A MESSAGE FROM DAVE DUNKEL

Kforce Chairman & CEO

Behind the headline unemployment figures, highly skilled professionals,

especially in STEM (science, technology, engineering and math) areas,
remain in short supply and typically have multiple offers from which to
choose when considering job opportunities. The unemployment rate
among college-degreed professionals is about half of the overall U.S.
unemployment rate, and is substantially lower in several of the skill sets
Kforce specializes in, particularly technology.
Our clients benefit from utilizing a more flexible workforce during this
tempered, nontraditional economic recovery as they navigate through
regulatory, tax and health care reform, continued economic uncertainty and the
project-driven nature of technology today. With our national footprint and focus on
technology staffing solutions, we are well-positioned to help organizations maintain
their competitive advantage and meet business initiatives. We do this by adjusting
hiring strategies to attract, secure and retain the highly skilled professionals you need,
when you need them, to keep your business moving forward. With our established
network of top talent and the extraordinary recruitment capabilities of our National
Recruiting Centers and local delivery teams, we can assist your organization with
specialized or large volume staffing needs.
With a clear understanding of current market dynamics across our nationwide footprint,
Kforce has developed our guide to Talent Magnetism: Attracting and Retaining Great
People. Throughout this guide, you will find tips and resources to leverage in the pursuit
of attracting, securing and retaining highly skilled talent. We look forward to putting our
more than 50 years of experience to work for your organization.

WHERE DO THE NUMBERS COME FROM?

The 2015 Talent & Salary Guide provides insight on current labor trends and compensation data,
and shares best practices to help your company continue to attract, secure and retain top talent.
Providing accurate compensation data is important to us. In our analysis, nearly 10,000 Kforce permanent
placement salaries were reviewed.
To validate the data, Kforce partnered with CareerBuilder, the global leader in human capital solutions.
CareerBuilder data encompasses 38 million active resumes, 36 million job postings, 178 million worker profiles
and 14 million salary data points (CareerBuilder 2014).
Salaries were then cross-referenced against the Bureau of Labor Statistics (BLS) for accuracy.
Please Note: Salaries are averages, and can vary due to other types of compensation, such as bonuses, benefits, retirement packages and paid time off.

ONLINE RESOURCE CENTER

1

Visit www.TechSalaryGuide.com to read

industry articles, calculate localized salaries and
view the digital version of this guide.

CUSTOMIZE SALARIES TO YOUR MARKET

Locate job title; then locate the
companys size

National
Average

Job Title

Small
25

50th

75th

25

Application Development

Find the cost of living variance by location

th

Multiply salary by cost of living variance

to calculate locations salary data

.NET Developer

99.9

80.0

95.0

110.0

80

Application/Systems Architect

103.0

83.0

103.0

125.0

76

Applications Development Manager

112.6

73.0

100.0

142.0

73

Build/Release Engineer

106 9

84 0

105 5

126 5

74

Whats a percentile? A value on a scale of one hundred

that indicates the percentage distribution above/below
the data point. In the example below, the highlighted
individual earns a higher salary than six out of ten of
his/her counterparts.

NATIONAL

25

th

83.0

50 th

103.0

75 th

125.0

LOCAL

1.18

CHICAGO
VARIANCE

97.9
121.5
147.5

COST OF LIVING VARIANCE

Arizona
California

Colorado
Connecticut

Delaware
D.C.
Florida

Georgia
Illinois
Indiana
Iowa
Kansas
Kentucky
Maryland
Massachusetts
Michigan

Phoenix
Los Angeles*
Orange County
San Diego
San Francisco
San Jose
Denver
Hartford
New Haven
Stamford*
Wilmington
Washington
Fort Lauderdale
Miami
Orlando*
Tampa Bay
Atlanta
Chicago
Indianapolis
Des Moines
Kansas City**
Louisville
Baltimore
Boston
Westborough
Detroit
Grand Rapids

Unless indicated, local market variance source: http://www.coli.org

0.96
1.31
1.44
1.32
1.64
1.48
1.07
1.23
1.28
1.45
1.10
1.40
1.13
1.11
0.96
0.93
0.98
1.18
0.94
0.92
0.84
0.92
1.08
1.36
1.07
0.95
0.92
|

