Archive for the ‘jobs in information technology’ Category

IT Leader Job Hunting Secrets

Wednesday, February 11th, 2009
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You’ll Bag A New Job Quicker If You Know How To Hunt For One

You’ll Bag A New Job Quicker If You Know How To Hunt For One

It’s All About How You Use Your Time

So I like to talk about how to be a better IT Leader just as much as the next guy, but what are you supposed to do when your job has gone away? I’ve been getting a lot of email from IT managers who are finding themselves unintentionally “in-between jobs” for the first time in a long time. The first thing to realize is that no matter how long it takes to find the next job this is just temporary. The next thing to understand is that there are secrets to speeding up the finding of your next IT job…

The #1 problem that I see in IT managers that I’m working with who are searching for a new job after having lost their last one is that for the first time in a long time they don’t know what to do with their time. When they were working it seemed like they never had enough of the stuff. However, now that their job has gone away, they don’t know what to do with themselves.

The first thing that we all need to realize is that you’re going to need is some structure in your life if you want to hurry up the process of finding your next job. If you don’t have any structure to how you are spending your day, then you won’t be organized and you won’t be focused. This means that you won’t be able to get to where you want to go.

Job Hunting Is Like Having Another Job

When I’ve been between IT jobs, it took way too long for me to have this mental breakthrough: job hunting IS my job. When you have this understanding, a lot of other things start to fall into place. Just like any IT job that you’ve had in past, you need to structure you new job hunting job so that you have specific work hours and a schedule for getting things done along with deadlines.

The secret to making your job hunt a success is to treat it like a full-time job. This means that you’re going to have to do things like set aside some physical space for your job hunting work: that’s exactly what your home office was created for.

All too often immediately after having lost an IT job, we’ll sit down, sign onto Monster.com, and start applying for every job that we can find. Don’t do this.

Instead, go about starting your job search in the right way. The first thing that you are going to want to do is take some time to get well organized. This means that you’re going have to start off by taking the time to spend several days or even as long as a week to really get set up for your job search.

Getting set up means doing several things that are important to do, but not necessarily related to applying for any one specific job opening. Instead, you need to spend your time getting your resume in order, maybe creating some cover letter templates, even chasing down some good references would be time well spent.

The Three Bucket System

Face it, when you suddenly find yourself running a one person business in which you have to do everything, it’s pretty easy to reach a point where you just throw your hands up in the air and say “I give up!” Don’t do it. Julie Morgenstern a productivity author suggests that you view your day as being divided up into three separate compartments: preparation and research, meetings, and follow-up.

Her main point is that it is dangerous for us to spend too much time doing any one thing. What we need to do is to try to schedule a meeting every day (or at least five meetings a week). Instead of spending all of your time hunched over your laptop, this will help to keep you better connected to the outside world.

Julie also suggests that we end every day by planning the next one, plus the two days after that. This sets up a time horizon where we start to feel as though we know what’s coming up and so it’s not so scary. Face it, we are energized by getting things done and this will help us do that.

What All Of This Means For You

Losing an IT job is never good, losing an IT manager’s job is even worse. It’s all too easy to get lost in feeling bad for ourselves when this occurs.

The experts tell us that we need to sit ourselves down and realize that we have a new job: finding our next job. Getting organized and coming up with ways to divide up our days into productive segments will help us to get there.

The most important thing to remember when you are hunting for your next job is that you will find it. The only thing that you can’t control is how long it will take. Use these suggestions that we’ve discussed and that hunt will take less time!

Do you think that how well you are organized can reduce the amount of time that it takes to find your next job?

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What We’ll Be Talking About Next Time

Should An IT Manger Be A “Secret Shopper” When Looking For A New Job?

Wednesday, December 10th, 2008
IT Leaders Need To Check Out Both Their Next Job And The Company That's Offering It

IT Leaders Need To Check Out Both Their Next Job And The Company That's Offering It

So let’s pretend for a moment that you are NOT fabulously satisfied with your current job as an IT Leader. You’ve decided that global recession or not, you really, really need to find yourself a new IT job. How do you plan on going about doing this? There is nothing new that I can tell you about Monster.com or Dice.com, writing the perfect resume, or even how to leverage social networks like LinkedIn in order to get an offer. Instead, let’s talk about what you need to do AFTER you get the offer.

When you were just out of school, or when a job that you had suddenly went away, you probably went searching for the first job that would start providing you with a paycheck. However, times have changed. You now actually have a bit of a career going and, assuming that you currently have a job, you’d prefer to not muck it up.

What this means is that your search for you next IT Leader job needs to include a few additional steps that just might strike you as strange – but could very well save your career. Interested? Let’s see what you need to do next.

Once you have an offer from a company, STOP! Don’t accept it right off the bat. Tell the company that you need some time to consider their offer. Two days would be perfect, but you can even accomplish what you need to get done in a single day if you move quickly.

