Year: 2023

How to Hire the Best Tech Talent in the Industry

In today’s digital era, hiring tech talent is a priority for CIOs, CTOs, and other tech execs. However, finding and retaining the right candidates is not an easy task. It requires a well-planned recruitment strategy and a thorough understanding of the current market scenario.

One of the biggest challenges faced by tech execs is the shortage of skilled professionals in the industry. With the rapid advancement of technology, the demand for specialized skills has increased exponentially. This has led to a highly competitive job market, making it difficult for companies to attract and retain top talent.

Let’s discuss the steps you can take to hire top talent in the industry.

Explore various aspects of the recruitment process, from outlining staffing needs to fostering a progressive company culture. Whether seeking top-tier developers, designers, or tech marketers, these guidelines can guide you through the hiring journey.

  1. Identify your hiring needs: The first step towards hiring the right tech talent is to clearly identify your company’s needs. Determine the skills and knowledge required for the position and assess whether your current team has the necessary expertise. Understanding the job description and the expectations of the role will help you to attract the right candidates.

  2. Utilize different recruitment channels: Once you have a clear idea of the skills needed for the job, it’s time to look for candidates. There are several recruitment channels to choose from, such as LinkedIn, job portals, professional networks, and referrals. A combination of different channels will increase the chances of finding the right candidate.

  3. Use data-driven hiring: Data-driven hiring is a process that helps to identify candidates who are most likely to succeed in a particular role. This approach involves analyzing data from past hiring decisions, assessing candidates’ technical skills, and conducting behavioral and situational interviews. Data-driven hiring ensures that you’re not just hiring candidates who have the right skills but also those who share your company values and vision.

  4. Create a positive candidate experience: A positive candidate experience is crucial to attracting and retaining top talent. From the initial application to the final interview, candidates should feel valued and respected. Provide clear communication throughout the hiring process, and make sure candidates are informed of their status. Remember, a negative candidate experience can damage your brand and reputation.

  5. Foster a culture of growth and development: The best tech talent is constantly seeking to learn, grow, and develop their skills. To attract and retain such candidates, it’s important to foster a company culture that encourages growth. This can be achieved through various initiatives such as training programs, mentorship, and opportunities for career advancement. So, investing in your employees’ growth not only benefits the individual but also contributes to the overall success of your company.

Hiring top talent requires a comprehensive strategy that covers all the aspects of the hiring process.

Remember, hiring isn’t just about skills but also creating a positive candidate experience and fostering growth and development culture.

Overall, creating a positive and attractive workplace culture is essential in hiring top talent. By showcasing your company’s values, offering competitive compensation and benefits, and having a structured onboarding process, you can set yourself apart from other employers and attract the best candidates for your team. Remember, employees are a key asset to any company and investing in them will ultimately lead to long-term success.

Click here for a post on how to retain your staff.

Keep the Data Center or Move to the Cloud?

Data centers have long been crucial for storing data and running applications. But as cloud computing gains popularity, businesses must decide whether to stick with data centers or migrate to the cloud. This choice is especially vital for tech execs balancing cost, security, and scalability. So, what are the key factors to consider when deciding between data centers and the cloud?

Firstly, let’s define these two options. Data centers are physical facilities that hold servers and networking equipment for storing and processing data. They can be owned by a company or leased from a third party. On the other hand, the cloud refers to remote servers accessed over the internet for storing and managing data, running applications, and delivering services.

So, let’s explore data centers vs. cloud computing pros and cons to guide your company’s choice.

  1. Cost – When it comes to cost, data centers and cloud computing can vary widely. Data centers require a significant upfront investment in hardware, software, and maintenance, while cloud providers offer a pay-as-you-go model that can be more cost-effective for smaller businesses. However, as your company grows and your cloud usage increases, you may find that the costs of cloud computing can quickly escalate. Additionally, many cloud providers charge additional fees for add-on services, storage, and data transfer, which can make it difficult to predict your long-term costs. Before making a decision, do a cost analysis of both options, and factor in your company’s growth plans.

  2. Security – Security is a major concern for any company that stores sensitive data. Data center security can be more easily controlled with in-house staff and equipment, while cloud providers have a team of dedicated security professionals monitoring their infrastructure. However, cloud providers are also a more attractive target for cybercriminals and can be vulnerable to data breaches. When choosing a cloud provider, be sure to research their security measures, certifications and compliance standards. It’s also important to note that cloud providers may not be able to guarantee the same level of security as an in-house data center.

  3. Scalability – One of the key benefits of cloud computing is its scalability. It allows companies to easily scale up or down their infrastructure as their needs change. This flexibility can be particularly beneficial for small businesses that are rapidly growing or seasonal. Data centers, on the other hand, are more limited in their scalability, and require significant upfront planning and investment to allow for growth. That being said, if your company is experiencing steady growth or has a fixed workload, a data center may be a more cost-effective solution.

  4. Reliability – Data centers have a reputation for being reliable and consistent. Companies have complete control over the hardware and software, which allows them to maintain uptime and stability. Cloud computing, on the other hand, is dependent on the provider’s infrastructure and internet connectivity. This can lead to downtime, service interruptions, and fluctuations in performance. However, many cloud providers have invested heavily in improving their reliability with advanced technology like load balancing and redundant servers.

  5. Maintenance and Support – Data centers require regular maintenance and upkeep, which can be costly and time-consuming for companies. Cloud providers handle the maintenance, upgrades, and support for their infrastructure, which can save companies time and money. However, it’s important to choose a provider with a reliable support team and solid track record of timely issue resolution.