Minnesota
Missouri
New Jersey
New York
North Carolina
Ohio

Oregon
Pennsylvania
Rhode Island
Texas

Utah
Virginia
Washington
Wisconsin

Minneapolis
Kansas City**
St. Louis
Central NJ
Northern NJ
NYC (metro)
Charlotte
Raleigh
Cincinnati*
Cleveland
Columbus
Portland
Philadelphia
Pittsburgh
Providence
Austin
Dallas
Fort Worth
Houston
San Antonio
Salt Lake City
Reston**
Seattle
Madison
Milwaukee

* Did not participate in 2014 Q1 data collection, therefore 2013 Q4 data is being used.

1.08
0.90
0.93
1.24
1.28
1.53
0.94
0.95
0.91
0.99
0.92
1.22
1.19
0.94
1.21
0.95
0.96
0.99
0.98
0.93
0.95
1.24
1.18
1.06
1.02

**Source: http://www.areavibes.com

THE COMPETITIVE LANDSCAPE

HERES WHAT YOU NEED TO KNOW

2%

4 100

OVERALL HIRING
DIFFICULTY**

68

OF
MEMBERS OF THE
TECHNOLOGY
WORKFORCE ARE
UNEMPLOYED*

INCREASE IN JOB
GROWTH*

SUPPLY

UNEMPLOYMENT
RATE DECREASE*

100

0
EASIER

16.5%

HARDER

DEMAND

JOBS PER
AVAILABLE
TECHNOLOGY
PROFESSIONAL**

THE CHALLENGE
HERES WHATS HAPPENING

THEY WANT MORE MONEY...

TOTAL PAY INCREASED 2 PERCENT BETWEEN JAN. 2013 AND JAN. 2014

...AND THEYRE GONE FAST

TOP TALENT IS OFTEN OFF THE MARKET IN 48 HOURS OR LESS

SECURING A COMPETITIVE

EDGE

WHATS A MANAGER TO DO?

DEVELOP AN AGILE TALENT

ACQUISITION PROCESS

ENSURE COMPETITIVE
COMPENSATION RATES

FREQUENTLY EVALUATE COMPENSATION

TO RETAIN TOP TALENT

* Bureau of Labor Statistics (BLS; January 2013 to January 2014); unemployment and job growth data from BLS; series data: CES0000000001, CES6056132001, LNS14000000, LNU04027662
** CareerBuilder Analytics (August 2012 to August 2014); candidates with a bachelors degree or higher, and career groups based on O*NET Career Clusters Finance and S.T.E.M.

