Job Trends in 2019

Resume trends

This is a great article to read if you are interested in learning forcasted job trends for 2019. Please feel free to reach out to us if you have any questions, we are here to help you!

Original article: https://www.techrepublic.com/article/5-job-trends-to-watch-in-2019/

The year 2018 put the spotlight on AI and workplace diversity, changing how the job market will run in 2019. Here are five shifts to keep an eye on.

With 2.27 million new roles added as of November, the year 2018 hosted a very strong job market, according to Glassdoor’s annual Job Market Trends report, released on Tuesday. Companies invested in artificial intelligence (AI) and workplace diversity in 2018, and these trends will continue to be develop in 2019, the report found.

SEE: Hiring Kit: Chief diversity officer (TechProResearch)

“After nine years of steady growth, 2018 saw one of the strongest job markets in a generation,” said Glassdoor Chief Economist Dr. Andrew Chamberlain in a press release. “However, the world of work is forever changing. We’re witnessing a power shift as job seekers leverage their market position and employees make an impact with their voice. Plus, as technology matures, it’s changing how we work and the variety of jobs available.”

Here are the top five job market trends Glassdoor identified for 2019:

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1. Tech will change job search methods

Previous methods for hiring focused on job searches and applications using online job boards and email submissions. The year 2019, however, will build off of the AI developed in 2018, with machine learning-assisted job matching, according to the report. Rather than just aggregating job postings, sites will leverage machine learning technology and big data to generate job recommendations tailored to each candidate.

This way of hiring will prove beneficial for both candidates and employers, according to the report, by matching candidates with a job faster, and giving companies better quality applicants.

2. Focus on non-tech workers will increase

A trend that was already underway in 2018, tech companies will continue to hire more non-technical roles to develop their teams in 2019. Previously, tech companies and startups were focused on back-end development, hiring software engineers, data scientists, and developers to build organizations’ infrastructures. In 2019, the focus will be shifted to the front-end, with tech companies hiring account executives, project managers, operations managers, financial analysts, human resource representatives, and more. These jobs will help boost revenue and improve operations, the report found.

3. Job seekers and employers will face an economic recession

While the job economy was strong in 2018, the 2019 economy may be slowing down, according to the report. The odds of a full-blown recession in 2019 are low, but that doesn’t mean we won’t see one after another year.

4. The aging workforce will bring a talent shortage

There are currently more than 7 million job openings in the US, with not enough workers to occupy them, the report found. A big reason for this shortage is America’s aging workforce: The first wave of Baby Boomers reached retirement age in 2011, and millions more are expected to follow in the coming years. The result will be a smaller pool of experienced workers, and a complete overhaul of what American consumers will look like, according to the report.

5. Diversity will be supplemented with inclusion and belonging

While many companies highlighted and addressed gender and racial diversity in 2018, there is still a long way to go. While adding women and underrepresented groups to the payroll is a good start, in 2019 companies will place the focus more on making sure these people feel included.Inclusion and belonging is vital for a healthy corporate culture, the report found. Without these components, diversity programs will not succeed.

Whether it means making sure all employees are included in company events, are on the right track for a promotion, are represented for leadership, and more, organizations will be making inclusion a primary goal, according to the report.


Power Writers USA wants to know what you think of this, and other blog articles we post.  Your career change is unique and PWU is here to help you along the way with Resume Writing Services, Cover Letter Writing, CV’s, LinkedIn Profiles Updates, and more.  Contact us now for a free consultation and resume evaluation!

How To Hunt For Jobs In Silicon Valley In 2018

Silicon Valley Job Trends

There are a lot of dynamics involved when looking for a job, especially in Silicon Valley.  This article looks at job positions in demand, salaries for popular jobs and which companies are big players.  As we stress, it is always important to prepare yourself for any type of career transition.

Original article click here.

Silicon Valley is the dream for thousands of tech professionals. Big companies, high salaries, great perks, and California weather make it an attractive place to imagine living and building a career.

That said, it’s not easy, either. High cost of living, fierce competition for work, and often penchants for workaholism are the usual trade-offs.

