April 2013 Dice Report: Tapped, But Not Tapped Out

According to a majority of hiring managers and recruiters, more than half of tech professionals accept the first offer without negotiating either starting salaries or hourly rates. How much does that cost candidates?

The national average salary for technology professionals is currently $85,619. In year one of employment, not haggling costs $4,300 on average.

 

See what causes tech candidates to accept the first offer, rather than negotiate a higher salary.

Read the April 2013 Dice Report:
Tapped, But Not Tapped Out
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Spotlight on Women Working in Tech

Facebook COO Sheryl Sandberg recently stirred up debate with her newly published book of career advice, “Lean In: Women, Work, and the Will to Lead”, making it clear that the topic of women in the workplace is still a hot-button issue for the general public. In light of that buzz, Dice took a look at our data about women in technology.

femalesalaries2The most recent Dice Salary Survey reaffirms a truth that has been constant in the analyses since 2009: With tech workers, the compensation gender gap has disappeared. Average salaries are equal for male and female tech pros, provided we’re comparing equal levels of experience and education and parallel job titles.

See what else might surprise you about women in technology and misconceptions about gender gaps in the workplace.

Read Dice’s Spotlight on Women In Tech
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18 Reasons You Should Be Using Open Web

Hundreds of your peers have used Open Web to unlimit their search for top tech talent. See what they say about Dice’s next-generation recruiting tool.

Not familiar with Open Web yet? Learn more now.
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Dice_OpenWeb_Logo“Open Web gives you a 40,000 foot bird’s eye view of who may be available and moves Dice into the next tier category, right up there with other top social media sites.”
Pete T. – Director, Dickinson & Associates

“I like the fact that I can further research candidates to see if they are enthusiastic about the tech field they are in. For example, if a candidate always posts about his tech projects, then it’s obvious he’s passionate about his work.”
Lena G., – Technical Recruiter, Hunter Technical Resources

“Open Web is such a great feature! I definitely feel like I’m ahead of the game when I can learn the basics about a potential candidate, check out their social media presence and contact them all in only a few minutes.”
Chariss T. – HR Manager, Food Service Warehouse

“Open Web consolidates all the information that recruiters worked so hard for in the past. It’s the fastest, most efficient tool for recruiting I’ve seen.”
Jeff W. – Founder & CEO, GravityPeople

“Open Web makes me more efficient as a recruiter, because it aggregates so much information about so many people.”
Charles M. – Recruitment Consultant, Memorial Hermann

“I like how it pulls from all of the social sites, and they are all in one place, where I can click on each profile and select individual. I see how it can really save me time.”
Kent H. – Senior Staffing Specialist, Synergy Seven, Inc.

“I love Dice Open Web. It allows me to look at more candidates than before because I don’t have to hop around to different social sites.”
Sigfredo R. – Recruiter, Kineticom

“I am very excited about this new tool. I thought I was getting good results before, but I think this will really change things.”
Marisol M. – SVP, CAFHE, Inc.

“Open Web is awesome and looks to be very easy to use and user friendly.”
Perri T. – President, Executive Placement Group

“Open Web pulls all of the information I need into one easy profile.  All of the contact information is readily available, and it’s easy to view candidates’ social media profiles.”
Anya M. – Technology Recruiter, Employer Flexible

“I really like Open Web because it brings all the social media info on job seekers to you in one place. I used to manually search the web myself so this is a great time saver.”
Scott M. – Director, Telecomm Software

“Regular Dice is always helpful and I’ve been amazed at the additional resources I can find using Open Web.”
Nancy O. – Senior Recruiter, CoServe Global Solutions, LLC

“The best part is the fact that there’s no longer a need to hop around to other sites to find and view candidates. It’s all in one place!”
Phil M. – Technical Recruiter, Indecon

“I think it’s great that I can do an Open Web search at the same time that I’m doing a Dice search. I can save a search agent and still view the Open Web candidates from the agents.”
Davis A. – Recruiter, Logic House Ltd.

