Tag: BYOD

IT Resume Tips: IT Candidates Need to Highlight Team Experience

IT Resume Tips: IT Candidates Need to Highlight Team Experience

By Stephen Van Vreede (@ITtechExec)

IT Team Environments

IT job search sites helpful or hurtful 3The business landscape has changed dramatically for IT over the past few years. The days of IT folks or departments operating in a vacuum are gone, never to return. Although this is a good development for business as a whole, it has required a change to the way IT works.

IT professionals must have the ability to directly engage business leaders, users, and process owners. This direct interaction is designed to eliminate the gaps in communicating needs and requirements that have plagued the business in the past.

The IT Resume

IT candidates must be able to communicate their ability to work well in collaborative team environments on the resume. Employers and recruiters today expect IT professionals to possess this skill. But simply stating that you’re a “team player” is not good enough. Everyone says that. They want the candidate to prove it in the meat of the resume.

The ITtechExec Way

To arm yourself with more tools in your technical job search arsenal, we offer a free Technical Jobs report & Online Identity Assessment to our followers. We also offer a 10% discount to our followers. Take advantage of our offer just by signing up to follow this blog or go to our website ITtechExec (be sure to indicate in the “How did you hear about us?” box that you found us through our blog).

The HR Dilemma with IT

The HR Dilemma with IT

By Stephen Van Vreede (@ITtechExec)

Defining the Role of HR

HR serves many purposes in the corporate world. In most cases, HR helps to set strategy, plan the organizational model, define roles and responsibilities, set compensation levels, manage employee relations, handle orientation (or onboarding as it’s now called), ensure employment compliance, and monitor regulatory and legislative reforms. However, to the business or operating teams, HR is really in place to help them recruit, hire, train, and retain high-quality talent. For IT organizations or departments, the function of attracting, hiring, and keeping technical talent is more specialized than most other operating areas. Thus, IT presents HR with some unique challenges in this regard.

The IT perception of HR

In most corporations, HR is viewed by the IT team as an impediment to achieving their objectives. True or not, this seems to be the prevailing attitude from IT operators about HR. It seems that HR departments, or at least the HR representatives that engage directly with the IT team, are more focused on mitigating liability than anything else. These liabilities include equal employment opportunity (EEO) lawsuits, wrongful firing cases, sexual harassment cases, and the like. Human Resources takes a firm stance that the IT group cannot fire someone without reams of documentation. They are very committed to this. Yet, when it comes time to hire people so that IT can support and enable the business, there seems to be no sense of urgency.

Truth or reality?

So what’s real and what’s perception here? Experience indicates that it’s a bit of both. The real issue stems from the Information Technology Department’s unclear understanding of everything HR must do as well as HR’s unclear picture of what IT truly needs to be effective.

Communication

Really, it all boils down to communication and goal alignment. IT executives must come to the realization that it is one of their primary responsibilities to cultivate a strong working relationship with HR. In this way, HR executives can relate to their team the importance of the manner and expediency with which they recruit and hire for IT. Furthermore, this collaboration between HR and IT must extend to the onboarding and organizational development initiatives as well as compensation. Only by a joint effort will the company be able to generate a strong base of technical talent that is compensated appropriately, well equipped, with a clear sense of purpose and a career direction within the company that impels them to stay and incents them to perform to the utmost of their abilities.

IT executive, start building this kind of relationship with your HR executive today. The fruits of your labor will be rewarding.

The ITtechExec Way

To arm yourself with more tools in your technical job search arsenal, we offer a free Technical Jobs report & Online Identity Assessment to our followers. We also offer a 10% discount to our followers. Take advantage of our offer just by signing up to follow this blog or go to our website ITtechExec (be sure to indicate in the “How did you hear about us?” box that you found us through our blog).

What Is Leadership Anyway?

What Is Leadership Anyway?

By Stephen Van Vreede (@ITtechExec)

Where have all the leaders gone?CIO resume shaky 2

What is true leadership in business? Would we recognize it if we saw it? You bet we would! There aren’t a lot of leaders, but there are a ton of people in leadership roles. What gives?

