2015 candidate whitepaper

The Shifting Technology Landscape: Reshaping Career Opportunities

A Life In Technology

in association with

But the scale and complexity of technology involved is a challenge for anyone looking to advance their careers in working environments where change is the only constant, and makes life equally difficult for employers seeking the best candidates for recruitment.

The diversity of job roles affected by third platform adoption is also broad. But while application developers, systems administrators and data analysts may have very different job requirements and personal aspirations compared to IT managers and company executives, all of them need help in finding the right vacancies, matching those opportunities to their skill sets, prioritizing objectives and keeping up with technology and industry developments.

To get a clearer picture of how third platform technologies are affecting workers at all levels of IT, IDG Connect interviewed 148 IT decision makers working for organizations in Australia, Canada and the US, 72% of which employ 500 people or more. Almost a third (32%) work for software and computer services companies, with manufacturing, retail and financial services sectors also well represented.

Overview The current expansion of third platform technologies presents a wealth of job opportunities for IT professionals with skills and ambition in mobile computing, social networking, the cloud and big data analytics.


The survey’s findings make interesting reading for any worker looking to build or advance a career in third platform technology. They provide detailed insight into how applicants with third platform skills and experience are currently approaching the jobs market, while highlighting their preferences for finding suitable vacancies, analyzing the challenges they face, and identifying short-term employment and long-term career objectives.

This overview is broken down into eight major topics:

Third platform technologies dominate activity.Not surprisingly, when asked about the technology projects in which they were currently involved, those most frequently cited were related to the Cloud, Software as a Service (SaaS), and Big Data. Secondary to those were Desktop Applications, Storage, and Security.

Keeping up in a rapidly changing environment poses many challenges.Refreshing technical skills, making strong networking connections, and hearing about job opportunities before the details are widely available are some of the prominent challenges IT professionals are grappling with in their job searches.

Respondents hold a wide variety of job roles within their organizations. They include project managers, system and network administrators, which make up 24% of the research base; senior IT managers (22%); application developers (Java. .Net, cloud and mobile - 20%); and C-level executives (18%), a category which includes chief information officers (CIOs - 11%) and chief technology officers (CTOs – 5%). Another grouping (16%) consists of those who work in development operations (DevOps), analytics and as application, enterprise or infrastructure architects and engineers.

Some techniques are more efficient than others in keeping up with third platform opportunities.

Business contacts, industry events, IT recruiters, business courses and qualifications, and professional network connections are all perceived as effective techniques in keeping up with third platform opportunities, with some variance depending on job function.

The top personal objectives around a third platform job vary little based on job title.Income potential, job security, and striking a work/life balance are important personal objectives regardless of one’s place in the organization.

Professional networks and recruiting firms judged most efficient resources.Techniques that involve people are most efficient at providing results, but as you move down the org chart techniques such as online job boards and job fairs are more widely embraced.

Attitudes about finding the best fit in a recruiting firm also vary by job.Candidates hold diverse opinions about which criteria are most important in selecting a recruiting firm. Depending on their current

job, some place importance on establishing a long-term commitment as opposed to simply a transactional relationship.

Job seekers have opinions about the areas in which recruiting firms can help – and those they can’t.Those in executive and management positions tend not to look for help around their compensation but do want visibility of job alternatives. Operational personnel don’t look to recruiting firms for career path security but like their management counterparts, also want help in visibility of job alternatives.

The soft skills that are important for their current roles differ somewhat from those needed to enhance their careers.Teamwork, adaptability, negotiating skills, listening, conflict management, and one-on-one communication are all important skills in the positions they currently have. To move ahead, depending somewhat on job title, it’s important to hone skills in managing conflict and one-on-one communication and building skills in leading discussions and meetings.

Overview


C-level, senior managers, and application developers find making the best networking connections to increase visibility also challenging – this challenge was selected by 73% of C-level execs.

When asked to identify the single biggest challenge, making networking connections, finding the right company culture, hearing about opportunities before they’re widely known, and keeping up-to-date on technology were all deemed important by at least one job grouping.

