What does it mean to hire strategically? Making a “strategic hire” means that the company chooses the candidate that has the ability to elevate the company in a significant way. Many times, that doesn’t mean that the “top candidate” or the candidate with the most qualifications gets the offer. Often, there are other factors that make one candidate a better hire for your company than another. Finding the right candidate is much easier when the process starts with carefully analyzing the job requirements and what type of strategic hire is needed.
Sales / Business Development – Strategic hiring within sales and business development is very common. Sometimes a company may need a candidate with the most direct, long-term relationships with a client they have been trying to close. In other circumstances, location or experience within a vertical or domain may be desired in order to add to their client list.
Technical Staff – Hiring technical people can sometimes feel daunting, specifically if an organization is trying to add technical expertise that the company does not currently hold. How can the candidate’s skills be verified? Can they deliver the product they promise? Hiring in this vein takes solid research, project scope definition and interviewing skills. Also, there are technical tests available from third parties to verify technical skills. Although there are risks, this type of strategic hire can take a company’s product to the next level or allow new sets of clients to utilize the same software or service.
Project Completion – A big project award is always the goal, but it often leaves companies saying, “We won! Now what?” Strategic use of temporary personnel can help a company complete a project on-time and within budget without bogging down the payroll if the large workload doesn’t continue.
Replacement Recruiting – Nobody is perfect and if a company stays in business long enough there are going to be some bad hires made along the way. If a manager needs to replace a current employee or are they are in a rush to replace someone who didn’t work out, a confidential recruiting strategy can come in handy. Finding a good replacement while guarding current staff and clients from drama is the goal.
Succession Planning – In the geospatial field there are many small or family owned companies. Owners often think about their exit plan much too late in the game. Is it better to hire a successor, sell or dissolve? With some foresight and planning, hiring a replacement for the current ownership is possible.
When writing a resume and/or a job description, geospatial terms are often interchanged. Below are the basics in how to utilize this terminology to attract the right candidates to your job postings or employers to your resume.
Below are excerpts from an article from 2014 written by Caitlin Dempsey Morais. She has been the editor of GIS Lounge since 2001.
The terms GIS (which most commonly is an acronym for Geographic Information Systems) and geospatial are often used interchangeably. There are differences in what the terms GIS and geospatial mean.
What is GIS?
GIS refers to a system where geographic information is stored in layers and integrated with geographic software programs so that spatial information can be created, stored, manipulated, analyzed, and visualized (mapped).
What is Geospatial?
The term geospatial is a term that has only recently been gaining in popularity and is used to define the collective data and associated technology has a geographic or locational component. A search using Google’s Ngram Viewer shows that the term only entered literature during the late 1980s and has rapidly been rising in frequency ever since then.
FREQUENCY OF THE TERM “GEOSPATIAL” IN PUBLICATIONS. SOURCE: GOOGLE NGRAM VIEWER.
What is Geospatial Data?
The word geospatial is used to indicate that data that has a geographic component to it. This means that the records in a dataset have locational information tied to them such as geographic data in the form of coordinates, address, city, or ZIP code. GIS data is a form of geospatial data. Other geospatial data can originate from GPS data, satellite imagery, and geotagging.
What is Geospatial Technology?
Geospatial technology refers to all of the technology used to acquire, manipulate, and store geographic information. GIS is one form of geospatial technology. GPS, remote sensing, and geofencing are other examples of geospatial technology.
When the recent CareerBuilder survey came out estimating that more than one in five employees are determined to leave their current place of business in the year 2016, I stopped to consider the increasing popularity of job hopping and what this means for hiring managers.
Job hopping is a term used to describe individuals who stay in tenure for no longer than 2 years. As a hiring manager, this is traditionally seen as a red flag. With employees’ attitudes changing about career advancement, the idea of a 20-30 year career with the same company is almost unheard of these days. It’s not uncommon to see a professional change jobs up to six times before they reach the age of 30.
