How’s the IT Job Market?

[anxvariety]

I noticed someone posted in here the other day that he had run the interviews for a development position. He mentioned that the interviewees were letting it be known that they’d take 30-50% less than the usual salary?

Curious if anyone has any thoughts on the IT job market in San Diego right now. Either from a hiring or applying perspective.

I’m in Colorado and the market is very tight. I wouln’t consider myself the best developer in the world, but I’d say in the top 20% and I’m struggling to find a fulltime job here. Many of the job postings are for positions that have been open for months, and the companies are being VERY selective.

[Coronita]

[quote]
He mentioned that the interviewees were letting it be known that they’d take 30-50% less than the usual salary[/quote]

Um, yeah, and those are probably some of the same small companies that in good times try to convince people to take a 30-50% pay cut in return for as much “pre-ipo toilet paper stock certificates”….. and wonder why it’s so difficult to hire good talent or why their development/projects suck egg. I have not seen a company succeed in the long run primarily driven by cost cutting and finding the cheapest “labor” of development. Doing so infers they aren’t really building anything that cannot be easily done by someone else, and hence really lack a barrier to entry and competition. If that isn’t a warning sign of how you’re valued even before you show up for work, guess what happens when you do show up for work.

FAIL….. Move on…

Most large employers have pay scales..It’s pretty difficult to come under -30% what your pay scale should be, unless one willingly took a lower position. which very well maybe be what one needs to do in certain situations.

You probably don’t want to hear this either but…Some employers keep job positions open for months, to keep open a headcount that has been allocated to them. They might not need to fill it right away. They have it open for various reasons. A lot of development dollars work like the government’s budget…in that you must spend all of it, otherwise if you don’t, your budget shrinks next year…(Sound familiar?). That ‘s why often times you have companies that will have a position open for months try to find the “most qualified candidate”, and hastily fill it torward the end of the quarter/fiscal year. They went through lauddy da da, and finally toward the end, they needed to fill the position immediately or lose their headcount. So they picked someone close to the end of the interviewing. So… use this to your advantage.

Also, some companies keep positions open on the website even though they have a hiring freeze. It’s a image thing. Some even go through the song and dance of interviewing people (locally that requires no cost), only to not hire.

Hiring these days has a lot more to do with who you know and who knows you that what you know. The latter is going to take your through the HR process, and it’s randomness,etc. If you know people that worked with you in the past, usually referrals expedite the thing much more quickly. Hence, the other rule, don’t burn your bridges.

[Coronita]

[quote]
He mentioned that the interviewees were letting it be known that they’d take 30-50% less than the usual salary[/quote]

Um, yeah, and those are probably some of the same small companies that in good times try to convince people to take a 30-50% pay cut in return for as much “pre-ipo toilet paper stock certificates”….. and wonder why it’s so difficult to hire good talent or why their development/projects suck egg. I have not seen a company succeed in the long run primarily driven by cost cutting and finding the cheapest “labor” of development. Doing so infers they aren’t really building anything that cannot be easily done by someone else, and hence really lack a barrier to entry and competition. If that isn’t a warning sign of how you’re valued even before you show up for work, guess what happens when you do show up for work.

FAIL….. Move on…

Most large employers have pay scales..It’s pretty difficult to come under -30% what your pay scale should be, unless one willingly took a lower position. which very well maybe be what one needs to do in certain situations.

You probably don’t want to hear this either but…Some employers keep job positions open for months, to keep open a headcount that has been allocated to them. They might not need to fill it right away. They have it open for various reasons. A lot of development dollars work like the government’s budget…in that you must spend all of it, otherwise if you don’t, your budget shrinks next year…(Sound familiar?). That ‘s why often times you have companies that will have a position open for months try to find the “most qualified candidate”, and hastily fill it torward the end of the quarter/fiscal year. They went through lauddy da da, and finally toward the end, they needed to fill the position immediately or lose their headcount. So they picked someone close to the end of the interviewing. So… use this to your advantage.

Also, some companies keep positions open on the website even though they have a hiring freeze. It’s a image thing. Some even go through the song and dance of interviewing people (locally that requires no cost), only to not hire.

Hiring these days has a lot more to do with who you know and who knows you that what you know. The latter is going to take your through the HR process, and it’s randomness,etc. If you know people that worked with you in the past, usually referrals expedite the thing much more quickly. Hence, the other rule, don’t burn your bridges.

