Minnesota IT Jobs And Unemployment Q1 ‘15

Q4 ’14 I held a number of roundtables with Minnesota Recruiter and HR colleagues to talk about recruiting, IT jobs and salary statistics. I do this every Q4 and it allows us to share information, confirm and/or question what we see going on from our corner of the community.

Last year most of the discussions were held in mid-December and a few of us mentioned that it seemed that a lot of IT pros were moving around to new companies or going on their own as consultants.

Some said they did not see it.

As 2015 has progressed many Minnesota Recruiter and HR colleagues have been talking about it. “Churn” is a word many of us are using and most say that it started around December 1st.

And we are seeing more of it.

At MinneBar 10 (April ’15) it was very noticeable when talking to Developers. Quite a few had made a move since December 1 ’14 and more were talking about doing it this spring.

Dice has an analysis with BLS (U.S. Bureau of Labor Statistics) numbers and they show an uptick in the number of “Voluntary Quits” in Q1 2015 from Q4 2014:

Average Quits In IT

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Ernst & Young Entrepreneur Of The Year Midwest Finalists, BushConnect And Minnesota Gopher Football

We had a warm sunny weekend in Minneapolis this weekend until late yesterday afternoon when a hail storm whipped through the downtown area.

It was loud and lasted too long. Here are some photos during, after and then sunset:

Downtown Minneapolis Storm Downtown Minneapolis After The Storm Downtown Minneapolis After Sunset

 
And a short video of the hail falling (no that is not my car):

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Minnesota IT Jobs With Minnesota Non Profits

The following new Minnesota IT jobs have been added on the page:

 

 

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The Best BLEEPING Job Description Ever

Last week a CraigsList job ad from a “San Diego Tech Company” spread fast in the developer community across the country. Which is odd right because when was the last time anyone in any industry passed around a job description?

And they liked it.

A LOT.

The same job description met with a lukewarm response in the Recruiter and HR community. Some said it promoted the wrong things. That the culture sounded like a bunch of boys on the playground. Blah, blah, blah.

The number of times the “f word” (along with other “colorful” words”) is used has something to do with it.

Which may explain why IT pros loved it. And not just the fellas. From what I could tell a nearly equal number of women like it too.

Below are screen shots of the now infamous description.

My though is this… get past the cuss words and grandiose language used.

This is one of the best job descriptions I have seen.

Why?

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Minnesota Recruiter Jobs

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A Minnesota Recruiter’s View On Rebranding Minnesota, The Startup Community

Luke asked what is the difference between Silicon Valley and Minnesota startups. I tweeted something like, “In Silicon Valley, they stand up on their chairs and scream. In Minnesota, they whisper.”

Minnesota Startup Community: The Time Has Come For Less Talk and More Walk

That is part of an article I wrote on Minnov8 in 2010.

And this from 2012:

Most, however, are doing nothing more than they did two years ago, and it will not surprise you that I think that is a losing strategy.

So take a step back… think about how your company is doing in recruiting new team members and ask yourself this question… how are you doing?

Are you competing and being aggressive?  Or are you sitting back, waiting for folks to come to you?

If the former, congratulations and keep it up.

If the latter, good luck. You will need it.

The War for Talent: Are Minnesota Tech Companies and Startups Ready?

Why am I going down memory lane?

This weekend at MinneBar 10 there will be a couple of conversations I am looking forward to:

Twin Cities: The startup capital of the “North" | 9:15 – 10:05 Theater

The State of Startups | 11:15 - 12:05 Minnetonka

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Recruiting For Startups: The Basics

The most frequent question I get (not surprising) from startup and tech company CEO’s is:

“Hey, can I pick your brain about recruiting?”

And I always answer yes but I have learned something… it’s never a simple answer.

Or it is the one big question:

“How do I get started recruiting a startup or small tech team?”

That answer can be anywhere from an hour to a day depending on much of a deep dive we need to do.

In order to get startups CEO’s thinking about this I put together a short video:

Recruiting for Startups: The Basics

I was thinking it would be 5 minutes long. Anyone who knows me well knows that no conversation is that short. Even one with myself (c’mon that’s funny).

This ended up being <15 minutes. That’s still a really short amount of time to say, “this is how to recruit”.

Basically what I have done is taken the highlights of recent “Recruit Like A Startup” presentations at Twin Cities Startup Week, Google for Entrepreneurs and Michigan Recruiters Conference along with previous MinneBar sessions put them here and briefly covered them.

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Minnesota Recruiter Jobs

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Observation… What Happens To The “Too Junior” Candidates

Not Enough Experience, Too Junior

I could have titled this, “Why there is an IT talent shortage”.

The past 9 months or so the number of “this developer is too junior” comments has increased. And it’s not just me… a number of my Recruiter and HR friends are hearing this in all sizes (# of employees and revenue) of companies.

I get that depending on size of company, division or group a too junior developer may not fit in. Whether they need mentoring that there is not time for (or someone not capable of doing it) or there would be so much “dead” time for them that they may get frustrated and leave… I get there are barriers.

But let me say this, if we don’t hire junior developers now they will never be the 3 year Ruby Developer or the 5 year .Net Developer everyone is looking for.

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Conversation With An Android Developer… Should I Stay Away From Search Firms

“You were right. I updated my LinkedIn profile and a bunch of recruiting firms are contacting me non stop. I saw an article on CIO.com and I think I should stay away from search firm recruiters. But you’re cool. What do you think?”

So I read 10 rules for working with recruiters and search firms on CIO.com and had some immediate reaction.

I agree with many of the points and no much with others. Maybe I am being sensitive but there is a “tone” to this advice. It may be the same tone if I wrote “10 rules for working with career coaches” so I will give him a break.

Let’s get into the advice:

Opening

I agree with never pay a fee to someone for them to find you a job. That’s a recipe for disaster.

I disagree with:

“so proceed with extreme caution if using a contingency recruiter -- they're out to make a placement, any placement, regardless of fit.”

That’s absurd. Yes some contingent recruiters think/act this way. And they don’t last long in the industry. To make it sound as if contingent recruiters don’t care about candidates is silly. I call “BS” on this one.

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