We all know that job descriptions are generally junk – originally created too long ago by someone who thought that they knew what they needed and then transformed into junk by caring members of the HR and legal teams so that nobody would be offended or even know what the job was about. This means that you need to make sure that you can get along with your potential new boss (hopefully you have already talked with him/her). Now you’ve got to find out if this COMPANY is the right company for you.

In a nutshell, if the company makes a lousy product / service and all of their customers are ticked off at them, then this is probably not the best place for you to take your career to. This is the new angle that you need to add to your job search: not just checking out the new job, but also checking out the company that you are considering joining.

How do you do this for an IT job? If the company that you are thinking about joining has retail stores or distributors that carry their products, then this part is easy – it’s time to go shopping. If you were considering joining Bose’s IT department, then you’d want to visit your local Best Buy and check out their home theater section.

Even more important than confirming that Bose products are still available (proof that they aren’t going out of business), would be what you learned by talking to the sales associates. What do they think about Bose products? Do people return them? Are they selling well? Although these are not IT questions, they are critical to making sure that you are joining a growing thriving company instead of a stalling, shrinking one.

If the company that you are thinking about joining does not have their products in retail stores, then you’re going to have to be a bit more creative. Almost all firms have some sort of help / support line. Play the role of a customer and give it a call – how do they treat you? Do some on-line searching for reviews of the company and their products. Look for legal actions against the company – discrimination lawsuits are never a good thing.

At this stage in your IT career, you need to adopt a bigger view of the world when you go looking for your next job. It’s no longer just about the job, but now it’s also about the company that you might be working for…

Did you take the time to check out the company that you are currently working for? How did you go about checking them out? Was the information that you found accurate? Leave me a comment and let me know what you are thinking.

Managing IT Talent In The 21st Century: Grow Or Buy?

Thursday, August 14th, 2008

IT managers need to find a way to both grow and buy new IT talent

Hopefully we can agree that the way that IT talent is being managed in most companies is just flat out broken. It’s easy to point fingers and say that a process doesn’t work, it’s much harder to suggest a solution to the problem. Let’s spend some time doing just that – the hard stuff.

Fix Suggestion #1: Make and Buy Talent In Order To Manage Risk

Back in the good ‘ol days of the 1950′s and 1960′s there really was only one source for new talent within a firm – you had to grow it yourself. This growing process took a great deal of time so extensive management development systems were created to track how the next “crop” of talent was coming along. When an opening occurred in the organization, then either a new manager had to be harvested or else that part of the company and it’s associated opportunities had to be discarded.

As you can well imagine, the folks in charge of growing new talent would “plant” more talent early on in the process so that they would never be caught without someone to harvest should the need occur. Back in the day, firms could afford to have more talent than they needed. That doesn’t work today. If you are ready to be an IT leader and the opportunity does not show up quickly, then you are more than likely to walk out the door. Just to make things even worse, the Watson Wyatt consulting firm has done a study that shows that talent that gets trained and then is not presented with an opportunity to use that training will often leave the firm.

So what’s an IT manager to do? Look, it will always make sense to grow your next wave of leaders internally as long as it is cheaper and less disruptive than going outside to get it. However, there is no way that we can grow all of the talent that we’ll possibly need internally. Since hiring from the outside is a much quicker solution as well as allowing you to be more responsive to dynamic business conditions, you really need to be able to use both solutions.

How to go about doing this? The first step is the simplest, stop trying to forecast your IT talent demand with any level of accuracy. Just admit it – you really have no clear idea how many people you are going to need 1, 2, 3 or more years out. This wasted forecasting can be replaced with a different approach: simulations. Simulations won’t provide an 100% accurate forecast; however, it can get closer. What’s even better is that if a simulation shows that the company’s current plan will result in an enormous need for new talent, then the plan can be changed.

Here in the 21st Century the ease with which employees can leave a company means that developing too much internal talent is a much greater risk (and expense) than developing too little. Since you can go outside and hire the talent that you need when your needs exceed your home grown crop, there are four trade-offs that you have to evaluate when filling a position:

  • How long will you need this person? The longer that the person will be needed, the more likely you should be to develop internal talent to fill the position.

  • How sure are you that you really know how long you will need the talent? If you are unsure of upper management’s commitment to the company’s current direction, then you should be less willing to develop internal talent to fill the position.
  • Are Other IT Managers Available To Step In If Needed?: How specialized is the position – are special skills needed to perform the tasks associated with it? Could other IT managers easily step in to fill the position if required or would special training be required?

Now that we’ve come up with a strategy for HOW to fill positions using both internal and external talent sources, the next issue to discuss will be to come up with a way to adapt to the uncertainty that every company has in trying to figure out how much staffing is going to be needed in the future…

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