“I used Open Web to find candidates with rare and hard-to-find skills, and it located additional candidates I could contact to fill the position or request referrals.”
Jim A. – Recruiter, Data Center Agency

“I think Open Web is great! I love how I don’t have to waste time seaching for candidates on several diferent social media sites. I’m really glad Dice came up with this.”
Dan C. – Recruiter, Medix Staffing Solutions

“Open Web is a great tool that reduces a step for me in my candidate searching. It combines two tools into one. I absolutely love it!”
Karen A. – Technical Recruiter, EXCEL Management Systems

“I think it’s a brilliant and great idea.”
Jeremy G. – Executive Search-Healthcare Tech, The Howard Group

Open Web Case Study: Memorial Hermann Increases Efficiency

Memorial Hermann harnesses the power of Dice’s Open Web and a progressive company culture to quickly build a digital team that redefines healthcare. ________________________________________   MH_logo

When you’re recruiting quality tech talent for the largest not-for-profit health system in Southeast Texas – 12 hospitals and more than 21,000 employees spread across Greater Houston – time is always of the essence.

For Charles Mendoza, a recruitment consultant with Memorial Hermann, each elapsed day further ramps up the pressure to fill open technology positions; new hires who will ensure that legally mandated electronic records are kept updated, billing across the massive organization occurs on time and that the hospitals’ cutting-edge medical practices don’t falter when technology issues arise.

Mendoza needs the best and the brightest – and he needs them now. His newest aid in that talent quest? Open Web, the latest talent sourcing tool from Dice, America’s leading career website for technology professionals.

“Open Web makes me more efficient as a recruiter,” says Mendoza, “because it aggregates so much information about so many people. Not only does it give me access to more tech professionals, but they’re people I’m able to network with because Open Web includes contact information. For me, it really expedites the process.”

With seven years’ experience as a recruiting professional, Mendoza understands contact information, personal emails or phone numbers, allows technology candidates to say if his open positions are the right opportunities, right away.

“Even if I find a candidate on other services, I can turn to Open Web for that direct interaction. Other services don’t want recruiters to have contact information and then you are stuck waiting – sometimes weeks for a simple yes or no,” says Mendoza. “Even if I have to take the candidates off the list, I know that quickly with Open Web and can move on, while adding those tech professionals to my network for future opportunities.” Dice_OpenWeb_Logo

Mendoza says he’s been able to use Open Web to dig deeper more quickly, an ability that’s particularly valuable to Memorial Hermann given the rapidly-changing informatics needs in the healthcare sector. Finding top talent who blend clinical nursing skills with technology know-how is a tough ask, as is hiring an average of 10 to 15 new tech professionals a month, each and every month. Those hires include technical talent versed in EMR, EHR, and Cerner, as well as Network Engineers, Applications Analysts, Project Managers, Web Developers, Storage Administrators, and support professionals.

The best part about recruiting for Memorial Hermann is showing tech professionals how their work is applied on a day-to-day basis, impacting staff, patients and the organization as a whole. And, the combination of Houston and healthcare is tough to beat. “Healthcare isn’t going anywhere – we anticipate sustained growth for the next decade and Houston is the fastest growing city in Texas and a very diverse, great metropolitan area,” says Mendoza. In fact, it may be one of the only cities where you can attend a rodeo that ends with a Bruno Mars concert, rub elbows with actual rocket scientists, see world-class art and enjoy multicultural neighborhoods, food and nightlife.

Big growth does mean reaching out beyond the local market and relocation is an option at Memorial Hermann for highly-skilled technical talent, particularly those with deep healthcare experience.

“When I contact professionals found on Open Web, it’s not a hard sell. I want to build a network in this space,” Mendoza explains. “Often tech professionals will ask me for help about how their resume looks and they’ll ask for advice. That critique about a resume – what works and what doesn’t – can be really helpful for them and for me.”