Deciding between keeping your data center or moving to the cloud boils down to your company’s needs.

Data centers offer reliability, control, and security, but can be costly and inflexible. Cloud computing provides scalability, cost savings, and easy maintenance, but carries security risks and extra fees. Consider the pros and cons, align with your goals, budget, and growth plans, and consult with a technology expert if needed.

Click here for a post on the environmental impact of moving to cloud vendors.

When you retire – working after retirement

Are you a tech exec getting to the age where you are thinking about retiring but don’t know what to do afterwards? Retiring after 20-30-40, or even nearly 50 years of experience, can make it tough to leave IT behind.

To stay in business without committing the hours needed for a top tech executive, explore various options.

  • Gig Work: Companies seeking rapid advancement benefit from senior leaders’ valuable experience without committing to a permanent executive. Use LinkedIn as a way to connect with company leaders looking for experience. You might also want to look at networks like Upwork, where you can network with people looking for senior leaders for temporary assignments.

  • Technical Advisory: Again, use LinkedIn to connect with people looking for hourly consulting needs. You can typically work with individuals over Zoom to provide them with your expertise based on their specific needs.

  • Blogging: Share your expertise on the go with a blog site. Earn extra revenue through site advertising. The more popular the site becomes the more you will generate. This is a great way to stay occupied and not have a major work commitment.

However, you stay connected with IT you also need to remember to stay up to date with technology.

So, invest in yourself by getting premium services like LinkedIn Learning where you can take courses whenever you feel you need to update your skills in a specific area. This helps you stay competitive in the job market and demonstrates your dedication to ongoing learning.

Another important aspect of staying connected with IT is networking. Attend tech conferences, join online forums or communities, and connect with professionals in your field. Expanding your knowledge and staying updated on industry trends can lead to collaboration and career growth.

In conclusion, to stay connected to the IT industry after retiring as a tech exec, consider gig work, advisory roles, or blogging. If you want to keep writing and sharing your knowledge, creating content for tech2exec.com could be perfect for you. Please connect with me and we can collaborate on some articles.

Click here for a post on retirement.

Is an MBA Still Worth It?

As a tech exec, you may consider an MBA to enhance your resume and leadership standing among peers, and concerned if the MBA is still worth it. Aspiring tech execs may also view the MBA as a means to establish themselves and ease the path to tech leadership.

Does MBA still hold the same cachet as it did years ago?

If you’re considering an MBA, I wouldn’t discourage it. The education it offers is valuable for leaders and aspiring ones. Some companies still highly value this designation. Explore the impact it has had on those who have received it to judge if it’ll help you advance in your organization. If the value seems limited, it might not be worth the time and impact on family. However, if MBAs have benefited others in your company, it’s worth considering, especially if your tuition is covered.

Consider your level in the company and your career stage.

MBA returns can diminish at a certain point. Evaluate the benefits and your company’s emphasis on MBAs. Additionally, an MBA can add value if you’re interested in leadership beyond technology, such as COO or CEO roles.

If you’ve just graduated college and are considering an MBA, my advice is to begin your career at a company that offers education financing. Pursuing an MBA while still in college adds to the future financial burden. Many employers cover educational costs to develop their leaders. Research and explore the benefits offered by potential employers.

In summary, if you’re early in your career and in a company that values an MBA, go for it, especially if they’ll fund it. Adding to your resume is always beneficial when you have few obligations, like a family. The added value an MBA could bring down the line is unpredictable, as there are a lot of unknowns when you’re young.

Click here for a post on the top college computer science programs.

TCO and the Hybrid Cloud Environment

Many tech execs manage a hybrid cloud environment, with multiple cloud providers and possibly an existing mainframe. Some companies ended up with a hybrid environment because they were early cloud adopters and didn’t get the desired outcomes, prompting them to try another provider. Alternatively, multiple organizations chose different cloud providers without proper decision controls. Many companies selected multiple cloud providers to avoid relying on a single one.

Regardless of a company’s journey, the tech executive strives to optimize performance in this intricate environment. Total cost of ownership can be really out of whack if there are multiple cloud implementations, and the legacy, say mainframe, environment exists as well.

Tech execs are worried as overall tech infrastructure costs rise due to cloud migration.

Their messaging has always been that moving to cloud will reduce costs because the cloud provider will own the equipment, vs. having to maintain hardware in the datacenter. So, this sales job by a tech executive to their leadership can appear to have been inaccurate.

The reality is, moving applications from legacy systems to the cloud can lead to higher costs.

While transition may require some overlap in production, it’s crucial to decommission as much as possible during migration. A detailed plan should demonstrate the cost reduction during the move. Clearing up tech debt in the mainframe environment beforehand is wise to avoid carrying debt to the cloud, which adds to expenses.

Why are organizations stuck with a hybrid environment?

Initially, in the cloud hype, many jumped onboard hoping for immediate savings. However, merely moving a messy app to a new platform means shifting problems to a different environment. In other words, rehosting doesn’t actually solve anything. It’s just a datacenter change without leveraging the cloud provider’s benefits.

Many organizations opted for a different cloud provider due to misunderstandings about deriving value from their initial choice. The act of rehosting merely shifted chaos from one place to another. Failing to leverage the cloud provider’s PaaS offerings resulted in increased costs for the new platform.

A tech exec needs a thorough plan to migrate the legacy environment to the cloud. If going hybrid, understand the total cost of ownership and consider consolidating platforms for cost-effectiveness. Manage legacy decommissioning alongside migration. Simplify and optimize platform management. Use TCO to assess value in a broad environment.

See this post on Total Cost of Ownership and how to calculate.

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