Company Size
National
Average

Job Title

Small

Medium

Large

Mega

25th

50th

75th

25th

50th

75th

25th

50th

75th

25th

50th

75th

Application Development
.NET Developer

99.9

80.0

95.0

110.0

80.0

98.0

110.0

80.0

93.0

108.0

N/A

97.0

110.0

Application/Systems Architect

103.0

83.0

103.0

125.0

76.0

97.5

115.0

80.0

98.0

120.0

N/A

100.0

122.0

Applications Development Manager

112.6

73.0

100.0

142.0

73.0

105.0

143.0

80.5

110.0

143.0

N/A

N/A

N/A

Build/Release Engineer

106.9

84.0

105.5

126.5

74.0

97.0

116.0

87.0

103.0

125.0

N/A

N/A

125.0

CRM Business Analyst

91.6

65.0

78.3

102.0

62.0

76.0

99.5

71.0

85.0

107.0

N/A

N/A

N/A

CRM Technical Developer

105.5

85.0

98.0

115.0

80.0

100.0

123.0

85.0

100.0

115.8

N/A

N/A

127.0

Developer/Programmer Analyst

98.6

80.0

97.0

116.0

73.5

91.0

110.0

77.0

92.0

110.0

N/A

93.0

110.0

ERP Business Analyst

90.7

70.0

82.5

100.0

67.0

81.0

100.0

69.5

81.0

97.0

N/A

83.5

99.0

ERP Technical Developer

104.8

85.0

106.0

128.0

79.0

98.0

111.0

82.0

100.0

111.3

N/A

N/A

114.0

ERP Technical Business Analyst

97.8

73.0

91.0

115.0

70.0

87.0

105.0

70.0

87.0

107.3

72.0

87.0

N/A

GUI Programmer/Analyst

88.4

69.0

84.0

104.0

69.0

84.0

103.0

71.0

86.0

103.0

N/A

N/A

N/A

Java Developer

105.4

85.0

106.0

125.0

80.0

101.0

118.0

84.5

100.0

120.0

N/A

N/A

N/A

Lead Applications Developer

106.2

88.0

103.0

128.0

83.3

98.0

116.0

85.0

101.0

120.0

N/A

N/A

N/A

Mainframe Systems Programmer

91.4

72.0

85.0

108.0

71.0

85.0

105.0

72.0

85.5

103.0

75.0

89.0

104.0

Manager

87.7

50.0

72.0

110.0

53.0

76.0

110.0

50.0

73.0

109.0

53.0

N/A

N/A

Mobile Application Developer

104.9

83.0

102.0

118.0

80.0

97.0

115.0

84.5

100.0

123.0

N/A

N/A

128.0

Software/Systems, Developer

96.0

73.5

94.3

116.0

68.5

89.0

110.0

76.0

92.0

110.0

N/A

92.5

110.0

Software/Systems, Engineer

101.1

77.0

97.5

123.3

71.0

92.0

114.5

79.0

97.3

117.0

83.0

97.5

117.0

Solutions Architect

130.0

108.0

129.0

150.0

100.0

120.0

145.0

105.0

120.0

150.0

N/A

126.0

150.0

Systems Analyst

87.7

69.0

83.0

103.0

63.5

80.3

100.0

68.0

83.5

102.0

N/A

N/A

N/A

Systems Application Developer

100.4

82.8

97.5

116.0

79.0

96.0

110.0

79.5

95.0

110.0

N/A

N/A

114.0

Systems Engineering Director

138.6

97.0

125.0

163.0

103.0

134.0

170.0

115.0

146.0

180.0

N/A

N/A

N/A

Systems Programmer

92.2

68.0

85.0

105.0

68.0

85.0

105.0

73.0

89.0

106.0

N/A

N/A

113.0

User Interface/Usability Engineer

101.6

79.0

97.0

117.0

74.0

93.5

111.0

80.0

100.0

117.5

80.0

102.0

125.0

Web Administrator

86.0

64.0

81.0

101.0

63.0

80.0

100.0

70.5

85.0

103.0

N/A

87.0

105.0

Web Designer

83.6

54.0

75.0

98.0

56.0

77.0

100.0

69.0

90.0

110.0

N/A

N/A

N/A

Note: Company size based on employee headcount; small: 1-199, medium: 200-4.99k, large: 5k-49.99k, mega: 50k
N/A indicates a low population of data points to determine accurate salary information

WORKFORCE TREND

THE NEW EMPLOYMENT MODEL

During the recession, companies significantly reduced workforces to save money.

Now...this model is here to stay.

50%

81%

of contingent
workforce buyers
expect to grow
their staff

of contingent
workforce buyers
expect to grow
their staff

2009

2007

NEW EMPLOYMENT
MODEL BENEFITS

2014

THEN

NOW

Recession

Post recession

Flexibility

Worker levels based on project

and peak needs

Savings

More efficient use of contingent

workers yields an average annual
savings of 13% *

* Source: Staffing Industry Analysts, 2014 Contingent Buyers Survey: short-term and long-term contingent workforce projections.