For those who decide the pros of Silicon Valley outweigh the cons, job-seekers in certain careers will have better luck than others. These key findings from an Indeed study on the state of hiring in the Bay Area in 2018 illuminate which careers are most in-demand and which companies are looking for applicants.

1. Overall job postings are down in the Bay Area.

Job growth in Silicon Valley has been on a steady decline since 2015, meaning that there are less overall open roles available there than in the past.

 Based on their data, Indeed postulates that the tech jobs could be going to other cities. Seattle in particular has experienced growth, and D.C. and Baltimore listings have increased as well. “There are now more tech job opportunities in other locations such as Austin or Seattle where there weren’t as many before,” says Raj Mukherjee, SVP of Product at Indeed. “Or it could be due to the high cost of living, as the San Francisco Bay Area is noted to have some of the highest housing rental costs in the US.”

So as far as locations go, Silicon Valley is still the tech king–but the competition is rising.

2. The high cost of living requires a career with a high salary.

The housing market in the Bay Area is notoriously brutal–which means that while a $120,000 salary may be impressive elsewhere in the country, it’s downright average in the Valley.

That’s why it’s typically only worth it to make the move if you’re in a high-salaried line of work. According to Indeed’s survey, these are the top ten roles with the highest annual pay in Silicon Valley:

  1. Product development engineer ($173,570)
  2. Director of product management ($173,556)
  3. Data warehouse architect ($169,836)
  4. DevOps manager ($166,448)
  5. Senior architect ($161,124)
  6. Principal software engineer ($160,326)
  7. Senior solutions architect ($158,329)
  8. Principal Java developer ($156,402)
  9. Senior software architect ($154,944)
  10. Platform engineer ($154,739)

Perhaps interestingly, it’s not the straight technical roles that take the top spots. Rather, it’s those who combine specialties: product know-how with programming or management, technical knowledge with big-picture vision and leadership.

3. These are the titles with the most job openings available.

If you’re pursuing one of the following careers, you’ll have a much greater chance of landing a role in Silicon Valley. These are the top ten jobs with the highest amount of openings:

  1. Software engineer
  2. Front-end developer
  3. Full-stack developer
  4. Product manager
  5. Development operations engineer
  6. Software architect
  7. Java developer
  8. Software test engineer
  9. Senior product manager
  10. Engineering program manager

Sadly, none of these overlap with the highest-paid roles–but you can always pursue promotions and work your way up. In this case, having those hard technical engineering and development skills will pay off.

4. Big companies dominate in job openings.

It’s up to every individual whether they feel more drawn to small, exciting startups or big, established companies. But the numbers don’t lie: the big companies are where the bulk of open jobs are.

These are the top ten companies with the most job openings in the Valley:

  1. Apple
  2. Amazon
  3. Cisco
  4. Oracle
  5. Google
  6. Facebook
  7. Salesforce
  8. Intel
  9. GE Corporate
  10. Intuit

Of course, there are new startups every day in the area as well, so you’re not limited to the behemoths. That said, five of these companies are also on Indeed’s list of best places to work in the Bay Area, so weigh that as you will.

If you’re ready to make the move to Silicon Valley, it can certainly be rewarding for your career, finances, and life. But make sure to go in with your eyes open and your skills polished.

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Power Writers USA wants to know what you think of this, and other blog articles we post.  Your career change is unique and PWU is here to help you along the way with Resume Writing Services, Cover Letter Writing, CV’s, LinkedIn Profiles Updates, and more.  Contact us now for a free consultation and resume evaluation!

7 Stats You Should Know About Hiring and Recruiting Millennials

Millennials and hiring trends

As the baby boomer generation eventually moves on to retirement the millennials will be filling in the ranks.  This article shares some insight into how the influx of millennials is changing the employment landscape.

 

Original article from Huffington Post click here.

Millennials in the workforce has been such an overhyped subject of late that it was tempting to write about something else. However, this new generation of the American workforce makes up an increasing part of it with each passing year. So, in the hopes of dispelling a couple myths and lending some insight to employers and hiring managers, here’s a list of 7 (actually quite a few more) statistics that you need to know before hiring and recruiting millennials.

40-50% of millennials don’t plan on spending more than 3 years with their employer.

