9 Most In-Demand Programming Languages

Breakdown of the 9 Most In-Demand Programming Languages

1.    SQL 

It’s no surprise SQL (pronounced ‘sequel’) tops the job list since it can be found far and wide in various flavors. Database technologies such as MySQL, PostgreSQL and Microsoft SQL Server power big businesses, small businesses, hospitals, banks, universities. Indeed, just about every computer and person with access to technology eventually touches something SQL. For instance, all Android phones and iPhones have access to a SQL database called SQLite and many mobile apps developed Google, Skype and DropBox use it directly.

2.    Java

The tech community recently celebrated the 20th anniversary of Java. It’s one of the most widely adopted programming languages, used by some 9 million developers and running on 7 billion devices worldwide. It’s also the programming language used to develop all native Android apps. Java’s popularity with developers is due to the fact that the language is grounded in readability and simplicity. Java has staying power since it has long-term compatibility, which makes sure older applications continue to work now into the future. It’s not going anywhere anytime soon and is used to power company websites like LinkedIn.com, Netflix.com and Amazon.com.

3.    JavaScript

JavaScript – not to be confused with Java – is another one of the world’s most popular and powerful programming languages, and is used to spice up web pages by making them interactive. For example, JavaScript can be used to add effects to web pages, display pop-up messages or to create games with basic functionality. It’s also worth noting that JavaScript is the scripting language of the World Wide Web and is built right into all major web browsers including Internet Explorer, FireFox and Safari. Almost every website incorporates some element of JavaScript to add to the user experience, adding to the demand for JavaScript developersIn recent years JavaScript has also gained use as the foundation of Node.js, a server technology that among other things enables real-time communication.  

4.    C#

Dating from 2000, C# (pronounced C-sharp) is a relatively new programming language designed by Microsoft for a wide range of enterprise applications that run on the .NET Framework. An evolution of C and  C++, the C# language is simple, modern, type safe and object oriented.

5.    C++ 

C++ (pronounced C-plus-plus) is a general purpose object-oriented programming language based on the earlier ‘C’ language. Developed by Bjarne Stroustrup at Bell Labs, C++ was first released in 1983. Stroustrup keeps an extensive list of applications written in C++. The list includes Adobe and Microsoft applications, MongoDB databases, large portions of Mac OS/X and is the best language to learn for performance-critical applications such as “twitch” game development or audio/video processing.

6.    Python

Python is a general purpose programming language that was named after the Monty Python (so you know it’s fun to work with)! Python is simple and incredibly readable since closely resembles the English language. It’s a great language for beginners, all the way up to seasoned professionals. Python recently bumped Java as the language of choice in introductory programming courses with eight of the top 10 computer science departments now using Python to teach coding, as well as 27 of the top 39 schools. Because of Python’s use in the educational realm, there are a lot of libraries created for Python related to mathematics, physics and natural processing. PBS, NASA and Reddit use Python for their websites.

7.     PHP

Created by Danish-Canadian programmer Rasmus Lerdorf in 1994, PHP was never actually intended to be a new programming language. Instead, it was created to be a set of tools to help Rasmus maintain his Personal Home Page (PHP). Today, PHP (Hypertext Pre-Processor) is a scripting language, running on the server, which can be used to create web pages written in HTML. PHP tends to be a popular languages since its easy-to use by new programmers, but also offers tons of advanced features for more experienced programmers.

8.    Ruby on Rails

Like Java or the C language, Ruby is a general purpose programming language, though it is best known for its use in web programming, and Rails serves as a framework for the Ruby Language. Ruby on Rails has many positive qualities including rapid development, you don’t need as much code, and there are a wide variety of 3rd party libraries available. It’s used from companies ranging from small start-ups to large enterprises and everything in-between. Hulu, Twitter, Github and Living Social are using Ruby on Rails for at least one of their web applications.

9.    iOS/Swift

In 2014, Apple decided to invent their own programming language. The result was Swift – a new programming language for iOS and OS X developers to create their next killer app. Developers will find that many parts of Swift are familiar from their experience of developing in C++ and Objective-C. Companies including American Airlines, LinkedIn, and Duolingo have been quick to adopt Swift, and we’ll see this language on the rise in the coming years.

Any great craftsman has a belt full of tools, each a perfect choice for certain situations. Similarly, there will never be just a single programming language, and each language will evolve and improve over time to keep pace with innovation.

This is why, if you’re interested in becoming a developer, it’s important to be well-versed in a number of programming languages so you can be versatile and adaptable – and then continue to learn/master languages throughout your career.

Coding Dojo teaches five of 2016’s most in-demand programming languages. Whether you’re interested in picking up a new language, or learning several, make sure to check out Coding Dojo’s online and onsite programs!

