Moja Karijera

Overcoming Gender Bias: Women in the IT Industry Step Up to the Challenge

Tanja — Mon, 08 May 2023 19:25:56 +0000

When women claim they don’t feel inequality in the workplace or lack of opportunities for advancement, are they basing this solely on their own positive experiences, or are they rationalizing due to a lack of knowledge about objective statistics?

To explore the issue of women’s inclusion in greater detail, it is important to examine certain objective data and answer the following questions:

What percentage of women work in IT companies?
How does the pay of men and women compare?
What percentage of women hold leadership positions?

Firstly, many people are unaware that the IT sector encompasses more than just programmers who sit behind computers writing code. Like any other industry, it is complex and includes many different roles.

Software is the result of interaction between clients and service providers, i.e., software companies.

Numerous managers, analysts, and designers who communicate with clients, analyze their requirements, create specifications, and provide guidance for programmers are involved in the development process.

Therefore, IT does not exclude communication and analytical skills, but emphasizes their importance and includes them in all stages of product development.

According to the ICT Solutions & Education portal, women are most dominant in non-technical positions such as project managers and business analysts, while men dominate in technical positions such as software engineers and system administrators.

According to data from the German portal Statista from June 2021, women represented around 30% of all employees in large IT companies such as Amazon, Facebook, Apple, Google, and Microsoft in the US, with about 25% in leadership positions.

If these are the statistics for urban corporations that dictate market conditions, should we seriously worry about the inclusion and equality of women in rural areas?

Objective data show that there are significant pay differences between women and men in the IT industry, and even leaders in the IT market such as the aforementioned companies have serious shortcomings.

According to statistics from Hired for 2017, 2018, and 2019 data from the US market, the current pay gap between men and women is 3% in favor of men, but in 60% of cases, men are offered a higher salary for the same position, and 41% of companies prefer to interview men for certain positions.

The myth of women’s inferiority in science and technology is still present, and you may recall this topic being brought up during casual conversations at coffee or house parties.

According to Forbes magazine, 77% of leadership positions in the IT industry in the UK are held by men.

The reasons for this disproportionality definitely do not stem from the stereotype that “men are smarter,” but mostly from social policy measures that do not support women who choose motherhood and make it difficult for them to return to work after childbirth.

Distrust of women’s competence in the IT industry is widespread, as evidenced by the fact that every hundredth euro invested in startups in 2020 went to companies founded by women, according to the Startit portal.

What is needed is to raise awareness of the problem and take measures to promote the inclusion and advancement of women in the IT industry.

This includes improving the representation of women in technical and leadership positions, addressing pay gaps and biases, and creating a supportive environment that encourages women to pursue and succeed in technology careers.

The post Overcoming Gender Bias: Women in the IT Industry Step Up to the Challenge appeared first on Moja Karijera.

The Emergence of Prompt Engineers: The Next Generation of AI Psychologists

Tanja — Mon, 08 May 2023 19:17:17 +0000

The democratization of Artificial Intelligence and the recent surge in generative models have brought about significant changes. This includes the way we interact with machines.

Conversational models such as ChatGPT or Bard, and generative systems like Midjourney and Dall-e 2, are unpredictable and continuously learning.

As a result, the quality of answers obtained depends on the questions asked and how they are framed.

This has led to the emergence of a new profession: the “prompt engineer.”

These professionals are in high demand and are highly compensated. They are responsible for training AI with natural language and carefully scrutinizing search results to create the perfect “prompts.”

Companies such as EY, NTT DATA, Datasumi, and eDreams have already integrated this role into their organizations.

According to LinkedIn Jobs and other sources, there are currently over 10,000 job offers in Spain that mention “prompt engineering” for various positions, with approximately 100 explicitly seeking a “prompt engineer.” Most of these job openings were posted during April.

Based on the same sources, the corresponding salaries for these roles can range from around 95,000 euros per year in Spain to 300,000 in the United States.

Although this position is not yet present in the Serbian job market, it does not mean that there won’t be a change in client demand for this type of profession in the future.

