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Recruiting Top-Notch Computer Specialists
BNH interviewed Patricia Zier, president of P.D. Zier Associates of Trumbull, an executive search firm.
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Business New Haven
11/3/1997
By: Clement L. Russo
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What do companies face today in hiring computer specialists?
The market is tight, especially for state-of-the-art technical professionals, and competition for these professionals is very keen. Companies are becoming more aggressive with regard to what they'll pay, and some are even offering signing bonuses. While this is not an uncommon practice when filling management jobs, it's being used more often now to attract non-management talent, including senior programmers, systems analysts and project leaders.
What's causing the shortage?
There are a number of new companies moving into Connecticut, and many established ones in the state are growing or upgrading to new technologies. But there are also shortages in areas related to older computer technologies. While most technical specialists tend to focus on recent applications and systems, plenty of firms need help to maintain systems that are not
so new.
What are the best local schools to recruit from?
Many schools in Connecticut have good computer programs, in my experience, but I don't believe excellence depends on having a degree from a particular university or college. Companies will often try to recruit from the top ten percent of a graduating class, but you can't always be sure that those are the best candidates. My advice is to look for those students who match your technical and corporate needs, and be prepared to train them.
Besides technical expertise, what qualities should employers look for?
My clients will typically ask me to find computer professionals who are self-starters, possess good communications and leadership skills, and are team players. I also believe that patience is a critical quality to look for these days. In our dynamic and sometimes chaotic business environment, technical specialists need to be able to deal with rapid change, and even the most qualified professionals can falter if they don't have patience.
What incentives can companies use to recruit - and retain - top-notch computer specialists?
Companies need to be competitive with regard to salaries, encourage professional growth, offer a challenging technical environment, be involved in the education and training process, and communicate well with employees. Stock options are also an excellent incentive, they send the message that you appreciate a job well done and that you're willing to spread the wealth.
What advice can you offer companies that rely on
temporary help?
Evaluate temporary employees just as you would permanent ones, and do it both before they come on board and throughout their assignment. Also, keep in touch with the temporary agency on a regular basis, and don't be afraid to discuss problems frankly. Most important: Remember that temporary technical employees are professionals and a valuable asset to your company - and that they ought to be treated as such.
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