ROBERT HALF TECHNOLOGY’S
WORKPLACE
PULSE
RESEARCH ON TODAY’S TECHNOLOGY
EMPLOYMENT TRENDS
TABLE OF CONTENTS
Introduction
p. 1
The People Challenge
p. 2
Most Difficult Positions to Fill
p. 2
Technical Support Ratios
p. 3
Length of Time to Hire IT Staff
p. 4
Retention Improvement Programs
p. 5
Workplace Trends
p. 6
Performance Reviews
p. 6
Commute Times and Telecommuting
p. 8
Most Appreciated Benefits
p. 10
Emerging Issues
p. 11
Where IT Trends Rank
p. 11
Use of Project-Based Professionals
p. 12
Offshore IT Outsourcing Rates
p. 13
Conclusion
p. 15
About Robert Half Technology
p. 15
All referenced trademarks are the property of their respective owners.
© 2008 Robert Half Technology. An Equal Opportunity Employer. RHT-0308
INTRODUCTION
If you’re like most information technology (IT) managers, you want to know about
the issues and concerns your team faces, so you can give them the tools, information
and knowledge they need to succeed.
Because you don’t have time to study all these trends on your own, we’ve compiled
findings from our most recent surveys of Chief Information Officers (CIOs), IT managers and IT professionals into this handy guide – Robert Half Technology’s Workplace
Pulse 2008. We hope the data, opinions and priorities in this report can help position
you to manage your IT staff most effectively.
Given the fast-paced nature of IT, hiring, managing and retaining staff will never be
easy. But being armed with the right resources can help you better understand the
issues affecting IT workers today – and make your job a bit easier.
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. The People Challenge
Recruiting and hiring talented IT professionals has never been easy. But just how difficult is it to find
skilled IT workers these days? And what are companies doing to attract and keep them?
When asked which types of roles are most challenging to fill, the top three responses from hiring
managers were sales, customer service and IT positions.
Top 10 Most Difficult Positions to Fill
1. Sales
6. Engineering
2. Customer service
7. Accounting
3. Information technology
8. Professional services
4. Skilled labor/trades
9. Education
5. Administrative/clerical
10. Research
Source: Robert Half International and CareerBuilder.com™ survey of 1,035 hiring managers in the United States
Most Difficult Positions to Fill
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. The People Challenge
Whether caused by tight budgets or a shortage of skilled IT professionals, many crucial IT support
positions are going unfilled.
Tech Support Function Understaffed
CIOs polled said their companies’ technical support teams are, on
average, 46 percent smaller than the optimal size.
The mean response:
CIOs were asked, “What is the ratio of internal end-users to
technical support employees at your company?”
CIOs were asked, “What would be the ideal ratio of internal
end-users to technical support employees at your company?”
136:1
actual
74:1
ideal
Source: Robert Half Technology survey of 1,693 CIOs from companies with more than 100 employees in the United States and Canada
Tip
To ensure flexibility of personnel resources, many companies are turning to a practice
called strategic staffing. When project-based professionals are used as part of a strategic
staffing plan, managers are able to seamlessly staff up or down as workloads warrant,
trimming labor costs, avoiding overhiring and preventing burnout.
Technical Support Ratios
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. The People Challenge
In the current IT hiring market, filling open positions can be a challenge. Just how long does it take to
bring an IT professional on board?
Time to Hire
A survey of CIOs underscores the difficulties employers have
finding IT workers. CIOs polled said it takes an average of:
100 days
60 days
86 days
to fill a manager-level IT position
40 days
20 days
86 days
55 days
to fill a staff-level IT position
55 days
80 days
0
Source: Robert Half Technology survey of 1,698 CIOs in companies with more than 100 employees in the United States and Canada
Tip top
Today’s
IT professionals – even those currently employed – often receive multiple job offers, and organizations that don’t act quickly risk losing these candidates to other opportunities. While hiring
carefully is crucial, taking too long to make a hiring decision has its own pitfalls.
Length of Time to Hire IT Staff
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. The People Challenge
To stay competitive, companies in need of IT professionals are examining their retention programs. Tip
“Which of the following is the primary measure your firm has
taken to improve staff retention rates in the last 12 months?”