The rise of the “prompt engineer” role in the field of Artificial Intelligence has garnered significant attention, with renowned experts such as Andrew Ng launching a new course called ChatGPT Prompt Engineering for Developers in collaboration with OpenAI, the company responsible for the series of GPT and Dall-e generative models, among others.

Co-founder of OpenAI, Andrej Karpathy, has coined the term “AI psychologists” to refer to these new professionals.

According to Karpathy, psychology can play a crucial role in the development and application of this technology.

Psychologists can provide insights into the human mind, cognition, behavior, and interactions, which may be fundamental to designing more effective, ethical, and user-centric AI systems.

As AI continues to democratize, we must consider what changes it will bring about. While there are various theories, one particularly fascinating one is that it will accelerate the “Era of Humanity” and the “fifth industrial revolution,” as described by authors Peter G. Kirchschläger and Marc Vidal.

“Prompt engineers” are just the first of many new jobs that will emerge in this exciting new era.

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The Importance of Soft Skills in IT

Tanja — Mon, 08 May 2023 19:02:11 +0000

In today’s ever-evolving world of technology, technical knowledge is not the only factor contributing to a successful career in IT.

Employers are increasingly recognizing the importance of “soft” skills, which are unrelated to technical expertise, but critical for career advancement.

Soft skills, such as communication, teamwork, creativity, leadership, and flexibility, are valuable in IT, particularly at managerial and executive levels.

Research shows that team members who are aware of their strengths, including soft skills, exhibit lower absenteeism.

IT professionals with a combination of technical and soft skills are more likely to succeed in leadership roles, as they are better equipped to lead and manage their teams effectively. Here are five essential soft skills that IT professionals should master to advance in their careers.

Creativity

Creativity is essential in problem-solving and finding practical solutions. IT professionals need to use their creative skills daily to anticipate problems and prepare for potential issues. By flexing their creative muscles, they can use technical skills in innovative ways.

Communication

Clear and effective communication is crucial in any organization. IT professionals must communicate ideas and visions accurately, both verbally and in writing, to ensure the smooth running of projects. The ability to communicate without technical jargon is a standout quality in any IT professional.

Teamwork

Collaboration and teamwork are essential for success in any business, including IT. Despite often working independently, IT professionals must also work effectively as a team player to achieve the desired outcomes. The ability to work with others, regardless of their vision or personality, is vital for success as a leader.

Leadership

IT professionals can take on leadership roles, even if they don’t hold formal leadership positions. IT professionals often manage projects and delegate tasks, requiring strong leadership skills. Developing leadership skills can help IT professionals become successful leaders and advance their careers.

Flexibility

IT professionals must learn to be flexible in the face of unpredictable challenges. They must be able to adapt to changing situations, adjust their plans, and find new solutions to problems quickly. The ability to remain flexible and adaptable is essential for success in the IT industry.

In conclusion, while technical skills are essential for success in IT, soft skills are just as important. IT professionals who master soft skills, including creativity, communication, teamwork, leadership, and flexibility, will be better positioned to advance their careers and become successful leaders in their fields.

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Key Recruitment Metrics You Need to Know in 2023

Tanja — Thu, 20 Apr 2023 18:44:20 +0000

Recruiting can pose a challenge for both small businesses and job seekers alike. Finding the right candidate may take several weeks, and even after the onboarding process, there is no guarantee that they will accept the job or stay. However, research is key to a successful recruitment experience. Knowing how job seekers search for jobs, their priorities, and their mindsets can provide small businesses with an edge over their competitors.

The following statistics can assist small businesses in onboarding candidates with the right skills, experience, and culture fit:

The average time to fill a new position is 42 days. The duration varies by industry. Engineering positions, for instance, can take up to 62 days to fill.
Job hunting is a stressful process, with 73% of job seekers considering it one of the most stressful events in their lives. Making the hiring and onboarding process easier for job seekers can make a small business more attractive to preferred candidates.
Providing candidates with a clear timeline of the hiring process can simplify their job search. Outlining the number and format of interviews, who will conduct them, and how long you will wait between each round can set candidates’ minds at ease.
Almost 90% of applicants find job openings through social media. Small businesses should thus target potential candidates where they are most likely to see the listing.
Three-quarters of applicants consider a company’s diversity when deciding whether to accept a job offer.
84% of recruiters view cultural fit as an important factor when hiring.
A company’s reputation is vital to recruiting top talent, with 86% of women and 67% of men reporting that they would not apply to a job at a company with a bad reputation.
44% of recruiters prioritize remote work options, which can broaden the talent pool and provide employees with greater flexibility.
A positive onboarding experience can increase the likelihood of a new hire staying at their job for over three years by 69%.
A poor onboarding experience can lead new hires to look for a new job, with some being twice as likely to do so.
Money is a significant factor in why people leave their job, with 40% of job seekers looking for a higher salary.
Optimizing the recruitment process can shorten the hiring cycle by 60%.
The cost of a bad hire can be up to 30% of the employee’s first-year earnings Hiring the wrong person can be costly for small businesses, as it may result in lower productivity, decreased morale, and ultimately lead to turnover. The cost of a bad hire can be up to 30% of the employee’s first-year earnings, which can be a significant financial burden for small businesses. Therefore, it’s crucial to invest time and resources into finding the right candidate to avoid costly mistakes.
Women apply to 20% fewer jobs than men According to a 2019 study, women apply to 20% fewer jobs than men–they only apply when they feel they meet 100% of the requirements, while men will apply when they only meet 60%. To attract more women to apply at your firm, consider separating your “must have” requirements from your “nice to have” skills and experience.
Less than one third of recruiters have specific diversity and inclusion initiatives Just 30% of recruiters say they have specific policies and goals for hiring for racial and gender diversity. If your company plans to work with a third-party recruiter and diversity is important to you, make sure you ask what kind of policies they have to support those goals.
46% of employers say that resume gaps are acceptable It used to be that resume gaps were treated as a red flag, but that’s fading. In 2021, only 38% of employers thought that resume gaps were okay. As of 2022, that number has gone up to 46%. After the COVID-19 pandemic’s widespread unemployment and furloughs, employment gaps aren’t necessarily a sign of anything but global affairs.
38% of recruiters say finding diverse candidates to interview is the biggest barrier to improving diversity Although only 30% of recruiters say that they have specific goals for gender and racial diversity, 38% of recruiters claim that actually finding diverse candidates to interview is their biggest barrier to improvement.
Black (71%) and Hispanic (72%) employees say their employer should be doing more to increase employee diversity. Significantly more Black and Hispanic/Latino employees say their employers should be increasing their diversity and inclusion initiatives. Meanwhile, just 58% of White employees feel the same.
College degrees are the 8th most important characteristic when interviewing candidates A college degree used to give candidates a significant leg up on the competition–but today, it’s the 8th most important factor in the screening and interviewing process. That’s down a spot from 2021, when it was the 7th most important factor. The number one factor? Interview presence.
Hiring is the top way employers reduce skill gaps in the workforce 66% of employers say that hiring new employees is the main way they address and reduce skill gaps at their company. Just 56% reported that they use skill building, which could help reduce the need to hire new employees.

Pay attention to what the data tells you

The recruitment statistics don’t lie: hiring can be a lengthy, stressful, and expensive process for small businesses. The right candidate is out there, but finding them can be a challenge. Taking the time to critically evaluate your hiring goals and processes will help your company stand out from the crowd. When you understand what candidates really want—clarity, competitive wages, diversity, remote work, and a great brand reputation—it’s easier to tailor the experience to your dream employee.

Stats listed by the reference number in the article.

1. Workable: Time to Fill and Time to Hire Metrics FAQ

2. Small Biz Genius: 70 Recruitment Statistics for Attracting Top Talent in 2022

3. Career Arc: Future of Recruiting Study

4. Glassdoor: Glassdoor’s Diversity and Inclusion Workplace Survey

5. Glassdoor: What Job Seekers Really Think About Your Diversity and Inclusion Stats

6. Talogy: ‘Hire for culture, train for skill’

7. Glassdoor: 40+ Stats For Companies to Keep In Mind for 2021

8. Monster: The Future of Work

9. SHRM: Don’t Underestimate the Importance of Good Onboarding

10. Wixstatic: Super CIO

11. Monster: New Year, New Career