The number varies depending on the source, but it’s apparent that at least close to half of all millennials have no intentions on sticking with their current job, and it shows – the most recent Gallup poll reports 21% of millennials have changed jobs in the past year and 60%are open to new job prospects. The numbers may lead you to believe this generation doesn’t want to remain at one company and move up the ladder, unlike generation X, but neither of those statements are entirely true.

To begin with, gen X isn’t what it used to be. The baby-boomers have grown up and yes, they are now statistically more likely to remain with their employer and seek out long-term or permanent positions than their younger counterparts. However, when you compare gen X in its youth to the millennials, the numbers start to look surprisingly similar. And when it comes to millennials not wanting to find a lasting position within an organization…

83% of millennials say they would prefer to work for one company for a long time.

That number is courtesy of EdAssist and to add to it, Boston College reports that just 26% of millennials feel job hopping is the best way to further their career. To put it simply, our young workers don’t want to job hop, they just don’t have a compelling enough reason to stay where they are.

64% of millennials say they’d rather make 40k a year at a job they enjoy than 100k at one they don’t.

– according to Intelligence Group. And a quick glance at the Gallup poll will show you an overwhelming 71% of millennials do not feel engaged at work.

The Boston College Center for Works and Family(BCCWF) tells us that 82% of millennials view the opportunity to take on increasingly challenging tasks as one of their main career goals. Likewise, an article in the Harvard Business Review points out that millennials are 50% more likely to desire feedback on their work than previous generations. Finally, a survey by Workplace Trends tells us that millennials view “growth and development” as the best reason to stay at a job.

66% of millennials prioritize life outside work over their careers.

Another stat from BCCWF. Millennials have grown up in the ago of YOLO and FOMO – “you only live once” and “fear of missing out” – so it should come as no surprise that they put their personal lives first. Employers who recognize that, offer a reasonable amount of flexibility and take a healthy interest in their millennial employee’s personal lives will find it much easier to keep them around.

77% of millennials say that a company’s sense of purpose is an important factor when comparing jobs.

That number comes from Deloitte. Our youngest generation has grown up hearing about the importance of climate change and corporate social responsibility. Your financial bottom line doesn’t relate to their bottom line – your “social bottom line” does.

Almost 37% of the US workforce works remotely

That number increases when you focus solely on millennials according to an article in Fast Company. That shouldn’t be a big surprise, we’re living in a digital age and millennials have it mastered.

An international survey by PWC found that over 50% of millennials used digital technology at work and 75% believe that access to technology at work makes them a more efficient employee. More importantly, millennials want to work from home if at all possible.

That same survey found that 64% of millennials would like to work from home(at least partially) and 60% felt they’d be more efficient if they could work from home(whether or not that’s true). Regardless, employers can use remote workers to their advantage to both attract young talent and reduce brick-and-mortar costs.

82% of millennials believe it’s easier than ever to start a new business.

– according to UpWork. Additionaly, 79% of millennials would leave their job if they saw a real opportunity to go into business for themselves. Employers, especially startups, should take note of those numbers. If you offer the necessary tools and training your employees need to start a business of their own once their time with you comes to a close, you’ll have your pick of motivated millennials.

In conclusion, millennials are expected to make up 75% of the American workforce by 2025. Employers who start making the necessary changes now to attract and retain millennials will be at a major advantage in the years to come.

Article by Casey Wright, Contributor

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Power Writers USA wants to know what you think of this, and other blog articles we post.  Your career change is unique and PWUSA is here to help you along the way with Resume Writing Services, Cover Letter Writing, CV’s, LinkedIn Profiles Updates, and more.  Contact us now for a free consultation and resume evaluation!

Why Lifelong Learning is Our Competitive Advantage in the Automation Age

Automation

This article delves deeper into the impact of technology on certain parts of the financial services sector, namely accounting, bookkeeping, and tax preparation.  While the article may be industry specific the tile of this article really applies to anyone in any career.  Learning will always be a competitive advantage!

Original article click here.

New technologies are transforming our profession, and they’re also transforming the skills we’ll need to stave off extinction.

