1. Big Opportunities in KC HCIT - Ashley Prahler

5. Agenda
Understanding the Labor Landscape
Attracting IT Talent
Exploring the Priorities of IT Professionals
Approaches to Success

6. Understanding the Labor Landscape

7. Scope of the Labor Market
Labor Force
While the condition of the labor market nationally has wavered, the IT industry continues to thrive. 1
4.3 million employed IT workers
TEMPORARY WORKERS
10% 60 1
of the current total workforce
million
employed workers
20 million
hybrid business/ IT professionals who do not fit into a traditional IT category
(e.g., project manager, business analyst)
20%
While the condition of the labor market nationally has wavered, the IT industry has thrived. There are 160 million employed workers overall, including 5 million employed in IT. Temporary workers account for 10 percent of the current total workforce and 20 percent of the IT workforce. The unemployment rate is approximately 5 percent of all workers, whereas in IT this figure is about 2.5 percent of IT workers.
In addition to the 5 million employed IT workers, there are as many as 20 million hybrid business/IT professionals who do not fit into a traditional IT category.
Sources: Bureau of Labor Statistics, Foote Partners LLC
Last updated: Q2 2017
of the IT workforce
UNEMPLOYMENT RATE
Approximately 4.5% of all workers
About 2.3% of all IT workers
Overall Workforce
IT Workforce

8. Annual Unemployment Trends
Over the last decade the IT unemployment rate has been at roughly half the overall unemployment rate in the U.S. and since 2009, the IT talent market has continued to tighten, making IT talent more and more difficult to find.
Source: Bureau of Labor Statistics
Last updated: Q2 2017
Annual Overall Unemployment Rate
Annual IT Unemployment Rate

9. U.S. Labor Market Overview
Labor force
160 million
IT labor force
4.3 million
Unemployed IT workers
110,000
Available IT talent
Virtually 0
Sources: Bureau of Labor Statistics, CareerBuilder, Glassdoor
Last updated: Q2 2017

10. IT Labor Force IT Labor Force Number of Workers
Unemployment Rate (Q1 2017)
Computer and Information Systems Managers
318,880
1.80%
Computer Network Architects
134,170
2.60%
Computer Network Support Specialists
167,050
3.60%
Computer Occupations, All Other (QA, BI, Project Managers, etc.)
206,320
3.30%
Computer Operators
42,760
2.50%
Computer Programmers
267,040
1.20%
Computer Systems Analysts
524,310
1.70%
Computer User Support Specialists
541,550
Computer, Automated Teller, and Office Machine Repairers
94,090
4.50%
Database Administrators
104,830
1.60%
Information Security Analysts
79,600
Network and Computer Systems Administrators
343,950
2.20%
Software Developers, Applications
718,010
2.30%
Software Developers, Systems Software
363,400
Technical Writers
43,660
10.50%
Telecommunications Equipment Installers and Repairers, Except Line Installers
187,730
5.40%
Telecommunications Line Installers and Repairers
71,410
4.60%
Web Developers
117,050
3.40%
Grand Total/Average
4,325,810
2.5%
Sources: Bureau of Labor Statistics, BLS Table 3. Employed and experienced unemployed persons by detailed occupation and class of worker, 1st Quarter 2017 averages (Source: Current Population Survey)
Last updated: Q2 2017

11. U.S. Computer Science Graduates by year
Table Bachelor's degrees conferred by postsecondary institutions, by field of study: Selected years, through
Field of study 1 8 9 10 11 12 13 14 15 16 17 18 19
Total
1,244,171
1,439,264
1,485,242
1,524,092
1,563,069
1,601,399
1,649,919
1,716,053
1,792,163
1,840,381
1,870,150
1,894,934
Communication, journalism, and related programs
58,013
72,715
73,955
74,783
76,382
77,984
81,280
83,231
83,771
84,818
87,612
90,650
Communications technologies
1,178
2,523
2,981
3,637
4,666
5,100
4,782
4,858
4,983
4,987
4,991
5,135
Computer and information sciences
44,142
54,111
47,480
42,170
38,476
37,992
39,593
43,066
47,406
50,961
55,271
59,581
Education
105,458
105,451
107,238
105,641
102,582
101,716
101,287
104,008
105,656
104,698
98,838
91,623
Engineering
58,209
64,707
66,841
66,874
68,431
68,911
72,657
76,356
81,371
85,987
92,169
97,858
Sources: Bureau of Labor Statistics, CareerBuilder, Glassdoor
Last updated: Q2 2017