Top 10 IT Skills in Demand in 2016

Top 10 IT Skills in Demand in 2016
coding and coffee

Top 10 IT Skills in Demand in 2016

 by Keith Robinson @ Resource Central

 

It will come as no surprise to hear that the 2016 IT Market globally is “hot”. In fact, it’s ‘white hot’.  Salaries are increasing, employee turnover is ‘on the up’, the classic post-recession candidate move towards Contractor status is in full swing – and, as always, we have ever-present core skill shortages, verging on the acute.

 

1. IT Architecture

* 42% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

The term “IT architect” encompasses a wide range of specialists, from enterprise architects to cloud architects, so recruiters say it makes sense that IT architecture expertise is in demand as companies move forward with all sorts of technology-driven projects.

 

2. Programming/Application Development

* 40% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

Despite fears that programming expertise is a commodity that can be obtained cheaply offshore, programming and application development continue to be among the most sought-after skills in enterprise IT.

Demand for Programmers and Developers is springing up in new areas, too, thanks to the rise of Mobile and the emergence of the ‘Internet of Things’. As an example, in the Automotive industry, some cars now come off the assembly line with a million lines of code – and this is just one evidence of how programming’s footprint is widening

 

3. Project Management

* 39% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

With almost half (46%) of the Forecast survey respondents expecting their technology spending to increase in 2016, it’s no surprise that project management remains a top five skill: More spending means more projects — and that means more people will be needed to manage those projects.

 

4.  Big Data

* 36% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

The surge in interest in using data to drive business has pushed demand for big data skills from No. 10 in last year’s Forecast report to No. 4 today. Moreover, in the Forecast 2016 survey, big data/analytics was No. 1 on the list of technologies that survey respondents said they were currently beta-testing or using in pilot projects, with 23% saying they were engaged in such initiatives.

 

5. Business Intelligence/Analytics

* 34% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

Holding steady in the top 10 skills list is another data-related area of specialization: BI and analytics.

 

6. Help Desk/Technical Support

* 30% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

The recruiting model for Help Desk/Technical Support seems to be to find prospects recently graduated from college/university (people with a well-rounded education) in the belief that if candidates have ‘natural’ customer service skills and the ability to communicate, companies can then educate them on the tech skills.

 

7. Database Administration

* 25% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

Demand for Database Administrators remains high thanks to the ever-increasing interest in big data, BI and analytics. Employers want people with extensive backgrounds in database administration and a deep understanding of data reporting tools and technologies such as Oracle, SQL, DB2 and Hadoop.

 

8.  Security/Compliance/Governance

* 25% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

Although security expertise slipped from No. 4 on last year’s list of the 10 hottest tech skills, make no mistake about its importance: Security professionals are in demand and can command high salaries. Exactly 50% of those who participated in our Forecast 2016 survey said they plan to increase spending on security technologies in the next 12 months, and security was No. 2 among the most important IT projects that respondents have underway. Compensation for security pros keeps going up because demand for talented people is strong, and because security specialists play a critical role in most organizations.

 

9. Cloud/SaaS

* 25% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months.

Research firm IDC predicts that more than half of enterprise IT infrastructure and software investments will be cloud-based by 2018. Specifically, spending on public cloud services will grow to more than £100 billion by 2018, according to an IDC forecast report.

 

10.  Web Development

* 24% of respondents with hiring plans said they will be seeking people with this skill in the next 12 months. * Last year’s ranking: No. 5

Web development continues to crack the Computerworld Forecast list of the top 10 most in-demand IT skills because organisations have come to rely heavily on the Web as a channel for connecting with customers, clients, partners and employees since they built their first websites a decade or two ago, IT leaders say. While they don’t need Web developers to establish a Web presence anymore, they do need people with the ability to ensure that their sites are open and ready for business.

So IT Recruitment will continue to remain a tough recruiting market and salaries will continue to go up with demand. A further ‘dark cloud’ is that in Europe we’re seeing a slow down of the East to West talent migration that helped ease the skill shortage in the western economies – leading to an equivalent increase in the growth of BPO IT functions in the Central & Eastern Europe Regions.

 

Are there any ‘silver linings’? In our experience, the way to fulfil your requirements remains hiring an expert recruitment team with the dedicated resource to deliver an agreed planned yet intense activity, be it shortlisting candidates for you or engaging with the candidates to gauge interest and ‘fit’.   

Top 5 Staffing Industry Trends for 2015

The biggest disruptions are the ones you don’t see coming. Resolve to get ahead of them this year (with a little help from us).

As a dedicated staffing industry professional, you may have set goals for 2015 — but have you considered how some of the recent developments within the industry may affect them? By being aware of this year’s biggest staffing trends and resolving to do something about them, you’ll add value back to your business and truly make a name for your firm as 2015 gets into full gear.