In a paper titled “The Future of Employment: How Susceptible are Jobs to Computerisation?” University of Oxford researchers Carl Benedikt Frey and Michael Osborne tried to gauge the odds that certain occupations will be completely automated within the next 20 years. Among their predictions:

  • Tax preparation: 98.7 percent
  • Bookkeepers: 97.6 percent
  • Accounting and auditing: 93.5 percent

In fact, only seven occupations – cargo and freight agents, watch repairers, insurance underwriters, mathematical technicians, hand sewers, title examiners, and telemarketers – fared worse in the study than tax preparers.

“The researchers admit that these estimates are rough and likely to be wrong,” writes National Public Radio’s Quoctrung Bui. “But consider this a snapshot of what some smart people think the future might look like. If it says your job will likely be replaced by a machine, you’ve been warned.”

Other studies offer similar predictions:

  • Art Bilger, a venture capitalist and expert at the Wharton School of Business, says 47 percent of the jobs in all developed nations will disappear in the next 25 years – that’s blue-collar and white-collar jobs. Moreover, says The Economist, “no government is prepared” for that level of job loss.
  • Still other studies aren’t quite that alarmist. James Manyika, director of the McKinsey Global Institute, says “more jobs will change than will be automated away in the short to medium term.” That change will be extreme. While only 5 percent of jobs can be completely automated over the next 10 years using current technologies, Manyika says at least 30 percent of the activities in 60 percent of all occupations can be automated over the next decade, from welders to gardeners to CEOs.

One way or another – complete automation or partial – our jobs are about to change. This type of disruption is coming. In one notable example, in fact, it has already arrived.

Perhaps the biggest disruption bearing down on the CPA profession is coming from IBM Watson, a cognitive learning system that is capable of answering questions asked in natural language. From health care and education to law and finance to food preparation and satellite imagery, Watson is redefining how work gets done in stunning ways.

Here’s what:

  • In March 2016, KPMG announced plans to apply the Watson technology to the firm’s professional services offerings, including audit, tax, and advisory services.
  • In February 2017, H&R Block announced it will be using Watson to help prepare tax returns at 10,000 of its offices nationwide.

This stuff isn’t science fiction anymore. It’s here and it’s impacting our profession as we speak.

How will CPAs react? Will they scramble to keep up, as usual? Or will they work to position themselves to move beyond that disruption and create future-focused value for their clients?

If they’re smart, they’ll do the latter – and that means learning the new skills they’ll need to remain relevant in an age of automation.

Numerous studies conducted over the past several years are nearly unanimous: Going forward, CPAs must become proficient at skills that have little to do with the profession’s traditional data-driven core. These skills include the following:

  • Strategic and critical thinking
  • Communication
  • Collaboration
  • Innovation
  • Change management
  • Inspiring and motivating others
  • Decisiveness in times of ambiguity

The most important skill of all, though, might also be the most ambiguous. It’s anticipation – the ability to identify future trends early and position your organization and your clients to take advantage of those trends before they arrive. Renowned futurist and New York Times best-selling author Daniel Burrus calls it the key missing competency in business today.

He might be right. A 2014 report from The Sleeter Group found that the most often-cited reason why small and midsized businesses leave their CPA firms is because those firms provide reactive advice instead of proactive services. In essence, clients say they leave because their CPAs aren’t future-ready enough.

It seems the age of automation has also given birth to the age of anticipation. The good news is this: We’re starting to see more and more resources being developed specifically to deliver these types of competencies for accounting and finance professionals.

One is Burrus’s own Anticipatory Organization. The Business Learning Institute worked with Burrus to create a version of his Anticipatory Organization learning platform specifically for accounting and finance professionals. That’s available now and is becoming extremely popular among CPAs throughout the country.

Another is IBM’s Big Data University. It’s an online curriculum designed to help accounting and finance professionals learn key skills in artificial intelligence, big data, and cognitive computing – skills that will be huge differentiators going forward, and will help CPAs play a bigger role in guiding digital transformation within their organizations. The Maryland Association of CPAs and the Business Learning Institute have entered into an exclusive partnership with IBM to deliver these skills to accounting and finance professionals throughout the world.