Given the pace and magnitude of innovation and change in the IT industry it’s to be expected that keeping up-to-date on technology is a major challenge for managers at various levels. It was mentioned prominently across the board, but 75% of those job candidates working in DevOps and analytics, or as software or infrastructure architects and engineers, selected keeping up with technology as a major challenge. Finding the best fit for the individual’s skills was also a prominent challenge across job types, again particularly noted by those working in DevOps, analytics and software/infrastructure architect and engineer roles, as well as system administrators/project managers.

Technology and Skills Are the Hardest To Keep Pace With

Most challenging market dynamic by job title

Challenging dynamics around jobs/career by job title

C-level Snr IT Mgrs Net/Sys Admin/Proj Mgrs DevOps/Analysts App Dev

1. Have time to research available jobs2. Get past gatekeeper3. More effective communicator4. Achieve relevant certifications5. See available job paths & options 6. Awareness of new job positions

1

2

3

4

5

6

7

8

9

10

11

12

42%

27%

38%

42%

35%

38%

50%

27%

58%

73%

50%

65%

31%

38%

38%

41%

53%

44%

44%

53%

47%

47%

50%

50%

40%

50%

50%

37%

30%

43%

40%

47%

43%60%

63%43%

29%

33%

29%

21%

38%25%

38%

54%

46%33%

40%

75%

33%

31%25%

42%

31%39%

36%

47%

50%

38%61%

47%

7. Good cultural fit with work style8. Hear about job opportunities earlier9. Longer-term job strategy10. Make best networking connections11. Find best fit for skill12. Keep up-to-date on tech

C-level - Cultural fit and best networking connections

Snr IT Mgrs - Hear about opportunities early & Keep up to date on tech

DevOps/Analysts - Keep up to date on tech

App Developers - Make the best networking connections

Net/System Admin/Proj Mgrs - Hear about opportunities early & Keep up to date on tech

23%

16%20%

17%


38%

When asked to pick the best technique from among the nine options, business contacts, industry events, insightful and knowledgeable IT recruiters, and educational courses and qualifications were frequently named by the different segments. In aggregate, IT recruiters were judged to have a slightly bigger positive impact (19%) than professional network connections (17%).

Several ways to keep their fingers on the pulse of third platform market dynamics and career opportunities were identified. One’s professional network connections (LinkedIn) was the most widely selected method selected by 75% of candidates working in DevOps/analytics and more than 60% in network/system admin and application development. Use of an IT recruiter and educational courses were also widely selected. Twitter was selected by nearly half of application developers – more than by any other job type.

Efficiency Ratings Differ Markedly Among Different Job Roles

Single most efficient way to understand market dynamics & career opportunities

Efficient ways to find career opportunities by job title

27%

25%

25% 20%

25%

C-level

Snr IT Managment

Net/Sys Admin/ Project Mgrs

DevOps Analysts

Application Developers

Everyday business contacts

Industry events

Educational courses &

qualifications


IT recruiter’s insight &

knowledge

Twitter

Social media blogs

Online & print media sources


Industry events

Educational courses & qualifications

IT recruiter that provides insight & knowledge

Personal network connections (Lindkedln)

38% 28% 8% 47%25%

35% 47% 17% 30%33%

35% 41% 50% 43%47%

54% 31% 63% 43%42%

54% 59% 71% 33%50%

50% 59% 54% 53%61%

54% 69% 54% 60%44%

58% 56% 50% 53%67%

56% 75% 60%61%

Personal network friends (Facebook)

54%

C-level Snr IT Management


DevOps Analysts



Regardless of job title, income potential, job security, and striking a work/life balance are the most important objectives in a third platform job.

Income potential appears to be of slightly more importance to C-level executives, operational personnel in DevOps, analytics, software/infrastructure architect and engineer roles and for project managers and network/system administrators than for senior IT managers and application developers. Striking a work/life balance appears to be more important to people in operations than to upper management. Working for a company known for innovation and the ability to drive digital transformation appear to be of less relative importance as they received fewer responses.

Income Potential, Job Security and Work/Life Balance Are Valued Equally

Relative importance of personal objectives for a third platform job

Ability to drive digital transformation

Working for a company known for innovation

Opportunity for advancement

Work/life balance

Job security

Income potential

13% 15% 9% 11% 15%

15% 15% 12% 8% 16%

16% 19% 14% 15% 16%

17% 15% 24% 21% 18%

17% 20% 19% 21% 19%

21% 16% 23% 24% 16%

C-level

Snr IT Managment


DevOps Analysts



Four out of the five job title categories selected their professional network as the most effective method of finding career opportunities. Senior IT managers selected recruiting firms as their most effective method. C-level execs, operations staff, and application developers selected recruiting firms as their second most effective method. Online job boards was the most selected method for DevOps, analysts and software/infrastructure architects and engineers.

