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:
Continue reading “Improving IT recruiting by rethinking IT priorities”
It’s fun seeing non-tech companies do this stuff. Also: “what’s in your dashboard?!”
Capital One Out to Display its Geekdom with Open Source DevOps Dashboard
“Our client partner team enjoyed an evening of dodgeball.”
(via Twitter / Gartner_Jobs: Our client partner team enjoyed …)
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