Rapid Tech Growth Causes Rampant Hiring in Raleigh

raleigh tech IT jobs

As most of the country laments a less than desirable December jobs report, Raleigh’s tech industry continues to break away from the pack. Thanks to heavy growth from some of the top tech companies in the Raleigh-Durham area, hiring is beginning to surge as the city gains recognition as a hub for tech sector jobs.

Just How Fast are Tech Companies in Raleigh Growing?

When it comes to growth in the tech sector, Forbes ranked Raleigh at number two in tech job growth from 2001 to 2013, finding that the area’s tech industry grew by 54.7 percent in the past twelve years. STEM growth also saw an increase of 24.6 percent in that same period thanks to big name companies like IBM and Cisco.

Among all the tech companies – both large and small – that are experiencing rapid growth in the Raleigh-Durham area, MaxPoint Interactive and BioDelivery Services have produced the most stunning numbers in the past few years. From 2008 to 2012, both companies have seen a 31,723 percent and a 20,593 percent growth respectively (and yes, those numbers are very real).

In addition to these massively growing tech companies, MetLife, a major insurance industry player, has constructed a facility in the area to house the infrastructure behind the delivery of its services. In order to maintain this database, the company has announced that it will be adding 1,000 or more tech jobs to its staff over the next 18 months. These jobs will range from app development and maintenance to IT engineering.

How Can You Get One of These Jobs?

The North Carolina Technology Association has found that the majority of tech-based job postings in the Raleigh-Durham area are in systems engineering and support, IT management, and software management. The demand is also strong for database managers, desktop support staff, web developers (Java and .Net), business intelligence specialists, and datawarehousing technicians. This isn’t exactly a small list of demands for these rising tech companies so no matter what your specialization is in the IT world, you have a great shot at landing a job in this up-an-coming area.

Keep in mind that many companies do not post all the jobs that they are currently hiring for. These confidential jobs, however, are broadcasted to recruiting companies. If you currently live, or are looking to relocate to the Raleigh-Durham area, call one of our recruiters today to find out what jobs are open in the area.

By Kevin Withers

 

Advertisements

 

5 Entrepreneurship Lessons from Dr. Martin Luther King, Jr.

Martin Luther King leaning on a lectern. Deuts...

As we celebrate the life, achievements, and legacy of Dr. Martin Luther King, Jr., entrepreneurs should take note of five important business lessons that can be learned from him, and his role in the Civil Rights movement:

1. Make Your Dream A Reality

The phrase people most often associate with Dr. King – excerpted from his landmark 1963 speech — is “I have a dream.” Of course, many people have dreams. Some even have great dreams. But most people don’t work to make their dreams a reality as did Dr. King. Great ideas for new products, businesses, and works of science and art die every day with their inventors. To be an entrepreneur is to dream – but is even more to do.

2. The Way It Was Is Not The Way It Has To Be

At the time that Dr. King gave his famous speech at the Mall in Washington, racism had been entrenched in American culture for centuries. Dr. King challenged the status quo, and raised awareness of a different and better future that could be built from positive change. Likewise, businesses often are averse to changing long-held positions, or denying that major changes for the better can take place, with or without them. Only a few years ago, “experts” were saying that people would reject keyboard-less smartphones like the iPhone, and Blackberry would continue to dominate the smartphone market for many years to come. We know how that turned out.

3. Change Can Happen Fast

The vast majority of the members of my generation – born not that many years after it took a struggle to get the Civil Rights Act passed – consider the notion that people should be segregated based on the color of their skin to be both morally repugnant and downright ridiculous. Attitudes change quickly – especially after positive developments occur and everyone sees the correctness of the change. This is true vis-à-vis business as well. Consider how quickly Blackberry went from market leader to having less than 4% of market share, or how fast Kodak was transformed from having its film products bought by nearly every family in America to filing for bankruptcy as a firm many teenagers “had never heard of.”

4. Build A Large Following

Dr. King was an amazing speaker who inspired millions of people with his words. But, ultimately, it was those large numbers of people who organized, marched, or otherwise influenced legislators and the public. There is little doubt that the grassroots nature of the civil rights movement – and the resulting far reach of its leaders – was a key ingredient in its success. In the Internet era it is much easier than the 1960s to reach large numbers of people; if you have a great message – spread it widely.