Professional networks, on-line job boards, and recruiting firms are the mostly widely used methods of finding career opportunities. There is considerable variance by job title. C-level execs and operational personnel rely more heavily on their professional network than do senior IT managers or application developers. On-line job boards are a favourite for DevOps staff, analysts and software/infrastructure architects/engineers and, to a lesser extent, application developers. Nearly seven out of ten C-level execs and senior IT managers chose recruiting firms compared to around half of DevOps, analytics, software/infrastructure architect and engineer personnel and application developers.

Professional Networks and Recruitment Firms Judged Most Effective

Most effective method to find career opportunities

75% 50% 65% 70% 95%31% 31% 54% 20%42%

C-levelSnr IT Management Net/Sys Admin/

Project MgrsDevOpsAnalysts


Professional network

Recruiting Firm Professional network



Methods used to find career opportunities



DevOps Analysts


Career coach College career office

Newspaper jobs listing

Personal recruiter

Job fairs Recruiting firm On-line job boards


19%44%

22%21%

40% 38%28%

25%42%

47% 42%38%

33%42%

43% 50%50%

53%33%

47%

46%47%

56%42%

50% 69%66%

50%50%

47% 50%44%

53%79%

63% 85%41%

75%71%

50%


A personalized approach aligned with the individual’s strengths is most favored by both C-level execs and personnel in DevOps, analytics, software/infrastructure architect and engineer roles. The C-level also attaches a good bit of importance to the firm’s reputation and leadership and them having attractive clients and opportunities.

Although all of the criteria are important, some job positions indicated a preference for some over others. C-level executives find a focus on a long-term commitment rather than a transactional focus significantly more important than do DevOps, analytics and software/infrastructure architect and engineer personnel. On the other hand, the latter group are more concerned with strong communications than are C-level execs. The recruiter having a competent and knowledgeable staff is more important to application developers than to senior IT managers.

Candidates Have Diverse Demands and Expectations of Recruiting Firms

Criteria to select recruiting firm

Most important recruiting firm characteristic by job title

Recruiter with most attractive clients & opportunities

Personalized approach aligned with my strengths

Focus on long-term commitment vs. transaction

Competent, knowledgeable staff

Strong/frequent communicators

Firm reputation & leadership

Recruiter expertise in job areas

C-level Snr IT Mgt


DevOps Analysts


58% 63% 50% 53%42%

65% 44% 63% 50%53%

69% 41% 38% 63%58%

54% 47% 58% 60%56%

50% 56% 67% 53%58%

62% 50% 63% 60%58%

50% 66% 67% 50%64%

C-level Snr IT

ManagementNet/Sys Admin/

Project MgrsDevOps Analysts


27% 22% 29% 23%31%

Personalized approach

Attractive clients & expertise in my

skill area

Long term commitment

Personalized approach

Competent staff


Here by job title is where job seekers think recruitment firms could help – and where they think they can’t.

A follow-up question asked how much the areas listed in the above question boosted their ability in finding a new job. The top response for each job title and the percentage selecting that area follow:

In Which Areas Can Recruitment Firms Help?

Criteria to select recruiting firm

Greater flexibility in job responsibilities Greater uniqueness in the

eye of the employersOverall visibility of job

alternatives Ability to work in other regions or countries

Career path security Annual compensation/Flexibility in career choices/Fulfilling work where I make an impact

Opportunities that are the best fit for me

C-l

evel

35%

85%

81%

81%

88%

31%

23%

Overall visibility of job alternatives

Annual compensation Ability to work in other regions or countries

Fulfilling work where I make an impact Opportunities that are the

best fit for me

Greater flexibility in job responsibilities Se

nio

r IT

Man

agem

ent

28%81%

81%

78%

94%

22%

Yes No

Yes No


Greater flexibility in job responsibilities


Greater uniqueness in the eye of the employer

Flexibility in career choices Annual compensation

Fulfilling work where I make an impact/ Ability to work in

other regions or countries Net

wo

rk A

dm

in/P

roje

ct

Man

ager

s

28%

83%

72%

67%

94%

28%

28%

Career path security25%

Yes No


In Which Areas Can Recruitment Firms Help?