To get his job done quickly, says Mendoza, he needs to use every tool at his disposal – and Open Web not only works as a stand- alone recruitment tool, but as an add-on that helps him better utilize the rest of his toolbox.mhquote2

“I don’t have to spend so much time chasing people down, and in my world that’s a very big deal,” says Mendoza. In other words, in the age of Open Web, don’t mess with Memorial Hermann and Charles Mendoza – at least not when it comes to technical  recruiting. Learn more about Open Web. ___________________________________________________________________________________

mendoza_headshot-e13639659296032Charles Mendoza is a Recruitment Consultant with Memorial Hermann Healthcare System. Building the digital team for the largest not-for-profit health system in Southeast Texas, Charles’ hiring priorities for 2013 include EMR, EHR, Storage/VMware, informatics and Cerner talent. Charles has been a recruiting professional in Houston for seven years and can be reached at charles.mendoza@memorialhermann.org.

March 2013 Dice Report: Tech Hubs Redefined

When it comes to the number of technology jobs posted on Dice, the fastest-growing cities in the US may have been unexpected in the past. But with communities uniting to support start-ups and fund STEM education initiatives, no one should be surprised that “traditional tech centers” needs a new definition.

 

See which five somewhat surprising metros are rising to the top of the tech job market.

Read the March 2013 Dice Report:
Tech Hubs Redefined
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Linux Demand and Salaries Up in 2013

Today, tech professionals who manage major data centers are in high demand. Software programmers and app developers are among the hottest commodities in the industry.

Tech is in, but the opportunity for career advancement and big financial reward is highly evident in the Linux jobs market – in fact, salaries for skilled Linux talent are rising at nearly double the rate of other tech pros.

Dice and The Linux Foundation have again teamed up to share the hiring forecast for the year ahead through data from both hiring managers and Linux professionals.

Read the 2013 Linux Jobs Report
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2013-02-Linux-Infographic-FINAL

Case Study: GravityPeople Finds Success with Open Web

gravityLogo2010 Technology recruiting firm GravityPeople leverages Dice’s new Open Web tool to shift past the usual suspects and find fresh, unique candidates.

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If there’s a phrase that frustrates technology recruiter Jeff Winter, it’s the words, “if only.” As in: “This is a dream position with a Fortune 500 company. If only we could find the right person to fill it.”

Winter, the founder and CEO of San Francisco-based tech recruiting company GravityPeople, has spent much of the past year with those two yearning words – “if only” – on the tip of his tongue. He has plenty of clients in need of experienced tech talent, plenty of open jobs waiting for qualified, willing tech professionals to fill them. The trouble is, Winter and his “Team G” recruiters simply can’t find the right people.

“So many tech professionals we see are happy, which is great for them, but very frustrating for me,” says Winter. “Perks are good, people are happy with their jobs and their salaries. That makes filling the very good positions we have open even tougher than it would be normally.”

Dice_OpenWebLogoThat’s exactly why Winter is so excited about Open Web, Dice’s new killer app for tech recruiting. As the 14-year veteran recruiter tells it, in Open Web, Dice has created a social media GPS capable of guiding hiring professionals through more than 2 million unique open web profiles to target exactly the right would-be hires.

“Open Web consolidates all the information recruiters have had to work so hard for in the past,” says Winter. “It’s the fastest, most efficient tool for recruiting that I’ve seen. It’s perfect, like one-stop-shopping for technology recruiters.”

On the verge of emerging from beta testing, Open Web leverages information from billions of web pages and 50 social networks – everything from Facebook and Vimeo to Github and Stack Overflow – to build individualized profiles for tech pros currently on a job hunt and for “passives,” potential job candidates who have yet to take so much as a first step toward leaving their current employer.

The depth of the profiles and the ability to gauge not only skill sets and resumes, but also personality and community style, make Open Web a versatile tool for judging cultural fit, says Winter. “Not only do the profiles help me understand a candidate better – their passion, their interests – but having that kind of background information helps you tailor your pitch about new positions,” Winter says. “I like it because it’s not just a flat profile, where you’re kind of guessing what the person is passionate about. Now, I can figure out so much more. You can get all of that from what’s consolidated here.”

CaseStudyCalloutWinter points to two critical distinctions that have made him an Open Web evangelist: Readily available personal contact information and the ability to shift past the usual suspects to find hidden gem job candidates. Says Winter: “With Open Web, I put in a search string, check the person’s information, go into their profile and find the contact information. In the majority of cases, Open Web has email. That to me is key. I can immediately contact the candidate directly.”