Company Size
National
Average

Job Title

Small

Medium

Large

Mega

25th

50th

75th

25th

50th

75th

25th

50th

75th

25th

50th

75th

100.2

80.0

97.5

115.0

77.0

95.5

111.0

80.0

93.3

110.0

80.0

99.0

115.0

Business Intelligence Architect/Designer

131.3

106.5

122.0

148.0

103.0

127.0

157.0

105.0

125.0

155.0

105.0

127.0

N/A

Business Intelligence Developer

105.7

88.0

101.0

123.0

83.0

95.0

113.0

85.0

98.5

119.5

N/A

N/A

N/A

Data Analyst/Report Writer

82.4

62.0

77.0

95.0

58.0

75.0

95.0

63.0

78.0

97.0

N/A

N/A

N/A

Data Architect

128.0

106.0

129.0

150.0

100.0

118.0

144.3

101.0

120.0

147.0

N/A

126.0

148.0

Data Modeler

110.9

90.0

100.0

125.0

85.0

100.0

115.0

85.0

90.0

96.0

85.0

95.0

116.0

Data Scientist

87.4

57.0

75.0

103.0

60.5

79.5

110.0

56.0

76.0

100.0

N/A

91.0

N/A

Data Security Analyst

96.4

76.5

94.0

115.0

71.0

90.0

111.0

74.0

92.0

110.0

N/A

N/A

1N/A

Data Warehouse Architect

122.1

103.8

118.0

131.0

91.0

117.0

137.0

104.5

117.0

148.0

N/A

N/A

N/A

Database Administrator

96.9

79.0

97.0

115.0

73.3

92.0

112.0

82.0

99.0

115.0

N/A

N/A

N/A

Database Developer

99.9

80.0

98.0

116.0

74.0

95.0

111.0

80.0

95.5

111.0

N/A

N/A

112.0

Hadoop Developer

124.8

98.0

115.0

150.0

93.0

110.0

130.0

93.0

110.0

120.0

N/A

N/A

130.0

Network Security Administrator

84.1

62.5

77.0

100.0

63.0

75.0

95.0

67.5

83.0

100.0

N/A

N/A

100.0

Report Developer

97.4

73.0

92.0

111.0

74.0

91.0

110.0

80.0

92.3

112.5

N/A

95.0

115.0

Web Developer
Data Management

Note: Company size based on employee headcount; small: 1-199, medium: 200-4.99k, large: 5k-49.99k, mega: 50k+
N/A indicates a low population of data points to determine accurate salary information

WORKFORCE TREND
FLEXIBILITY IN ENGAGEMENT OPTIONS
Competition for quality technology talent is causing
savvy managers to reconsider how they
secure resources.
Not all tech professionals are created equally and
therefore, work engagement preferences vary. Some
desire a consulting career while others seek
contract-to-hire or permanent employment.
A lack of flexibility in engagement options may block
access to securing the best resources who can
successfully accomplish critical business initiatives.

To learn more about this workforce trend challenge,

visit our Online Resource Center for full article:
www.TechSalaryGuide.com

TIPS
Be flexible in engagement
preferences to maximize access
to top tech talent
Leverage advancements in remote
workforce technologies to remove
geographic restrictions

Budget for flexibility; allow consideration

for both permanent employee or
consultant acquisition when securing top
talent resources