As this age of automation progresses, accounting and finance professionals would be wise to ask themselves a few key questions:

“What can I become quite good at that’s really difficult for a computer to do one day soon?” Seth Godin writes. “How can I become so resilient, so human and such a linchpin that shifts in technology won’t be able to catch up? It was always important, but now it’s urgent.”

Put another way, to paraphrase Fast Company Editor Robert Safian, the most important skill going forward will be the ability to learn new skills.

The learning must begin now.

Top 4 Business Trends That Will Drive Success In 2017

Article originally posted on Forbes.com

Each year I have the honor of observing business trends as a keynote speaker and business advisor. For the fourth consecutive year, I am pleased to share the top business trends that leading companies embrace to drive success. Some trends are in their infancy, and others have become part of the mainstream. These patterns emerge regardless of company size. Feel free to take a look at my past predictions using the links at the bottom of the article. Here are my predictions for the Top 10 Business Trends That Will Drive Success in 2017.

 

  1. Subject Matter Experts Become The New Rainmakers

 

Subject matter experts who understand and can help guide the sales process drive growth in top performing B2B companies.

 

Consider three different buying personas: an order taker, a salesperson, and a subject matter expert (SME). The order taker merely takes an order, and provides a price and delivery schedule. That function can be easily performed by Amazon (often with better results).

 

Of the remaining two personas, which one would you want to encounter as a customer? Would you want the person with a mission to sell something to you, or the expert who you might be willing to pay to meet with because of their deep expertise?

 

  1. Crowdfunding Validates New Products

 

When you think of crowdfunding, you might envision films or artisan leather wallets. To the surprise of many, globally crowdfunding is trending to surpass venture capital by the end of this year.

 

According to crowdfunding and marketing expert Clay Hebert, “Smart companies are using crowdfunding to not only raise capital, but to validate products before making substantial investments in product development.”

 

Smith & Bradley, Ltd., a U.S.-based tactical watch manufacturer has launched seven Kickstarter campaigns to validate new designs for their line of watches. Five of the campaigns received market validation. The other two didn’t make the cut.

 

“When we wanted to produce our first watch, we used crowdfunding to raise the funds needed to go to market,” co-founder Ryan Bradley said. “What we didn’t realize was that we had also discovered a way to validate the market for a product before we went into production. Now, each new product idea has a crowdfunding component to validate the market. Based on the velocity or success of the crowdfunding effort, we shift our resources to meet market demand.”

 

Bradley still spends his days as an attorney, so staying focused on the right designs keeps their business operating at peak efficiency.

 

Big companies are capitalizing on this trend as well. GE Appliances created and funded FirstBuild, a “global co-creation community and microfactory” in Louisville, Kentucky to “harness the brainpower of the maker movement to change the way major home appliances are conceived, designed and manufactured.” FirstBuild uses crowdfunding to validate new home appliance product ideas. They’ve already successfully crowdfunded Opal, a nugget ice maker and Paragon, an induction cooktop, on Indiegogo, both of which you can now buy through their website.

 

Before launching Paragon, FirstBuild assumed the killer feature was sous vide, a popular method of immersion cooking at a specific temperature. But as they engaged their community, they found a significant group of passionate consumers who also wanted to improve how they cooked using other methods, from warming to deep-frying. So they pivoted to include these features in the product design, positioning and marketing. When they launched on Indiegogo, Paragon was almost 600% funded, raising over $360,000. More importantly, they validated the product with over 2,100 backers.

 

From watches to washing machines, using crowdfunding for product validation allows any company to engage and learn from a small and passionate user community earlier in the process, speeding up time to market, and reducing both the cost and risk of new product innovation.

 

As Hebert often reminds companies and startups, “The best focus group in the world is the market itself.”

 

  1. Sales And Content Marketing Become Fully Integrated

 

As customers and buyers continue to do more online research, top performing organizations continue to integrate sales and content marketing. The goal is to ensure that when customers search for risks, challenges, and implementation strategies associated with your solutions, they will find your content to address their questions.

 

When I purchased my Tesla, I did research online, and scheduled my test drive the same way. The Tesla consultant coordinated the test drive and helped me select the right options (in many cases talking me out of features I didn’t really need). I then completed the purchase form online using a tablet in their store in a shopping mall. Ultimately, I placed the final order via Internet browser, from home.