[Coronita]

[quote]
He mentioned that the interviewees were letting it be known that they’d take 30-50% less than the usual salary[/quote]

Um, yeah, and those are probably some of the same small companies that in good times try to convince people to take a 30-50% pay cut in return for as much “pre-ipo toilet paper stock certificates”….. and wonder why it’s so difficult to hire good talent or why their development/projects suck egg. I have not seen a company succeed in the long run primarily driven by cost cutting and finding the cheapest “labor” of development. Doing so infers they aren’t really building anything that cannot be easily done by someone else, and hence really lack a barrier to entry and competition. If that isn’t a warning sign of how you’re valued even before you show up for work, guess what happens when you do show up for work.

FAIL….. Move on…

Most large employers have pay scales..It’s pretty difficult to come under -30% what your pay scale should be, unless one willingly took a lower position. which very well maybe be what one needs to do in certain situations.

You probably don’t want to hear this either but…Some employers keep job positions open for months, to keep open a headcount that has been allocated to them. They might not need to fill it right away. They have it open for various reasons. A lot of development dollars work like the government’s budget…in that you must spend all of it, otherwise if you don’t, your budget shrinks next year…(Sound familiar?). That ‘s why often times you have companies that will have a position open for months try to find the “most qualified candidate”, and hastily fill it torward the end of the quarter/fiscal year. They went through lauddy da da, and finally toward the end, they needed to fill the position immediately or lose their headcount. So they picked someone close to the end of the interviewing. So… use this to your advantage.

Also, some companies keep positions open on the website even though they have a hiring freeze. It’s a image thing. Some even go through the song and dance of interviewing people (locally that requires no cost), only to not hire.

Hiring these days has a lot more to do with who you know and who knows you that what you know. The latter is going to take your through the HR process, and it’s randomness,etc. If you know people that worked with you in the past, usually referrals expedite the thing much more quickly. Hence, the other rule, don’t burn your bridges.

[Coronita]

[quote]
He mentioned that the interviewees were letting it be known that they’d take 30-50% less than the usual salary[/quote]

Um, yeah, and those are probably some of the same small companies that in good times try to convince people to take a 30-50% pay cut in return for as much “pre-ipo toilet paper stock certificates”….. and wonder why it’s so difficult to hire good talent or why their development/projects suck egg. I have not seen a company succeed in the long run primarily driven by cost cutting and finding the cheapest “labor” of development. Doing so infers they aren’t really building anything that cannot be easily done by someone else, and hence really lack a barrier to entry and competition. If that isn’t a warning sign of how you’re valued even before you show up for work, guess what happens when you do show up for work.

FAIL….. Move on…

Most large employers have pay scales..It’s pretty difficult to come under -30% what your pay scale should be, unless one willingly took a lower position. which very well maybe be what one needs to do in certain situations.

You probably don’t want to hear this either but…Some employers keep job positions open for months, to keep open a headcount that has been allocated to them. They might not need to fill it right away. They have it open for various reasons. A lot of development dollars work like the government’s budget…in that you must spend all of it, otherwise if you don’t, your budget shrinks next year…(Sound familiar?). That ‘s why often times you have companies that will have a position open for months try to find the “most qualified candidate”, and hastily fill it torward the end of the quarter/fiscal year. They went through lauddy da da, and finally toward the end, they needed to fill the position immediately or lose their headcount. So they picked someone close to the end of the interviewing. So… use this to your advantage.

Also, some companies keep positions open on the website even though they have a hiring freeze. It’s a image thing. Some even go through the song and dance of interviewing people (locally that requires no cost), only to not hire.

Hiring these days has a lot more to do with who you know and who knows you that what you know. The latter is going to take your through the HR process, and it’s randomness,etc. If you know people that worked with you in the past, usually referrals expedite the thing much more quickly. Hence, the other rule, don’t burn your bridges.

[Coronita]

[quote]
He mentioned that the interviewees were letting it be known that they’d take 30-50% less than the usual salary[/quote]

Um, yeah, and those are probably some of the same small companies that in good times try to convince people to take a 30-50% pay cut in return for as much “pre-ipo toilet paper stock certificates”….. and wonder why it’s so difficult to hire good talent or why their development/projects suck egg. I have not seen a company succeed in the long run primarily driven by cost cutting and finding the cheapest “labor” of development. Doing so infers they aren’t really building anything that cannot be easily done by someone else, and hence really lack a barrier to entry and competition. If that isn’t a warning sign of how you’re valued even before you show up for work, guess what happens when you do show up for work.