12. U.S. Demand for IT Talent Company Name Company Name
U.S. companies have posted over 3.5 million IT jobs in the last 12 months. Firms are competing for a variety of IT talent across multiple industry segments.
Company Name
# of IT Job Postings (last 12 months)
Oracle
180,430
Amazon
110,836
Dish Network
52,956
Deloitte
40,328
General Dynamics
31,487
Leidos Holdings
28,735
Northrup Grumman
28,219
Booz Allen Hamilton
27,113
Lockheed Martin
26,153
Raytheon
21,502
Company Name
# of IT Job Postings (last 12 months)
Wells Fargo
20,671
AT&T
19,520
UnitedHealth Group
18,700
Bae Systems
18,060
Microsoft
16,216
Anthem
15,503
General Electric
14,447
Citigroup
26,153
IBM
12,294
Dell
12,080
Source: CareerBuilder
Last updated: Q2 2017

13. TOP Health Care employers in Greater KC
Cerner Corp. – 12,890
HCA Midwest Health System – 9,900
The University of Kansas Hospital – 9,500
Saint Luke’s Health System – 8,200
Children’s Mercy – 6,970
Prime Healthcare – 3,060
Olathe Health Inc. – 2,500
Shawnee Mission Health – 2,360
Bayer – 1,300
Cigna HealthCare – 1,300
Liberty Hospital – 1,213
GEHA – 1,167
Blue Cross & Blue Shield of KC – 1,027

14. CIO Priorities Priority 2015 2016 2017 % 1 3 4 2 6 5 7 8 9 10
BI / Analytics 1
37%
Cloud 3 4 2
28%
Information Security 6
24%
Infrastructure and Data Center
21%
Enterprise Resource Planning 5
Networking, Voice and Data Communications 7 8
16%
Digitalization / Digital Marketing
11%
Mobility
10%
Industry-specific Applications 9
Customer Relationship Management 10 8%
Q: Please indicate the top three technology areas where your organization will be spending the highest amount of new/discretionary funding. (Data indicates technology areas that were mentioned within top three most often)
Source: Gartner (2017 CIO Agenda: A U.S. Perspective; 2016 CIO Agenda: A U.S. Perspective; 2015 CIO Agenda: A U.S. Perspective)
Last updated: Q1 2017

15. Emerging Job Titles Skill Set Demand Chief Data Officer (CDO)
While new IT job titles continue to emerge with the evolution of technology needs, more traditional titles remain high in-demand.
Chief Data Officer (CDO)
Chief Marketing Technologist (CMT)
Data Architect
AI / Machine Learning Architect
Cloud Services Engineer
Platform Consultant (e.g., Salesforce Consultant)
Dataviz / Data Visualizers
IoT Architect
Source: CareerBuilder, CompTIA IT Industry Outlook 2017
Last updated: Q2 2017

16. Top Jobs in Demand Skill Set Demand Software Developer/Engineer
Java Developer
Network Engineer
Systems Engineer
Web Developer
.NET Developer
DevOps Engineer
Business Analyst
Database Administrator
Security Analyst
Source: CareerBuilder, CompTIA IT Industry Outlook 2017
Last updated: Q2 2017

17. Attracting IT Talent

18. Success Starts with People
Top Recruitment Challenges
Attracting the right-fit talent is critical to the success of your business goals, yet employers rank
Attracting quality talent as their top recruitment challenge
Attracting quality talent
Time to fill open positions
Retaining quality talent
Source: Talent Advisory Survey 2017
Last Updated: Q2 2017

