” within the meaning of the Private Securities Litigation Reform Act of 1995 and the provisions of Section 27A of the Securities Act of 1933, as amended, and Section 21E of the Securities Exchange Act of 1934, as amended (which Sections were adopted as part of the Private Securities Litigation Reform Act of 1995). While management has based forward-looking statements contained herein on current expectations, information on such expectations may change. Forward-looking statements rely on a number of assumptions concerning future events and are subject to a number of risks, uncertainties, and other factors, which could cause actual results to materially differ from such statements.
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