Company Size
National
Average

Job Title

Small

Medium

Large

Mega

25th

50th

75th

25th

50th

75th

25th

50th

75th

25th

50th

75th

85.8

62.5

80.0

103.0

63.0

78.0

100.0

70.5

85.0

103.0

N/A

N/A

103.0

Business Analyst

81.8

58.0

74.0

95.0

58.5

74.0

95.0

58.5

76.0

95.0

N/A

N/A

N/A

Business Process Engineer

80.3

60.0

72.0

80.0

65.0

75.0

92.0

70.0

77.0

85.0

N/A

82.0

89.0

Business Systems Analyst

88.8

69.8

85.5

105.5

63.5

81.0

100.0

68.3

84.0

101.0

N/A

N/A

N/A

Chief Information Officer

151.9

96.0

135.0

186.0

107.0

150.0

197.0

110.0

144.0

189.0

N/A

N/A

N/A

Chief Security Officer

151.7

103.0

140.0

185.0

110.5

150.0

205.0

117.0

141.0

185.0

N/A

N/A

N/A

Chief Technology Officer

166.5

109.0

150.0

204.0

112.5

150.0

200.0

117.5

156.0

215.0

N/A

N/A

N/A

Configuration/Release Management

84.6

56.0

75.0

105.0

55.0

72.0

100.0

63.0

83.0

105.0

63.5

83.0

108.0

Information Systems Auditor

87.9

63.0

82.0

102.0

55.5

80.0

107.0

69.0

83.0

105.0

N/A

N/A

N/A

Information Technology Director

141.2

100.0

127.0

168.0

105.0

138.0

171.0

115.0

145.0

174.0

118.0

150.0

182.0

Product Manager

102.5

61.0

90.0

126.5

65.0

95.0

131.0

65.0

91.0

129.0

68.0

95.0

135.0

Program Manager

84.3

54.0

73.0

103.0

55.0

75.0

109.5

49.0

68.0

96.0

55.0

76.0

108.0

Project Manager

80.8

48.5

65.0

93.0

49.0

67.0

98.5

52.5

73.0

108.0

N/A

82.0

111.0

Quality Assurance, Director

104.9

65.0

92.0

130.0

70.3

98.0

127.0

72.0

95.0

130.0

81.0

105.0

131.0

Quality Assurance, Manager

91.9

65.0

82.0

100.0

70.0

90.0

110.0

71.0

92.0

120.0

71.0

N/A

N/A

Quality Assurance, Tester

86.0

68.0

80.0

98.0

66.0

85.0

104.0

73.0

83.0

98.0

70.0

84.0

N/A

Technical Service Director

96.3

55.0

75.0

115.0

60.0

85.0

129.0

62.5

86.0

126.0

65.0

91.0

132.5

Technical Writer

70.3

52.0

66.0

82.0

55.0

66.0

90.0

46.0

55.5

70.0

51.5

68.0

85.0

Test Engineer

88.9

67.0

80.0

100.0

66.0

80.0

100.0

68.0

85.0

103.0

71.5

85.0

N/A

Systems Security Administrator

Functional & Business Management

Note: Company size based on employee headcount; small: 1-199, medium: 200-4.99k, large: 5k-49.99k, mega: 50k+
N/A indicates a low population of data points to determine accurate salary information

DID YOU KNOW?

TECH UNEMPLOYMENT
From January 2012 to January
2014, the average unemployment
rate for technology workers was

7.7 %

NATIONAL AVERAGE

54% less than the national

unemployment rate.

3.6%
TECH WORKERS

JANUARY 2012

JANUARY 2014
Source: BLS series LNU04027662, LNS14000000

BUSINESS INTELLIGENCE: In the Company

wake ofSize
the Big Data buzz,

National
Smallincreased levels
Medium
Large
many organizations
realized
of Business Intelligence
do not
Average

Job Title

necessarily require enormous

amounts
of data.
Instead,
organizations
25th
50th
75th
25th
50th
75th
25th
50th
75th
through
VP, Systems Engineering can leverage their
155.3existing
109.0 systems
144.0 180.0
120.8 increased
156.0 195.0analysis
121.5 and
155.0 190.0

50th

75th

N/A

N/A

N/A

155.0

67.0

115.0

160.0

151.5
122.0 140.0 170.0 120.0 150.0 215.0
129.0 145.0 170.0
CLOUD-BASED
SERVICES: Many organizations
find value in

N/A

150.0

180.0

improved procedures.
120.3

VP, Technology

25th

Mega

65.0

98.0

155.0

67.5

101.0

160.0

65.0

108.0

Infrastructure
Cloud Architect
Data Center Manager

121.3

86.0

111.0

145.0

98.0

123.0

150.0

98.0

124.0

149.0

N/A

N/A

N/A

59.6

46.0

53.5

65.0

47.0

54.0

65.5

47.0

55.0

67.0

N/A

N/A

69.0

95.0

117.0

outsourcing traditional IT functions. Software as a Service (SaaS) and

Desktop Support Specialist

Infrastructure as a Service (IaaS) are two examples that lead to the XaaS or
98.7
70.0
88.0 120.0
70.0
89.0
105.0
65.0
89.0
103.0
76.0
anything as a service cloud-based model.