Join the discussion

Join us on Wednesday, July 25th at 3pm Eastern for the Tech Career Forum discussion on this great topic. To be a part of the action, simply follow the #TCFchat stream on Twitter and be sure to include the #TCFchat hashtag anytime you want to give someone a piece of your mind.

Driving the discussion

To “lead” the process in a structured manner, we pose questions to provide a framework for discussion.

The questions for the leadership discussion include:
  1. What does “leadership” mean to you?
  2. Who can be a leader and how does one become a leader?
  3. In the IT world, what should leaders be focused on?
  4. How do you convey leadership capabilities on a resume or online profile?
  5. Can you describe what you learned about leadership, good or bad, from those that led you?

If you’re unable to join us for the live chat, go to our Tech Career Forum LinkedIn Group page to view the recap or go to the Storify page.

Why IT Needs a New PR Campaign

Why IT Needs a New PR Campaign

By Stephen Van Vreede (@ITtechExec)

IT as a Road Block to Business SuccessIT Brand Perception

Let’s face it, IT departments have been notorious over the years for squashing the dreams and aspirations of folks in the rest of the organization. So much so that many operations people think they hear the response “No” from IT almost as much as they hear it from the legal department. If you’re a techie or an IT manager, and you’re thinking “No, you’re wrong!” well, there you go again.

The BYOD Phenomenon

Consider it from the perspective of other people in the organization. Why do you think the Bring-Your-Own-Device (BYOD) issue is so huge today? Simply put, people have tools and applications that work and that they are comfortable with already available on personal laptops, tablets, smartphones, etc.

Now I am not necessarily advocating for or against a BYOD policy. I’m just using it to demonstrate the fact that if IT were delivering all the technologies, tools, and services in a format that worked well for the business, people would not feel the need to bring their own technologies to work to get things accomplished.

Should IT Always Say Yes?

No. I’m reasonable… relatively. I know that people will make the strangest, most absurd requests. I would never recommend trying to fulfill those just to improve the perception of the IT department. It would be a huge waste of time and resources. What’s clearly lacking in most organizations is a clear strategy. For IT, it’s difficult to develop a plan if you don’t understand the role of the IT organization within the company as a whole. Setting a clear direction that everyone, in IT and across the company, can fully understand has to come first.

Building the IT Brand

Now IT can go about developing their brand message and communicating it across the company. This includes communicating it to the IT resources. In fact, the focus on this brand, or the value IT provides the business, should be ingrained as part of the IT culture, new hire training, team member development, performance management, and all similar areas. With this approach, you go beyond simply talking about a theoretical value and begin demonstrating your commitment to it by practicing what you preach and holding everyone in IT accountable for ensuring it gets fulfilled.

Over time, the rest of the organization will buy in to this model. IT may not be able to say “yes” to every pipe dream, but people will know that reasonable requests will be fairly evaluated by IT. This is especially true if IT responds to the requests by firmly stating what can be done, in what time frame, with what number of resources, at what cost, and at what level of involvement from the business unit.

The concept is fairly simple, but fostering this kind of change in a legacy IT environment is no small feat. But you must start somewhere. By putting the right talent with the proper mindset and effective leadership in place, you’ll make a great start.

Personal Brand Impact

Of course, for IT pros, you can use similar concepts to develop or enhance your personal brand statement. Think about it. If most organizations don’t do this well, it provides you with the opportunity to differentiate yourself by developing such a culture within your IT department or specialty area. When hiring managers read about it on your resume or in your online profile, they will understand how difficult this culture is to achieve and will be impressed with what you’ve accomplished.

The ITtechExec Way

To arm yourself with more tools in your technical job search arsenal, we offer a free Technical Jobs report & Online Identity Assessment to our followers. We also offer a 10% discount to our followers. Take advantage of our offer just by signing up to follow this blog or go to our website ITtechExec (be sure to indicate in the “How did you hear about us?” box that you found us through our blog).