(Top responses shown)
Providing bonuses
Offering salary
increases
23%
16%
16%
Improving the office
environment 15%
Providing a more
defined career path
10%
Offering more generous
benefits packages
15%
8%
Allowing flexible
work schedules
7%
Funding additional
training/certification
7%
Source: Robert Half International and CareerBuilder.com survey of 1,035 hiring managers in the United States
Tip
Compensation is an effective retention method. Regularly benchmark your company’s
IT staff compensation to ensure it meets – or better, exceeds – market rates. If your
employees feel underpaid, they’ll be more likely to jump ship for a better offer. Companies
that cannot afford to give raises or bonuses should consider alternatives such as offering
training or flexible schedules.
Retention Improvement Programs
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. Workplace Trends
Firms that better understand employees’ needs and abilities are in the best position to keep them
satisfied and motivated at work. As a result, companies are doing all they can to improve the working
environment and better communicate with staff members. Performance evaluations are a great
opportunity for employers and staff to improve workflow and articulate goals.
Managers Checking in More Frequently
Executives were asked, “How often, if ever, do you conduct formal
performance appraisals of your staff?” Their responses:
8%
Quarterly
2007
10%
(5-year comparison)
31%
Twice a year
19%
58%
Once a year
As necessary
Never/don’t conduct
formal appraisals
2002
66%
1%
2%
2%
3%
Source: Robert Half survey of 150 senior executives at the 1,000 largest companies in the United States
Performance Reviews
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. Workplace Trends
Getting the Most Out of Performance Reviews
Tip
• Create a schedule for conducting the review and adhere to it. Consider holding more
frequent meetings for new or less experienced employees.
• Ask the employee to prepare a list of accomplishments, obstacles and goals that can be
discussed in the review.
• Critique your employees’ performance with care. Always provide criticism constructively.
• Do it all in writing so the employee can refer to the appraisal later in the year. Give specific
examples of good or poor performance, and offer suggestions for improvement.
• To be most effective, reviews should be conducted at least once per year.
• Work with your human resources department to develop the process, as they may have
guidelines or materials to help you plan the meeting.
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. Workplace Trends
How many of us drive to work these days, and how long does it take?
Mobile Matters
WORKERS WERE ASKED:
“On average, how long is your
daily commute to work?”
“Do you drive to work?”
No
11%
Average:
21 minutes
Yes
89%
“…and what is the maximum amount
of time you’d be willing to commute
to work on a regular basis?”
“Have higher gasoline prices affected
how you are commuting to work or
your work arrangements?”
Yes
30%
Average:
38 minutes
No
70%
Source: Robert Half survey of 532 full- or part-time workers 18 years of age or older and employed in office environments in the United States
Commute Times and Telecommuting
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. Workplace Trends
Nearly half (45 percent) of CIOs surveyed said their companies’ IT workforce is telecommuting at a
rate that is the same or higher than five years ago; 4 percent said IT staff work remotely less frequently
today than five years ago.
Does a higher or lower proportion of your IT staff telecommute
today compared to five years ago?
More telecommute now
21%
24%
Same proportion
Fewer telecommute now
4%
50%
Telecommuting not offered
Don’t know
1%
Source: Robert Half Technology survey of 1,693 CIOs from companies with more than 100 employees in the United States and Canada
Tips
• A
lternative work arrangements are most suitable for individuals whose jobs can be
performed with relative autonomy.
• Consider a telecommuting trial period, in which staff work from home once per week, to
gauge the effect on productivity.
• K
eep a schedule of workers’ on-site availability, and where and how they can be reached
when off-site, to keep work flowing smoothly when employees are out of the office.
Most Appreciated Benefits
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. Workplace Trends
In addition to offering competitive compensation, businesses may be able to level the recruiting
playing field by offering perks that help workers juggle personal and professional obligations.
DO perks MAKE the difference?