FAIL….. Move on…

Most large employers have pay scales..It’s pretty difficult to come under -30% what your pay scale should be, unless one willingly took a lower position. which very well maybe be what one needs to do in certain situations.

You probably don’t want to hear this either but…Some employers keep job positions open for months, to keep open a headcount that has been allocated to them. They might not need to fill it right away. They have it open for various reasons. A lot of development dollars work like the government’s budget…in that you must spend all of it, otherwise if you don’t, your budget shrinks next year…(Sound familiar?). That ‘s why often times you have companies that will have a position open for months try to find the “most qualified candidate”, and hastily fill it torward the end of the quarter/fiscal year. They went through lauddy da da, and finally toward the end, they needed to fill the position immediately or lose their headcount. So they picked someone close to the end of the interviewing. So… use this to your advantage.

Also, some companies keep positions open on the website even though they have a hiring freeze. It’s a image thing. Some even go through the song and dance of interviewing people (locally that requires no cost), only to not hire.

Hiring these days has a lot more to do with who you know and who knows you that what you know. The latter is going to take your through the HR process, and it’s randomness,etc. If you know people that worked with you in the past, usually referrals expedite the thing much more quickly. Hence, the other rule, don’t burn your bridges.

[svelte]

I have a friend with top notch internet software development skills who was laid off between Thanksgiving and Christmas. He’s one of those guys who has never been without work for more than a week since college. I think his job hunt will start in earnest next week.

If you remind me in about 2 weeks I’ll ask him how the job market really is at this moment in time.

[svelte]

I have a friend with top notch internet software development skills who was laid off between Thanksgiving and Christmas. He’s one of those guys who has never been without work for more than a week since college. I think his job hunt will start in earnest next week.

If you remind me in about 2 weeks I’ll ask him how the job market really is at this moment in time.

[svelte]

I have a friend with top notch internet software development skills who was laid off between Thanksgiving and Christmas. He’s one of those guys who has never been without work for more than a week since college. I think his job hunt will start in earnest next week.

If you remind me in about 2 weeks I’ll ask him how the job market really is at this moment in time.

[svelte]

I have a friend with top notch internet software development skills who was laid off between Thanksgiving and Christmas. He’s one of those guys who has never been without work for more than a week since college. I think his job hunt will start in earnest next week.

If you remind me in about 2 weeks I’ll ask him how the job market really is at this moment in time.

[svelte]

I have a friend with top notch internet software development skills who was laid off between Thanksgiving and Christmas. He’s one of those guys who has never been without work for more than a week since college. I think his job hunt will start in earnest next week.

If you remind me in about 2 weeks I’ll ask him how the job market really is at this moment in time.

[paramount]

If at all possible I would get out of IT permanently – I know that’s easier said than done but in the long run it’s probably the smart move.

Between outsourcing, H1B’s, an excess of IT workers and recruiters, the IT industry has become one of America’s worst fields to be in.

If 50% of advertised jobs on Dice are real I would be shocked – it’s probably much lower.

IT is a perfect example of an industry that needs to be Unionized.

[paramount]

If at all possible I would get out of IT permanently – I know that’s easier said than done but in the long run it’s probably the smart move.

Between outsourcing, H1B’s, an excess of IT workers and recruiters, the IT industry has become one of America’s worst fields to be in.

If 50% of advertised jobs on Dice are real I would be shocked – it’s probably much lower.

IT is a perfect example of an industry that needs to be Unionized.

[paramount]

If at all possible I would get out of IT permanently – I know that’s easier said than done but in the long run it’s probably the smart move.

Between outsourcing, H1B’s, an excess of IT workers and recruiters, the IT industry has become one of America’s worst fields to be in.

If 50% of advertised jobs on Dice are real I would be shocked – it’s probably much lower.

IT is a perfect example of an industry that needs to be Unionized.

[paramount]

If at all possible I would get out of IT permanently – I know that’s easier said than done but in the long run it’s probably the smart move.

Between outsourcing, H1B’s, an excess of IT workers and recruiters, the IT industry has become one of America’s worst fields to be in.

If 50% of advertised jobs on Dice are real I would be shocked – it’s probably much lower.

IT is a perfect example of an industry that needs to be Unionized.

[Author]

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