19. 83% 55 days 50 days $50,000 The Cost of Hiring
of executives believe attracting and retaining talent is an issue for their company
83%
The average time
to fill full-time positions
55 days
Sources: Talent Advisory Survey 2016, Fast Company
Last Updated: Q2 2017
$50,000
The average time before a new hire is productive
50 days
Estimated cost of just one bad hire to a company

20. The Power of Job Descriptions
Clearly defined job duties
Clearly defined compensation
Opportunities for advancement
Candidates say the most impactful elements of a job description are:
Taking the time to craft clear, accurate and timely job descriptions with impactful content can help organizations find high-quality candidates faster
Source: Talent Advisory Survey 2016
Last Updated: Q2 2017
81% of candidates
believe accurate job descriptions are one of the most important recruiting activities

21. Exploring the Priorities of IT Professionals

22. Employee Value Proposition
An employee value proposition (EVP) offers compelling reasons why the opportunity is desirable and sets it apart from the high-volume of open IT positions. A strong EVP has the potential to draw candidates to one company over another.
The Employee Value Proposition
Work
Opportunity
Organization
People
Reward
Culture
Attraction
Engagement
Increases the size of the available talent pool
Improves employee effort and output
Improves retention
Last Updated: Q2 2017

23. Optimizing an EVP for IT Professionals
What factors are most important to IT professionals considering a new position? Addressing the top EVP drivers will enable organizations to attract and retain IT talent over time.
EVP Drivers
Rank (% of IT professionals ranking driver in top 5)
Compensation
1 (87%)
Job security / company health
2 (56%)
Benefits (e.g., health insurance, vacation/personal time)
3 (55%)
Career opportunity/advancement
4 (51%)
Immediate manager/supervisor quality
5 (43%)
Work site location / length of commute
6 (38%)
Relationships/camaraderie with coworkers
7 (36%)
Flexible or alternative schedule / telecommuting
8 (36%)
Trust and confidence in senior leadership
9 (32%)
Level of impact / ability to make a difference
10 (29%)
Level of autonomy / empowerment
11 (27%)
Company brand/perception/reputation
12 (26%)
Company’s adoption of new technologies/innovation
13 (25%)
Training/education opportunities
14 (25%)
Ability to travel for work
15 (19%)
Diversity and inclusion programs
16 (18%)
Social responsibility
17 (18%)
Source: TEKsystems Retention and Engagement
Last Updated: Q2 2017
Q: Which of the following most impact your decision to stay with or leave your current employer?

24. 34 Cut Through the Noise recruiter solicitations per week
IT professionals are in high demand across skill sets
The average IT professional receives 34
recruiter solicitations per week
To capture their attention and make your opportunity stand out from all the other noise, the initial message must be detailed and compelling.
What do IT professionals want to know?
Make your opportunity stand out from all the other noise
Source: TEKsystems, IT Job Search Trends
Last Updated: Q2 2017

25. Approaches to Success

26. Search and Screen for Success
Making time investments upfront on developing effective job descriptions and interacting with recruiting partners can lead to successful job and candidate matches, while also saving time and money over the long-term.
Provide a clear and detailed job description
Ensure that your recruiting partners understand and use your EVP in their marketing efforts
Source: Talent Advisory Survey 2016
Last Updated: Q2 2017
Best-in-class employers not only believe
accurate job descriptions are the most important factor in attracting and hiring top talent, they also spend three-times longer creating them.

27. A talent retention strategy has never been more important.
Recommendations
A talent retention strategy has never been more important.
Be involved in your search for talent, invest time up front in developing job descriptions and making sure the marketing of your opportunity will stand out
Ensure SLAs amongst HR, Procurement and VMOs are aligned to attracting the top IT talent
Understand that employees value career growth, have a plan for developing them and assist in their long term goals
Embrace the fact that technology is always changing and make sure your employees have time/budget to train