Employees were asked, “Which of the following benefits might help
you choose one job over another job?” (Top responses shown)
Flexible work
arrangements
65%
Telecommuting
33%
Employee stock
purchase plan
33%
Fitness facility
31%
On-site cafeteria
21%
Employee assistance
plan
On-site childcare
20%
11%
Source: Robert Half International and CareerBuilder.com survey of 903 workers in the United States
Most Appreciated Benefits
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Emerging Issues
In the fast-paced world of IT, organizations that proactively seek out change and adapt will be most
successful. Cultivating a well-prepared IT staff means staying in front of the issues and trends that
will affect the workforce.
Top Trends
Managers were asked, “Which of the following trends do you think
will most significantly alter the workforce in the next decade?”
Baby boomer retirements
52%
Global business interactions
Outsourcing
25%
10%
Remote work arrangements
Skilled labor shortage
Employee retention
Other/Don’t know
6%
3%
1%
3%
Source: Robert Half International survey of 250 human resources and other managers at companies in the United States and Canada
Where IT Trends Rank
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rht.com P. 11
Emerging Issues
Many companies are augmenting full-time staff with highly skilled project professionals to keep on track.
Executives were asked, “Are you incorporating the use of temporary
employees into your overall staffing budget?” Their responses:
No
26%
Yes
73%
Don’t know
1%
Source: Robert Half International survey of 250 human resources and other managers in the United States and Canada
TIP
• It’s important to think long term when budgeting for interim staff. Many companies include
the use of project professionals as a line item in their budget.
• Conduct an annual workload analysis to identify future staffing needs. Ask questions like:
- Are there workload patterns from year to year?
- Are there large projects that will take place next year?
- Are there times in the year when your staff is particularly overworked?
- Can essential duties be split among the rest of the staff with a minimal amount of
disruption, bringing project-based professionals in to handle the more routine tasks?
• Work with a firm that specializes in placing project professionals in the IT field. Such firms
are better able to understand your unique requirements.
Use of Project-Based Professionals
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Emerging Issues
rates of offshore it outsourcing
While the outsourcing of technology jobs overseas has been a topic of ongoing discussion
within the IT profession, our research indicates that the majority of companies in North America
are not engaged in the practice.
CIOs were asked, “Does your company currently outsource
technology jobs outside of the United States/Canada; that is,
do you engage in offshore outsourcing?”
No
93%
Don’t know
2%
Yes
5%
Source: Robert Half Technology survey of 1,699 CIOs from companies with more than 100 employees in the United States and Canada
Offshore IT Outsourcing Rates
ROBERT HALF TECHNOLOGY’S Workplace pulse
rht.com P. 13
Emerging Issues
CIOs also were asked, “In the next two years, how will your
company’s level of offshore outsourcing change?”
Increase
7%
No change
86%
Decrease
4%
Don’t know
3%
Source: Robert Half Technology survey of 1,699 CIOs from companies with more than 100 employees in the United States and Canada
TIP
For firms contemplating offshore outsourcing, here are some elements to consider:
• Vendor stability. Choose a vendor that has a track record of measuring staff turnover
and retaining employees.
• Setup time and costs. New jobs or even departments may need to be created to handle
vendor selection, manage contracts, train workers and oversee remote work teams.
• Security and privacy concerns. Intellectual property risks, such as the enforcement of
patents, copyrights and trade secrets, may require additional oversight and resources.
Benchmark other companies’ best practices in these areas.
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Conclusion
Because business and employee priorities change frequently, effective management
requires flexibility. Understanding how the workplace is evolving and the ways in which
firms react to new circumstances can give your company the edge. We hope this
report has been helpful and invite you to contact your nearest Robert Half Technology
representative for additional information, including any of the following complimentary guides:
• Robert Half Technology 2008 Salary Guide
• Glossary of Job Descriptions for Information Technology
• Hiring Smart
• Keeping Your Best People
• A to Z Business Etiquette Guide for IT Professionals
About Robert Half Technology
Robert Half Technology is a leading provider of IT professionals on a project and fulltime basis, for initiatives ranging from web development and multiplatform systems
integration to network security and technical support. Our clients and job candidates
rely on us as a resource for a range of hiring, employment and career management
issues. We have more than 100 locations in North America, South America, Europe
and the Asia-Pacific region. Please call 1.800.793.5533 for the office nearest you or
visit us online at www.rht.com.
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