 

Tesla provided articles and videos to help educate me as a consumer, and build trust surrounding the purchase. Through its marketing, Tesla established an innovative brand that helped me conclude that they have a long-term vision and position for the company.

 

As Marcus Sheridan teaches, top companies engage their front-line sales teams to identify topics for content marketing, and the content marketing team helps sales professionals to effectively use content in the sales process.

 

The people at SalesMango also have an interesting take on this concept.

 

  1. Video Becomes Essential

 

According to a recent Forbes study, video is becoming a critical source of information for executives:

 

  • More than 80% said they are watching more online video today than they were a year ago.

 

  • Three-quarters (75%) of executives surveyed said they watch work-related videos on business-related websites at least weekly; more than half (52%) watch work-related videos on YouTube at least weekly.

 

  • Overall, 65% have visited a vendor’s website after watching a video.

 

Hubspot’s Consumer Behavior Survey confirms this trend. Over half (55%) of users say they consume an entire video, compared to 29% for blogs and 33% for interactive articles. If you want your entire message to be consumed, video tends to be the preferred medium.

 

Early in the days of television, advertisements were highly effective because the platform was relatively new. Using video to run ads today is a waste of effort. However, providing video as a source of valuable content to address issues or answer questions helps the consumer to feel like they know you better than if they had just read an article.

Thanks for reading and wishing everyone a wonderful and prosperous 2017. Cheers!

States With Top Job Growth in the First Half of 2016

job trends

Growth is inevitable, right? Depends on where you are in the country. Here’s a quick overview of where to be, right now, for job growth.

Original article click here.

As some industries experience far stronger growth than others, state economies have headed in different directions so far this year.

Employment estimates released by the U.S. Department of Labor on Friday provide an updated snapshot of each state’s economy. We’ve compiled data for the first six months of the year, showing which group of states recorded the strongest job gains.

Since December, a dozen states registered increases in total employment exceeding 1 percent. Those growing at the fastest rates over the short six-month period were Nevada (+1.7 percent), Oregon (+1.7 percent) and Washington state (+1.6 percent).

Overall, Oregon’s economy has enjoyed the top growth of any state, outpacing the nation as a whole since 2013. Nick Beleiciks, a state employment economist, said that while Portland has fared well for several years, job creation has spread to other areas of the state more recently. “Things are still looking up in the near term,” he said. “The growth has been pretty broad-based industry-wise and is more broad-based geographically.”

Professional and business service-sector jobs account for many of the 31,000 new jobs over the past six months. Nike, which is headquartered in Beaverton, Ore., is expanding, and Beleiciks also singled out construction, the state’s fastest growing industry, as it has increased by 10 percent over the year.

About half of states aren’t adding jobs quite as fast. States like Arizona, Illinois and New York are growing at a slower pace.

In another nine states, employment has remained essentially flat since December. Alaska and Kansas, for example, have yet to experience any growth this year, and looking back further, employment levels remain nearly unchanged from a year ago.

A select few states — primarily those with struggling energy sectors — suffered notable job losses. Wyoming has shed more than 2 percent of its workforce since December, the largest decline nationally, according to the latest federal estimates. Coal miners there continue to be laid off by the hundreds. A recent report by the state department of administration and information painted a bleak outlook, stating that an oversupply of natural gas and oil serves as an ongoing issue for state producers. Similarly, North Dakota has lost about 1.5 percent of its employment base, or 7,000 jobs, since December.

In terms of total net gains, California (+186,000), Florida (+113,000) and other large states have added the most jobs. In Texas, monthly employment gains appear to have tapered off a bit following strong growth in recent years. Since December, the state’s economy has expanded at a slower rate than most other states and more than twice as slow as California and Florida.

For only June, total nonfarm employment climbed nearly 1 percent in Delaware for the largest monthly increase. Preliminary estimates further suggest Hawaii, Maine, Nevada and New Hampshire experienced strong growth last month as well. Meanwhile, West Virginia shed another 0.8 percent of its workforce (-6,000 jobs) for the largest monthly decline. While the state’s mining sector has experienced a slow and steady decline, the biggest hit last month was the loss of an estimated 10,000 public-sector jobs.