As for micro-targeting hidden gems, Winter says that comes from Open Web’s capacity to mine huge amounts of professional, public information coupled with a versatile search engine capable of targeting by geography. “I love that you can find people who haven’t been hammered with offers, which you know happens in this market,” says the CEO.

Already, Winter has found multiple successes – and fewer reasons to say “if only” – since GravityPeople began using Open Web. One such example? The match Winter made between a “Chief Architect/Big Data” job opening and a tech pro who had no clue he was even in the job marketplace.

“The role was perfect for him, a small company four or five miles away from his house. He was surprised that I could find him and maybe a little mad,” Winter explains. But he said he’d be interested in having a discussion related to the position and he put together a short resume for me to use with my client.”

The moral to the story? “He’s a candidate that other recruiters that don’t use Dice won’t be able to find because he’s staying off the radar,” says Winter. “And I was happy to present a qualified, unique, terrific candidate to my client.”

That’s Open Web in a nutshell: Killing the phrase “if only” – a few thousand technology job openings and a couple million social profiles at a time.

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Jeff-WinterJeff Winter is the founder and CEO of GravityPeople. Located in San Francisco, Gravity is one of the largest technical recruiting practices in the Bay Area specializing in recruitment within the enterprise and consumer software sector. Jeff has been a search professional in the bay area for 14 years and manages a team of professional recruiters providing recruitment services to venture-capital backed startups, as well as Fortune 500 clients. 

Dice Tech Salary Survey Results – 2013

Technology professionals’ wallets are widening.

Dice_SS_CoverDice’s Salary Survey Results for 2013 show that tech professionals are enjoying the biggest pay increases they’ve seen in a decade.

With the unemployment rate for technology professionals generally half the rate of the overall labor market in the U.S., employers are investing in recruitment and retention. See how your pay scale stacks up.

Download your Salary Survey Report now.

This 11-page report includes compensation data by metro, region, company size, industry, job title and skill set from a survey of 15,000 tech professionals. Use these valuable insights to attract and retain the best tech talent.

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February 2013 Dice Report: Home Field Advantage

As a technology recruiter or hiring manager, it’s likely that your search for tech talent takes you far and wide to find candidates with right skills and experience. But before you hit the road, read on.

Dice took a look at tech professionals’ confidence in their ability to find a new position, correlated with their willingness to relocate. The discovery? Qualified tech professionals in some states across the U.S. don’t appear at all anxious to move, even for the perfect position you might have to offer.
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See the top 10 “sticky” states keeping tech professionals rooted – and a few you might have more luck luring candidates away from.

Read the February 2013 Dice Report:
Home Field Advantage
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Natural Language Voice Recognition Specialist

It’s funny how life sometimes imitates fiction.

Voice PatternsFor decades voice recognition devices in science fiction films like 2001: A Space Odyssey, Blade Runner, or TV series like Knight Rider intrigued us. They seemed so, well, far out. But now, natural language voice recognition technology is becoming part of our daily routine.

Thanks to products like Apple’s Siri, this technology is entering a new phase. It’s increasingly becoming an everyman’s tool and is widely expected to penetrate more aspects of daily life in the coming years. That, in turn, is likely to dramatically improve opportunities for natural language speech scientists, especially as the technology becomes more complex and nuanced, and gains the ability to understand the speaker’s context.

“The field of natural language is going from a small niche to a much broader one,” says Ben Lillienthal, co-founder of One Tok, a New York-based software platform company that’s aggressively carving out a niche as a leader in the creation of platforms for voice-enabled apps.

In particular, voice technology specialists should have strong backgrounds in linguistics, artificial intelligence and computer science, says Lillienthal. Experience with statistics and role-based modeling can also be helpful. For the most part, programs are written in C++  and Voice XML.

Lillienthal sees the growing sophistication and widespread use of natural language speech technology as an outgrowth of the evolution of computing. “Computing processing power is now so fast that you can do things that make computers seem like they’re smart,” he says. An important piece of the puzzle is to develop programs that allow the technology to “model an entire range of human expression.”

Image: Stanford University