Improving IT recruiting by rethinking IT priorities

Allstate people working

Most people seem to have complaints about hiring IT staff. They can’t find the right skills, or just people. Of course, what little economics I know would suggest that this means the price (wages) should be higher.

Also, there’s probably a need a rejigger how organization’s think about IT, namely by dividing projects up into low-value (non-differentiating), and high value/differentiating buckets. Those answers are all too simple, really. The question is how to get the IT department to the point where management can do those things.

Jon Reed summerize a and comments on an article on this topic:
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LinkedIn’s Market Cap Passes Salesforce, Long The Bellwether Symbol Of Cloud Services

Alex Williams:

According to the Faber-Novel study, almost 50 percent of LinkedIn’s revenues come from its talent solutions offerings. The company updates its code three times a day, which helps fuel a rapid development cycle, continually offering premium services to see what has most resonance.

Am I wrong to think that LinkedIn would be a good investment? Too late?

LinkedIn’s Market Cap Passes Salesforce, Long The Bellwether Symbol Of Cloud Services

You can’t know enough in a one-hour interview. So, in the end, it’s ultimately based on your gut. How do I feel about this person? What are they like when they’re challenged? Why are they here? I ask everybody that: ‘Why are you here?’ The answers themselves are not what you’re looking for. It’s the meta-data.