Last week I hosted my first online chat in all long time, maybe 3+ years, on Managing Your Tech And Startup Career. This is something I do every year at MinneBar and tech user groups throughout the year.
This one was a lot of fun for me as it was not only tech professionals in Minneapolis/St Paul but marketing, sales and CxO’s in our area along with a number of tech and data pros from the Bay Area.
The original agenda I proposed was:
What is the local job market like right now?
Is this a good time to look for a new job?
What's a reasonable salary increase year over year?
Should I stay a developer or move into management?
I'm thinking about moving to "FILL IN THE BLANK CITY", should I go?
Why is there so much recruiter spam?
How much personal info should I share with corporate/search firm recruiter?
I’m not a tech person but want to work with a tech company, how do I get in one?
And then attendees asked a number of questions including one I always seem to ramble on waffling back and forth on and paraphrasing… specialist or generalist?
In all it went for about 45 minutes and below is the session uploaded to YouTube.
This was my first time using Zoom and while it went OK it’s clear I need some more practice with which screen is showing.
To those who asked questions… thank you. It’s always way more enjoyable to have interaction particularly when I can’t see you.
You can view the email version by clicking Minnesota Headhunter Newsletter #3 or below in a simple text format. Want to sign up for it? Of course you do… at the bottom of this post is a sign up box.
Thanks for reading…
Minnesota Headhunter Newsletter v3
Friends and Colleagues,
Good Morning and let's start with the obvious... no, I didn't create a new newsletter format and yes, I am still using this MVP (Minimum Viable Product). Good news is most of you seem to be OK with my "minimalist" approach for now.
In this issue I will be talking about:
- Midwest Recruiting Bootcamp
- Tech hiring in Minneapolis/St Paul and the Midwest
- Online Chat: Managing your tech and startup career
Every year at MinneBar I do a presentation called, “Managing Your IT Career - (Why do recruiters suck so bad?). This past spring, 8th year doing this, I had an end of the day speaking time and still had a full room with people sitting on the floor and along the wall. I do wonder how many more people would attend a morning session… part of my group:
The past weeks I have been getting a higher than usual number of inquiries from tech, data and product professionals, along with those interested in the Minnesota and Midwest startup scene, asking questions about salaries, Minneapolis and Midwest tech jobs, what code schools to choose, etc.
So I am going to do an online chat… a webinar to answer the current most asked questions and ask attendees to send theirs.
Hiring in Minneapolis / St Paul and around the Midwest will continue to heat up the 2nd half of 2017 according to the latest Robert Half Technology IT Hiring Forecast and Local Trend Report. The data mirrors the conversations across the region I have been having.
There may have been a plateau to small increase in the winter and early spring as people figured out what the November ’16 election was going to mean for business. In May and June there was a noticeable uptick and it seems to be carrying through the summer months.
I doubt we will see much of a traditional summer slow down.
Here are the numbers from the Robert Half Survey:
24% of CIO’s say they will increase hiring. That’s up 4% from December.
60% will maintain staff by filling vacant roles.
63% say that it's somewhat or very challenging to find skilled IT professionals in today's market
I would have thought that last number to be a bit higher. Maybe the many employer branding initiatives going on are having a good impact.
70% of employers use social media to screen candidates
54% have decided not to hire a candidate based on their social media profiles
That last one is the one that usually gets the most attention. Here’s the thing… of course the number is that high. Look at the wording of it. Of course any/every “Fortune 500” company, as an example, has not hired someone because of their online stupidity profile. Think of how many people apply with them. So they didn’t hire one? That’s easy to understand.
And I think the 70% number is much higher. Surely some respondents didn’t want to tell the truth.