Trend No. 1: The War for Talent is raging.

Demand for talent is up, unemployment is down — and key skills are going to be harder than ever to find. It’s time to show up for battle with the right ammunition.

Resolution for 2015: Show the skills gap who’s boss. How? By building a stronger employment brand, paying employees a fair wage, creating training opportunities for your employees and promoting from within, investing in necessary job skills, and taking better advantage of candidate referrals.

Did you know? 2 in 5 candidates see a skills gap in their particular industry, according to Inavero and CareerBuilder’s 2014 Opportunities in Staffing Study. Despite this, many believe staffing firms can help overcome that gap. Thirty-seven percent of candidates are also noticing that the skills gap limits employment opportunities, and 33 percent recognize their skills are different than what is needed by most employers.

What this means: Talking frankly with your clients about what skills gaps they are witnessing will help you understand their challenges as well as reaffirm your importance as the partner in helping them overcome the gap. And coaching your candidates who have similar, though not-quite-there skill sets on what they can do to be more desirable to employers within their industry will help everyone involved.

Trend No. 2: Demographic shifts are creating a diverse, multigenerational workforce.

Millennials. Baby boomers. Gen X. The silent generation. (Coming soon: Generation Z.) Your workforce, whether you realize it or not, is a spectrum of generations and with that comes variations in work styles, habits, motivations, values, strengths and more.

Resolution for 2015: Find out what makes your workers tick — from the silent generation to the social natives. While it’s true you definitely shouldn’t brush with broad strokes when it comes to leading your workforce, recognizing that different generations may have different needs will help you better understand and lead them. Successfully lead your multigenerational workforce by respecting varying communication styles, foreseeing potential culture clashes and correctly interpreting your employees’ signals.

Trend No. 3: Building a talent pipeline that “re-recruits” talented workers is essential.

Getting candidates’ attention has gone from hard to harder — not to mention sustaining that attention for more than mere seconds. Today, you need to keep your candidate flow strong with a continuous and thoughtful recruitment process rather than a one-and-done strategy (which really isn’t much of a strategy, now, is it?)

Resolution for 2015: Capture more candidates and reduce drop-off by continually engaging your potential talent. The key to workforce planning is all about creating and nurturing a database of pre-qualified candidates so they’re ready to be contacted and called in to interview at any moment.  An easy-to-find, branded talent network will help you capture and re-engage more candidates over a longer period of time, as it works behind the scenes to send members targeted job alerts when your new positions are posted.

Did You Know? 65 percent of candidates are likely to accept a future staffing firm assignment.

What this means: It’s great to see how many candidates are willing to accept a future assignment with staffing firms, and the reason for a majority that’s not likely to accept a future assignment is about wanting permanent work. Despite misconceptions about reasons behind candidates’ unwillingness to accept future assignments, for a majority of candidates it’s not about the pay or recruiters or other factors, but about wanting a permanent/full-time job.

Trend No. 4: Smile, you’re on camera.

Video and social is everywhere. Your candidates and employees are seamlessly integrating social media and interactive video apps into their everyday lives, and as the lines between work and professional lives have blurred, they expect their professional lives to be interactive and engaging, too.

Resolution for 2015: Amp up your employment brand. A whopping 91 percent of candidates have said a potential employer’s brand plays a big part in whether or not they apply to a job. As an employer, you have a multitude of resources at your fingertips to help build your brand. By embracing video and social, you have the opportunity to amplify your recruiting, training, onboarding, employee communications, and even performance management and recognition efforts.

Did you know? Two-thirds of staffing firm clients use social media to some extent for recruiting.

What this means: A third of clients never use social media for recruiting purposes, and another 27 percent do so rarely (monthly or less).

Why it matters: Knowing that about half of clients are regularly using social media creates the perfect window for staffing firms to persuade potential clients of the firm’s social media savvy and resulting success in recruiting. With social media affecting most aspects of business today, there are few clients who don’t know that they ‘should’ be using social media, but many don’t have the time to do it, creating the perfect selling opportunity for your staffing firm to fill that gap.

Trend No. 5: Smartphones are everywhere — and candidates expect a mobile-friendly experience.

Technology continues to dominate the way candidates search and engage: Once candidates decide to apply, they expect to be able to act immediately — be it on a PC, tablet, smartphone or other mobile device. If you’re not mobile-optimized, you’re likely going to lose a lot of potential candidates to your competitors whose sites do make it easy for candidates to apply on their mobile devices.

