2 What Is The Difference Between Low-Level And High-Level Languages The Information Technology (IT) Gap in the US

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The Information Technology (IT) Gap in the US

There is something in the “air” in today’s information technology (IT) employment environment. You can almost hear it; it is not unlike an ultra high pitch sound of air escaping from a microscopic crack in an overblown balloon. This analogy of the sound of running out of “air” is nothing less than how IT job growth is slowing down in this United States. It’s a fact: today’s IT job environment is getting tougher to compete in and harder to create a diverse IT workforce. This work situation is defined by two trends:

(1) A more selective hiring behavior for IT candidates that creates more competition for the IT professional. (2) There is a downward spiral in the number of minorities and women in the IT workforce and efforts by IT employers to boost this number are not working.

The downward market trend impacts the upward mobility goals of a diverse workforce

According to the Association of Executive Search Consultants (AESC), executive searches in the technology sector, “were down more than any other sector in the second quarter of 2007…” (McGee, MK, 2007). The report states a 14 percent drop in executive searches compared to the previous quarter. The picture being painted is one that finds both job seekers and recruiters facing difficult times. The IT professional is faced with a more difficult job sector in which he or she must compete with other highly qualified professionals and, even more importantly, stand out among this qualified population. This must be balanced with the fact that employers are also trying to diversify their workforce. Employers are struggling to find a qualified AND diverse IT population in which to select suitable candidates to fill much-needed positions in their companies.

The Untapped Market Exists

There is a largely untapped and unmarketed population of highly educated and diverse IT resources and it is found within the confines of campuses across the nation. The most recent findings report that a high percentage of college students study in highly technical fields and many do not find adequate resources to effectively promote their skills and knowledge base. Although there are many social and professional online networks that provide “direct marketing” between IT professionals and the corporation, effective marketing must begin while the student is in the final stages of completing his degree – many students can find This is a daunting task, but the sooner one enters the market, the better they become as “self” marketers and the more exposure they gain.

Obstacles also exist

One of the biggest obstacles that university students in IT find is that they do not have the necessary experience to work a particular job. An effective way to get around this obstacle is to promote yourself as a member with team-based skills willing to work in demanding environments to identify and deliver IT business solutions. In many situations, the company and the IT professional (recent grad) will find a viable partnership that promotes personal and professional growth for the individual and an excellent return on investment for the company. IT professionals should work towards more traditional and self-directed education to gain/remain qualified in their respective fields and eventually branch out into new areas for a more diversified skill set. In this day and age of blogmania and online professional networking, it is imperative that soon-to-be and recent college graduates work to build strong social networks, online and in the real world. Recruiters can provide the diversified IT professionals much needed to continue building on several mechanisms: building partnerships with academic institutions, internal hiring, referrals, web-based hiring and other recruiting firms.

Why Diversification?

In this time of recession, it becomes even more imperative that organizations focus on building a diverse workplace, as it improves organizational productivity, creativity, and better its overall performance through a more heterogeneous management team. It has also been suggested through studies that organizational problem solving improves among heterogeneous employee populations. It will be interesting to know what trend a global recession has on the flight of offshore jobs that the United States has seen in recent years. Market demand, although more competitive, will see many of the 100,000 software and IT services jobs that have moved offshore since 2000 (Information Technology Association of America , 2004) return to America. Out of these 100,000 jobs it is critical that employers attempt to identify and recruit a significantly higher number of underrepresented IT professionals. Data shows that a large proportion of the US IT workforce continues to reflect a low level of minority and in some cases, as with women, has decreased by 185% since 1996! (Information Technology Association of America, 2005).

Employers are selective today

Due to the downturn in the economy, many employers have become more selective in their search for IT candidates. There is an industry-recognized “matrix” of IT skills that employers recognize: Hardware/software, programming languages, e-commerce, technical support, website design, databases, etc. Due to the competitive nature of today’s job market, the IT professional must develop. skills that separate them from the rest of the IT pool. This can come in the form of obtaining formal education (or completing that education you have already started), training and certifications.

Final thoughts

The reality of the problems related to the diversification of IT in the industry shows that, in order for the company and the individual to succeed, there must be a symbiosis between these two entities: companies must continue to strive to identify and across a diverse cadre of IT and IT professionals. professionals must continue to go that “extra mile” to improve their “rentability.”

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