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Employer Quotes
The quotes below are from employers in this industry: Information Technology (IT)
They are talking about this topic: Needs & Challenges in Continuing Education
The quotes below are about this issue:
Employers are also having difficulty filling mid-level to senior-level leadership positions.
| "A lot of representatives here are probably looking for people with more than five, 10, or 15 years of experience." | Metro |
| "We are a small organization. We have fewer than 25 people—that's our whole IT group. So, we are not looking at entry-level like you guys are. But what you are saying is exactly a problem that we still see when we interview people who have two years, three years, or five years of experience. They come in without the social skills. They don't know how to communicate. One of the things that we do is we run them by our technical people to understand that they have the technical skills. You can see some of it in the resume, but you see a really good chunk of it as you talk about the jobs that they have been doing. And then we run it by a circle of people to see what they will be like. And that's where they fall sometimes." | Metro |
| "I think the data is very much in alignment with our experience. In fact, the problem may be worse than the data shows. We've had several senior leadership positions open for six months or a year. Very difficult to find. There are a couple reasons. One is that our location is mostly in marginal Minnesota, so a rural area. That limits our candidate pool. Also, the high salaries that people are demanding with only partial skill set matches." | Metro |
| "We are trying to influence our leaders to think about how we attract and select talent for our organization in a different kind of way. Rather than meeting a list of 20 qualifications, we need to be very thoughtful about how we select that talent. Then, with an eye to what they can learn and what they can be trained on. Because in the scheme of things—listening to people talk about competencies—people generally fail at the job and it's [lost in translation] the competency such as dragging execution or strategic relationships or communication skills. It's not that they don't know the technical piece. That's been my experience, anyway. So, I think what we're trying to do is influence leaders to think about how do we select talent, how do we attract it, and how do we start to build pipelines? And some of that's external, and some of that's internal. It's a mix of how we're recruiting employees, how we're doing staff augmentation, and how we create those pipelines. So, it's many pieces, many cogs in the wheel." | Metro |