Hardware Engineer
Help Desk
Infrastructure Architect

Network Architect

42.0

51.0

64.0

42.0

52.0

65.5

44.0

54.0

69.0

N/A

N/A

N/A

139.5

116.0

136.0

165.0

111.0

130.5

160.0

109.8

130.0

158.0

120.0

135.0

158.0

132.8
105.0 127.5 155.0 103.0 122.0 145.0
111.0 134.0 163.0
INFORMATION
SECURITY: A series of high
profile data

Mobile Architect
Network Administrator

58.2

N/A

140.0

N/A

83.1

57.5

75.0

99.0

60.0

75.0

95.0

67.5

85.0

103.0

N/A

N/A

N/A

128.6

90.0

114.0

146.0

97.0

112.0

151.0

96.0

110.0

127.0

98.0

110.0

N/A

91.5

111.0

breaches put a spotlight on information security. Organizations now put a

higher importance on protecting not only their own proprietary data, but also
92.9
66.0
85.0 106.0
67.5
84.0
105.0
74.0
91.0
108.0
N/A
the personal information of their valued customers.

Network Engineer

Network Security Engineer

110.7

90.0

108.5

138.0

85.0

103.5

132.0

87.5

106.0

127.5

N/A

N/A

N/A

NOC/SOC, Engineer

86.2

58.0

73.0

97.0

58.0

75.0

100.0

59.3

75.0

101.0

64.8

82.0

105.0

89.9
59.0
75.5 105.0The60.0
78.0 for
106.5
61.0
76.5 skilled
103.0
MOBILE APPLICATIONS:
demand
professionals

N/A

N/A

106.0

Ops. Support/System Operator

54.6
40.0
47.8
60.0
42.0
59.3
39.0
45.0
53.0
41.5
in Android and iOS
development
remains
high. 50.0
Windows
and
other
platforms
97.9
68.5
85.0 110.0
71.0
92.0
115.0
71.5
85.0
104.0
85.0
recently joined the mobile market, along with alternate devices like
90.5
68.0
85.0 105.0
68.5
86.0
105.0
73.0
87.0
105.0
73.0
connected cars and wearable technology.

51.0

70.0

RF Engineer

98.0

125.0

90.0

110.0

NOC/SOC, Manager

SAN, Administrator
SAN, Engineer
Systems Administrator

Technical Support, Manager

110.8

73.0

105.0

130.0

84.0

110.0

132.0

89.0

110.0

133.0

90.0

110.0

138.0

83.8

60.5

80.0

102.5

60.0

75.0

96.8

67.5

85.0

103.0

N/A

N/A

N/A

N/A

N/A

47.0improve
62.0
81.0
47.8
in60.0
ways77.5
that will
business.

63.0

N/A

72.0

N/A

N/A

N/A

N/A

N/A

64.0

81.0

105.0

88.4
53.0
73.0 The
109.0real53.5
71.0behind
107.8 massive
54.5
79.0
DATA ANALYTICS:
power
data 120.0
sets is N/A
an

Technical Support, Specialist

59.0
74.0
47.5
organizations66.4
ability47.0
to leverage
that data

Telecommunications Engineer
68.0 demand
92.0 108.0
76.0
99.0
Organizations 101.9
increasingly
professionals

131.0strong
72.0 computer
86.5
109.0
with
Unix Systems Administrator
91.1
68.0
85.0 105.0
68.5
86.0
105.0
72.5
90.0
110.0
knowledge, as well
as the
industry
and business
expertise
necessary
to
Wireless Network Engineer
85.2
collect and analyze
data.58.0 75.0 95.0 60.0 76.0 98.0 63.0 81.0 101.0
Note: Company size based on employee headcount; small: 1-199, medium: 200-4.99k, large: 5k-49.99k, mega: 50k+
N/A indicates a low population of data points to determine accurate salary information

10 EASY ONBOARDING STEPS

PREPARE
1. Communicate with your team
2. Assign a go-to resource
3. Set project goals
4. Order supplies and technology
5. Plan day one activities

Visit our Online Resource Center for full article:

www.TechSalaryGuide.com.