Criteria to select recruiting firm cont.


Career path security


Fulfilling work where I make an impact

Annual compensationGreater uniqueness in the eye of the employer

Greater flexibility in job responsibilities D

evO

ps,

An

alys

ts, S

oft

war

e/In

fras

tru

ctu

re A

rch

itec

ts a

nd

En

gin

eers

46%

79%

79%

75%

79%

38%

33%




Flexibility in career choices

Greater flexibility in job responsibilities

Ability to work in other regions or countries

Greater Uniqueness in eyes of the employer/ Ability to work internationally /

Compensation

Ap

plic

atio

n D

evel

op

ers

40%

67%

63%

90%

37%

33%

Ability to work in other regions or countries 33%

Greater uniqueness in the eyes of the employer/Fulfilling work where I make an impact

30%

70%

Yes No

Yes NoHow much does this characteristic boost your ability to find a new job






C-level

Snr IT Management


DevOps Analysts


21%

20%

19%

22%

25%


When asked to select only one as their most important soft skill in their current role, four out of the five job categories selected working as part of a team, with senior IT managers surprisingly selecting presenting/presentation skills as their top ranked soft skill.

The most important soft skills relevant to their current roles include working as part of a team, adapting to new requirements, negotiating with others, listening to others’ views, managing conflict, and one-on-one communication. Interestingly, C-level execs identify adapting to new requirements most frequently as an important soft skill but that skill was selected by only 31% of senior IT managers. DevOps, analytics and software/infrastructure architect and engineer personnel select working as part of a team and adapting to new requirements as important soft skills whereas application developers selected negotiating with others and managing conflict as their top choices.

Most Important Soft Skills for Current Job


DevOpsAnalysts



Work as part of a team

Business stakeholder engagement

Adapt to new requirements

Lead group discussions & meetings

Balance risks vs. rewards

Presenting/presentation skills

One-on-one communication

Manage conflict

Listen to other views

Negotiate with others

42% 50% 42% 50%28%

Soft skills needed to enhance career

62% 41% 54% 53%47%

62% 50% 50% 57%44%

58% 66% 63% 33%56%

38% 56% 67% 60%69%

65% 53% 63% 67%53%

50% 53% 58% 63%69%

65% 44% 54% 67%69%

73% 31% 71% 50%78%

65% 69% 79% 60%72%

Single most important soft skill in current role

23%

19% 29%

17%

36%

C-level

Snr IT Management


DevOps Analysts

Application DevelopersWork as part

of a team




Presenting/presentation skills


Skills in which IT job candidates appear to need to improve include managing conflict, one-on-one communication, and leading group discussions and meetings.

Managing conflict and adapting to new requirements remain important skills for IT personnel to have in their toolkit, with four out of the five job categories selecting one or the other as the most important desired skill to acquire. Application developers would like to improve their skills in leading discussions and meetings.

Job Seekers Recognize Room For Soft Skill Improvement

Most important desired skill

23% 16% 25% 21% 23%

Manage conflict Manage conflict/Work as a team/Balance

risks-rewards



Lead group discussions and

meetings

C-level

Snr IT Management

Net/System Admin/ Project Mgrs

DevOps Analysts


31% 42% 54% 58% 54% 54% 69% 54% 62% 65%

6% 38% 34% 50% 50% 53% 34% 50% 47% 38%

25% 50% 58% 36% 53% 44% 56% 56% 58% 53%

33% 42% 50% 50% 54% 58% 58% 54% 58% 71%

13% 13% 50% 60% 57% 60% 57% 60% 53% 57%

1. Business stakeholder engagement2. Work as part of a team3. Presenting/presentation skills4. Balance risks vs. rewards5. Listen to other views

6. Lead group discussions & meetings7. One-on-one communication8. Negotiate with others9. Manage conflict10. Adapt to new requirements


DevOps Analysts



1 2 3 4 5 6 7 8 9 10

Soft skills needed to enhance career