Although job hopping can seem detrimental to one’s professional career, Kurt Rackos, founder and Partner at SkyWater Search Partners, has some positive feedback about job hoppers:
Should you be concerned when hiring a job hopper? It’s important to cover all your bases when you come across someone who appears to have job hopper qualities. Here are six things to consider when identifying a potential job hopper.
The bottom line is, do your research, ask your candidate questions, and go with your instincts on whether you feel they might be the right fit for your position.
Those engaged in geospatial business activities have reason to be optimistic about the future.
Revenues from the public sector lead geospatial market growth and account for more than one-third of total revenue. While federal governments were among the early adopters of GIS technology, recent trends toward devolving more responsibilities to states and localities have spurred those entities to become important consumers of GIS. While industries in the regulated sector, such as utilities, telecommunications, transportation and education, are the largest consumers of GIS/geospatial solutions, private-sector growth remains dependent upon business adoption based on the added-value these technologies provide. (Daratech, GIS/Geospatial Markets and Opportunities)
U.S. Federal IT market will surpass $93 billion by 2020, growing at CAGR 3% period between 2015-2020. Growth of 31% is anticipated by 2020. (Market Research Media Ltd)
GIS/Geospatial sales up 10.3% to US$4.4 billion Growth forecast to top 8.3% in 2011 (Directions Magazine)
Geospatial products and specialists are expected to play a large role in homeland security activities. Information gathering needs to protect critical infrastructure have resulted in an enormous increase in the demand for such skills and jobs. (Lorraine Castro, NIMA Human Resources Department)
Because the uses for geospatial technology are so widespread and diverse, the market is growing at an annual rate of almost 35 percent, with the commercial subsection of the market expanding at the rate of 100 percent each year. (Geospatial Information & Technology Association)
Emerging occupations within the geospatial technology industry require developing competency models for new applications of geospatial technology. Aligning training in geospatial applications with industry developed competency models is essential to developing the necessary pipeline of skilled workers. This approach is necessary for preparing entry-level workers with basic skills to ensure career success.
Increasing demand for readily available, consistent, accurate, complete and current geographic information and the widespread availability and use of advanced technologies offer great job opportunities for people with many different talents and educational backgrounds. (U.S. Geological Survey and U.S. Bureau of Labor Statistics) This reality also presents a challenge for employers in an employment market that has changed from a surplus of prospective employees to a decrease of available talent. (GeoSearch, Inc.)
In order to meet industry growth requirements employers need to examine alternatives to the traditional pipeline. These alternatives include recruiting young workers through apprenticeship and high school/college dual-enrollment-dual-credit agreements as well as tapping nontraditional labor pools to diversify the workforce. (U.S. Department of Labor)
In June 2003, The Employment and Training Administration (ETA) announced the High Growth Job Training Initiative to engage businesses with local education providers and the local/regional workforce investment system to find solutions that address changing talent development needs in various industries.
In October 2005, the Community-Based Job Training Grants were announced to improve the role of community colleges in providing affordable, flexible and accessible education for the nation's workforce.
The Employment and Training Administration (ETA )is investing more than $260 million in 26 different regions across the United States in support of the WIRED (Workforce Innovation in Regional Economic Development) Initiative. Through WIRED, local leaders design and implement strategic approaches to regional economic development and job growth. WIRED focuses on catalyzing the creation of high skill, high wage opportunities for American workers through an integrated approach to economic and talent development.
These initiatives reinforce ETA's commitment to transform the workforce system through engaging business, education, state and local governments, and other federal agencies with the goal of creating a skilled workforce to meet the dynamic needs of today's economy.
ETA has invested over $8,367,110 in the geospatial industry. This includes six High Growth Job Training Initiative grants totaling $6,438,653 and one multi-industry Community-Based Job Training Grant totaling $1,928,457. Leveraged resources from all of the grantees total $7,132,543.
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