ONBOARD
6. Execute day one orientation

ONGOING
7. Schedule weekly reviews
8. Host team meetings
9. Inform assignment updates
10. Provide ongoing feedback

TOP IN-DEMAND OCCUPATIONS

$124,800
HADOOP DEVELOPER

$151,500
CLOUD ARCHITECT

$131,300
BUSINESS INTELLIGENCE ARCHITECT

$105,400
JAVA DEVELOPER

$96,400
DATA SECURITY ANALYST

Source: Kforce 2015 Talent & Salary Guide using the national average salary data for the above job titles.

DID YOU KNOW?

Consultant vs. Permanent Compensation

Technology consultants earn 22 percent more than their permanent counterparts.

* Source: Kforce consultant compensation rates over the past two years.
Source: Kforce 2015 Salary Guide using the national average salary data for the above job titles.

TOP 10 CERTIFICATIONS
1

Project Management Professional (PMP)

Certified Information Systems Security
Professional (CISSP)

2
3

Information Assurance Technicians (IAT)

Business Process Management Programming
Languages (BPM)

Cisco Certified Network Associate (CCNA)

Certified Information Systems Auditor (CISA)

Microsoft Certified Systems Engineer (MCSE)

System Administrator (EMCSyA)

9
10

Microsoft Certified Professional (MCP)

Cisco Certified Internetwork Expert (CCIE)

Source: WANTED Analytics

THINGS TO CONSIDER

SECURING THE TOP TALENT

Visit the Online Resource Center for the full article:
www.TechSalaryGuide.com

AGILE TALENT ACQUISITION

Time kills all deals is a common phrase used among professional recruiters and
hiring managers seeking top talent. Identify and address unnecessary roadblocks
within the talent acquisition process to shorten requisition to start time.

COMPETITIVE PAY
Demand outpaces supply within highly skilled talent pools.
Due to this imbalance,candidates compensation expectations
have increased and will continue to do so.

FREQUENT EVALUATIONS
The talent landscape changes quickly based on fluctuating supply and demand for
highly skilled workers. What works today may not work tomorrow. Use the
worksheet on page 10 to assess the effectiveness of your talent acquisition process.
Source: Top 10 Certifications from WANTED Analytics

TALENT

MAGNETISM WORKSHEET

Demand has outpaced supply for highly skilled workers. To achieve a competitive advantage and secure the
best talent, stay educated on labor market trends and adjust accordingly. This worksheet can help you assess
your current acquisition strategy, identify potential roadblocks and create an action plan to secure top talent.

PROCESS

CURRENT STATE
What is your current process?

Example:
Job Posting

Job posted internally for 1 week

before sharing externally.

CHALLENGES/
ROADBLOCKS

ACTION PLAN

What are the opportunities

for improvement?

What steps will you take

to encourage improvement?

Puts me a week behind

communicating opening to
external candidates. I may
be missing out on the best
candidate due to timing.

1. Schedule meeting with

leadership to discuss
roadblock.
2. Work towards shortening
or removing internal
posting period.

REQUISITION
JOB POSTING
POSTING
CHANNELS
& NETWORK
APPLICANT
RESPONSE(S)

ACQUISITION
APPLICANT
SCREENING
INTERVIEWING
BACKGROUND,
DRUG & REF.
CHECKS

OFFER
COMPENSATION

OFFER SPEED &

RESPONSE TIME

ONBOARDING
MASTER PLAN
DAY ONE
ORIENTATION
ONGOING
ASSESSMENT

10

ABOUT KFORCE
Kforce is a professional staffing solutions firm, providing the right
match for over 50 years. Specializing in the areas of Technology and
Finance & Accounting, Kforce places more than 26,000 resources
annually with over 4,000 customers, including 70% of the Fortune 100.
Today, Kforce provides flexible and permanent staffing solutions through a
network of more than 60 offices, two National Recruiting Centers and 2,600
staffing specialists with access to a database of over six million highly
skilled professionals.

With a commitment to Great People = Great Results, Kforce is

dedicated to be the firm most respected by those we serve.