Technology salaries and employment trends are constantly changing. What never changes is your need for the most current data.
Dice’s Salary Survey Report for 2014 shows that salaries and confidence are rising for U.S. tech professionals, but tech powered companies are on edge as compensation satisfaction slips.
More tech professionals in the U.S. enjoyed merit raises last year, driving average salaries up nearly 3% to $87,811. Tech professionals understand they can easily find ways to grow their career in 2014, with two-thirds of respondents (65%) confident in finding a new, better position. That overwhelming confidence matched with declining salary satisfaction (54%, down from 57%) will keep tech-powered companies on edge about their retention strategies.
Download the full 2014 Salary Survey Report now.
This detailed report provides compensation data by metro, state, job title, tech skill and more from a survey of more than 17,000 tech professionals.
Having the latest info at your fingertips helps makes sure your salaries are competitive, so you can attract and retain the best tech talent.
From Silicon Valley to the eastern hub of finance and government, the war for technology talent has traditionally been fought on the coasts of the U.S.
However, recruiters and hiring managers are now suggesting that the Midwest is the toughest region for recruiting technology professionals. A recent hiring survey from Dice with responses from both recruiters and hiring managers, who recruit across the U.S., found that five of the top 12 most challenging cities to recruit tech talent in are located in the Midwest.
See which five came in toward the top, as well as other more usual suspects where technology recruiting isn’t always a breeze.
Read the January 2014 Dice Report:
Recruiting Technology Talent in the Midwest Gets Tough
The employment picture for technology professionals remains bright to start 2014, according to nearly 900 tech-focused hiring managers and recruiters.
Findings of Dice’s most recent hiring survey are consistent with our mid-2013 results: nearly three out of four respondents (73%) reported planning to hire more technology pros in the six months ahead. The difference? Nearly one-quarter or 24 percent of respondents indicated their additional hiring will be substantial, as compared to 19 percent who felt that way six months ago.
“The New Year should be ‘all systems go’ for tech professionals on the career front. There aren’t many times when you can write your own ticket, but this consistent optimism and upward pressure on compensation means it’s time to capitalize,” said Shravan Goli, President of Dice.
See what else looks bright in the new year of tech employment: compensation, job security, candidate retention and more.
Read the December 2013 Dice Report:
Special Edition Hiring Survey
The iPhone vs. Android mobile platform debate is one for the ages. But for companies recruiting tech professionals with mobile experience, there’s no contest: they just want mobile talent.
With more than 258 million smartphones shipped by manufacturers in the third quarter, mobile remains one of the fastest growing hiring demands on Dice today. Passions or preferences aside, there’s no debate that tech professionals who have mobile experience win by a landslide.
What specific mobile skills are recruiters and hiring managers searching for?
Find out in the November 2013 Dice Report: Requesting Mobile Talent
Shravan Goli, President of Dice, reports:
“60 percent of new tech jobs created in 2013 [are being] filled by women, according to government statistics…we need to do more to get young girls thinking about technology careers early and often.”
Get a closer look at the details and how Dice supports women in tech.
The average unemployment rate for tech professionals in the third quarter of 2013 ticked up.
At 3.9%, it’s the highest it’s been since the first quarter 2012. However, that’s still better than the 7.3% average unemployment rate for the U.S. overall.
One reason? Half a million employees in professional and business services quit their positions on average monthly in August and September, according to the Bureau of Labor Statistics.
See what else contributed to the slight unemployment uptick in Dice’s Tech Trends Q3 2013.
Ordinarily, the announcement of a new user design wouldn’t merit a mention – at least not by writer John Zappe of ERE.net.
But Dice’s new all-in-one candidate profile is different. Because it combines what John calls that “extra bit of data” from Open Web into Dice candidate profiles, it makes it easier for recruiters to assess talent at a glance.
To put it another way, John says:
“From the 50 social and professional sites, Open Web assembles lists of skills, interests, and a sampling of the most recent contributions the candidate has made to each site. Imagine how long it would take you to do the same thing for just one candidate.”
Read why ERE.net thinks Open Web is well on its way to becoming a “big hit.”
Meet Tim Sackett.
HR pro, dad, and backup point guard on his over-40 men’s basketball team.
He’s also the President at HRU Technical Resources – a $40M IT and Engineering contract staffing firm and RPO. He’s split his 20-year career between recruiting and HR generalist roles, so he gets it from both sides of the desk.
Dice’s Open Web genuinely took Tim by surprise – in a good way. Once a skeptic, Tim blogged about his positive experience with this new social recruiting tool and why Open Web works in his shop, saying:
“Basically, Open Web is a finder of passive candidates. Thousands of passive candidates! Candidates we could not have previously found on other recruiting sites. All in one place, with a ton of information you don’t normally get on a resume.”
Read Tim’s blog to see what else surprised him.
When it comes to careers in technology, one has to distinguish between the trendy and the trends. It’s good to remember that companies have two obsessions – revenue and productivity.
Analyzing the searches America’s hiring managers are using to find tech talent on Dice, it’s time to take notice of these new trends:
What are these technologies, and why should you have them on your recruiting radar?
Find out in the September 2013 Dice Report: Tech Search Term Trends
Do your job postings for technology openings read like a dry, boring list of ingredients on the side of a cereal box? You can increase the response rate and quality of applicants to your job postings by applying some basic marketing principles to your list of ingredients.
Here are five sample job postings that incorporate some of the best marketing tactics for attracting top tech professionals.
1. Sr. PHP, SQL Software Developer
Sells the employer as an interesting and fun place to work. Puts sense of urgency in closing.
Click to view.
2. Linux, JBoss Systems Administrator
Promotes employer as cutting edge. Lists unique benefits and perks. Good use of keywords.
Click to view.
3. Java/J2EE Intermediate Developers
Unique way for a staffing firm to position its client as an appealing and rewarding employer.
Click to view.
4. SQL Database Conversion Specialist
Opening statement clearly describes dynamics of the position. Good use of keywords.
Click to view.
5. Sr. Analyst, Business Systems, Java, Visual Basic
Minimum requirements are organized and easy to read. Good use of keywords.
Click to view.