 5. Success Takes A Lot Of Work

The civil rights struggle did not achieve its aims overnight, and its success was built upon the hard work and sacrifice of many; Dr. King and various others even lost their lives. Thankfully, entrepreneurs do not need to make such giant sacrifices, but, effectuating change and achieving success does not usually happen without hard work. Yes, there are some businesses that skyrocket to the top, and there are some people who get rich quickly. But, the vast majority of businesses are built with a lot of time and effort. Don’t expect to succeed without working hard.

Enjoy the holiday!

Original article: http://www.forbes.com/sites/josephsteinberg/2014/01/20/5-entrepreneurship-lessons-from-dr-martin-luther-king-jr/

By Joseph Stienberg

 

Submitted by Tanya Khataba

TK6.13

10 Reasons Hiring Managers Should Hug Their Recruiters

Managers don’t just hire people in their own image, the best people accept jobs from managers who are in their own image.

A personal note to hiring managers around the world:

First, don’t read this if you just want to fill your jobs with some reasonably competent people. However, if you want to hire top talent on a consistent basis, this message is for you. It starts by understanding how to tap into the capabilities of strong recruiters.

What Great Recruiters Can Do When Working in Partnership with Hiring Managers

  1. They’ll make the most important thing you need to do easier.
  2. They’ll save you time during the hiring process.
  3. They’ll help you define the job.
  4. They’ll help you raise the talent level of your department.
  5. They’ll help make you more productive.
  6. They’ll minimize the need to waste your time trying to motivate the unmotivated.
  7. They’ll prevent the hiring of 90-day wonders.
  8. They’ll help you achieve all of your department goals.
  9. They’ll help you become a better manager.
  10. They’ll help you get promoted faster.

However, to get to this state of managerial nirvana, here’s what you must do first.

Recruiting and Hiring Rules for Managers

  1. Prepare a performance-based job description clarifying the major performance objectives of the job. Every job has 5-6 things a person needs to do to be successful. For example, it’s better to say upgrade the international reporting systems rather than “must have 3-5 years of international accounting and a CPA.” When contacting strong people recruiters must know the job in order to effectively make the case that your opening could be a good career move. (I’m hosting a webcast on January 22, 2014 on how to do this.)
  2. Benchmark the performance of your best people now doing the job you’re trying to fill. This is a great way to figure out what it takes to be successful. For example, if your best engineers collaborate closely with product marketing before designing anything, add this to the performance-based job description.
  3. Convert every competency, skill, behavior, and experience requirement into a performance objective by asking “how is this requirement used on the job?”Since these factors are very subjective, it helps to convert each one into a task. For example, when the common trait “must have strong communication skills” converts into “lead the presentation of monthly sales department performance results to the executive team,” it’s easier to assess. In this case, just have the candidate describe where she or he has led major presentations.
  4. Value potential over experience. Don’t insist on an exact skills and experience match. Instead, tell your recruiters you want to see people who have accomplished more than expected given their current level of skills and experiences. This will open the talent pool to some amazing people.
  5. Agree to see everyone the recruiter recommends. As a condition for this, have the recruiter prove that the person has accomplished something comparable to the most important tasks described on the performance-based job description.
  6. Conduct a 30-minute exploratory phone screen before meeting any candidate in person. Not only will this minimize the need to see as many candidates, it will also minimize the impact of first impressions for those you do see.
  7. During the interview compare the candidate’s major accomplishments to those listed on the performance-based job description. Use the Most Interview Question of All Time for this. (Here’s the full full process.)
  8. Be fully engaged, flexible and available. Changing jobs for the best people is a critical decision. Hiring managers need to invest extra time in the process to ensure the candidate has a full understanding of the job and it’s upside potential.
  9. Describe your vision of the job and the impact on the company. Hiring managers don’t just hire people in their own image, the best people accept jobs from managers who are in their own image.
  10. Take personal responsibility for recruiting the candidate. The best people want to work for managers who are mentors and can help them get them get to where they want to go. Recruiters can orchestrate the process, but it’s up to the hiring manager to seal the deal.

While great recruiters are needed to find, qualify, and present top people to their hiring manager clients, this is only one critical step in hiring the best. Managers must be fully committed and fully engaged every step of the way. Few are. So if want to start seeing and hiring more top people, start by changing how you think about hiring. Then think about how a recruiter can help.

Original Article by Lou Adler ( https://www.linkedin.com/today/post/article/20140113065807-15454-10-reasons-hiring-managers-should-hug-their-recruiters?trk=tod-home-art-list-small_3 )

 

Submitted by Tanya Khatatba
TK6.13