South Dakota (2.7 percent) and New Hampshire (2.8 percent) report the nation’s lowest unemployment rates. At 6.7 percent, Alaska is home to the highest jobless rate.

Over the longer term, Oregon (+3.2 percent), Utah (+3.2 percent) and Delaware (+3.1 percent) registered the top job gains over the past 12 months. Only seven states experienced declines or have seen employment levels remain unchanged. Nowhere is incurring a economic downturn quite like North Dakota, where the oil boom has come to halt. Since last June, the state has lost an estimated 15,000 workers — 3.3 percent of its employment — the largest job loss nationally.

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Power Writers USA wants to know what you think of this, and other blog articles we post.  Your career change is unique and PWUSA is here to help you along the way with Resume Writing Services, Cover Letter Writing, CV’s, LinkedIn Profiles Updates, and more.  Contact us now for a free consultation and resume evaluation!

IT Industry Professionals: Great Paying States For Tech Jobs In America

IT jobs

Fantastic article from Forbes.com a must read for anyone already in the IT industry, or recent grads planning to dive in.

Original article click here.

The American technology industry is hungry for talent. Studies suggest that although the industry saw a decline in technology manufacturing needs, the world of software continues to grow with over 198,000 jobs added to the marketplace in the past year.

But what kinds of software related jobs does America’s tech sector need? What areas of interest should technology workers be looking to fill? Outside of the hotbed of activity in California, where else can workers finding well paying technology jobs that match the needs of both employees and employers? Should workers relocate or command similar wages in home states?

Global Knowledge, a provider of learning services and professional development solutions, recently compiled its 2016 IT Skills and Salary Report. The comprehensive study breaks down the earning power of tech workers through a state-by-state analysis; the types of skills development that can garner higher wages; and key areas of interest where the technology is aiming to grow in 2016 and beyond.

Let’s take a look at some of they key findings from the Global Knowledge report.

Best & Worst States By Average Salaries

Here are the top fives states where technology workers are commanding the highest pay for their work:

Washington D.C. – $104,265
Virginia – $103,395
Maryland – $99,678
Recommended by Forbes
California – $96,066
New York – $95,219

It isn’t entirely surprising to see the East Coast rank higher in Global Knowledge’s recent findings. California has long been a highly competitive and crowded marketplace for tech companies vying for consumer wallets. But as America embarks on solving new technology challenges like cyber security, these regions often contain the headquarters of organizations (public or private) that are looking to hire top talent.

Now let’s look at the bottom five states for technology salaries in America:

New Mexico – $67,271
Wyoming – $65,602
Vermont – $62,361
North Dakota – $62,125
West Virginia – $61,348

So why are these states at the bottom for compensation earned in America? For starters, the cost of living in these regions are arguably lower than major city centers in the United States. Higher costs of living result in higher payouts to meet the needs or workers.

The five bottom performing states may also have smaller technology sectors, or they are known for other industries outside of software creation. New Mexico’s main source of income is oil and gas production. West Virginia’s economy is highly dependant on its coal industry, but is also known as a global hub for chemical and biotech organizations.

Major Skills & Needs

Respondents surveyed in the report–from IT decision makers to application developers to non-IT professionals–all cited security as a major concern. Company systems are constantly vulnerable to hacking attacks, and every level of an IT department has to be aware of how the code or systems being administered are secure from any attacks.

Technology workers with hard skills in the following topics will be filling much needed talent gaps inside American companies.

Here are the top five areas of interest for technology companies in America:

Cybersecurity
Cloud Computing
IT Architecture
Network Engineering
Network Operations

Here are the top five skillsets that American tech companies are having difficulty for hiring talent:

IT Security
IT Architecture
Cloud Computing
Network Engineering
.NET Development
Make Informed Career Decisions

Bonus Tip!  If you are interested in making a career shift into or within the Tech/IT industry, consider undertaking some informational interviews with industry professionals to learn more about their roles and how you can best prepare for an interview.  Best wishes!

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