Resolution for 2015: Create and execute a mobile recruitment strategy. There’s no sense in fighting against the rising tide: 71 percent of staffing firm candidates have searched for a job on a mobile site, and those statistics will only increase as we move into 2015. And having a mobile recruitment strategy isn’t just about keeping up with the Joneses. It gives your company three distinct advantages: It increases applications, reduces candidate drop-off rates and strengthens your company’s brand.

Did you know? Candidates aren’t the only ones using mobile.  65 percent of clients correspond via text with someone from their staffing or recruiting firm and 44 percent review applications submitted by from their firm via their mobile device.

What this means: Client smartphone ownership continues to grow in 2015, with now more than 9 in 10 having a smartphone. Clients are using all those smartphones to heavily interact with their staffing firms.

Why it matters: Not having a mobile-optimized website is no longer an option. But beyond the website, building all of your client-facing systems to work well on mobile is imperative to make usage as easy and efficient for your clients as possible.

Recruiting Isn’t Business; It’s personal

Author: Greg Mannon

With global talent shortages, growing skills gaps and increasing competition for qualified individuals, talent acquisition has become much more challenging in recent years. Further complicating the process is that the workforce has never been more diverse.

With five distinct generations in the workplace, each with their own unique wants, needs and expectations, as well as changing attitudes toward work among all generations, trying to attract candidates in this dynamic, ever-changing talent pool can be incredibly frustrating.

And the companies that continue to use a standard message to engage with their desired candidates will only fall further behind.

Personalization and Aggregation: A Delicate Balance.

channelRelevance_592x368In this jobseeker’s market, with employers scrambling to hire the best talent before their competitors do, the same old recruiting techniques no longer work.

Rather than posting a job description and expecting the perfect candidate to walk through the door, employers must actively identify, engage and build relationships with those individuals.

This entails creating a unique message for each type of candidate you seek, and using the right channels to ensure that messaging makes it to the right audience.

Taking such a targeted approach will put the focus of recruiting back on people, rather than process, enabling companies to connect with candidates on a personal level and better attract top talent.

So, what’s the best route to take to get to that point? The key is to leverage data; and with 2.5 quintillion bytes of data created each day, there’s plenty to go around. Through resumes, cover letters, social profiles, “likes,” blogs, comments and more, today’s candidates leave a trail of information that can be used to learn a great deal about them.

The challenge lies in aggregating such data and using it to tailor your recruitment marketing activities in a way that drives engagement and leads to your next great hires.

Candidates Are Consumers, Too.

3980730952_de790a4326To do this effectively, recruiting teams can take a page from their colleagues in the sales department.

Salespeople understand the need to leverage consumer data to find their ideal customers, in order to uncover their purchasing habits and preferences and deliver on-point, personalized communications to get the sale.

How can recruiting take a similar approach?

By adopting the technology solutions that enable recruiters to aggregate relevant data about their candidates, identify what is most meaningful to them, and present targeted content that encourages them to apply.

Leveraging the same tools and techniques salespeople use enables recruiters to deliver the personalized experience so crucial to building relationships with candidates. One of the most effective approaches is the use of sales demo solutions, which enable candidates to select the topics most important to them.

Presenting candidates with a list of topics via email about the company, including career development, location, work/life balance, company awards, culture and more, and having them rate their level of interest in each one, provides the insight into what a candidate values most.

An automated demo solution can then provide relevant content on the topics in which the candidate is most interested, showing how the company can deliver the work experience they seek.

Conversations And Conversions: Rolling Out the Recruiting Red Carpet.

content-personalization-with-marketing-automationBut getting candidates’ interest through an automated pitch is only half the journey. It is then up to company recruiters to build the personal connections that can convert the most qualified talent into their newest employees.

Leveraging the data about the factors most important to candidates will equip recruiters with in-depth knowledge necessary to creating a personalized approach.

This allows them to have more meaningful, targeted conversations about the company and how it can help them meet their personal and professional goals.

Once again, the right technology solution is crucial to making this happen. Today’s candidates want the red carpet treatment, from their first interaction with the company through to the offer and onboarding. As such, employers must leverage the platform that can facilitate this process, treating each candidate like a customer and delivering a one-to-one experience throughout.

And just how salespeople know they must move fast to maintain the customer’s interest, recruiters will benefit from the solutions that enable them to move candidates through the pipeline just as quickly.

This includes being able to conduct key aspects of the talent acquisition process on their mobile devices, thereby allowing recruiters and hiring managers to evaluate candidates and share feedback where and when it is most convenient.  As a result, employers can deliver a high-touch experience throughout the candidate lifecycle, while building deeper relationships with the people they want to hire.

As recruiting the best candidates will only become more challenging, adopting the solutions that can not only streamline key steps in the process, but make them more personal, is key to success. By creating a personalized candidate experience, recruiters can increase interest in their company and be seen as an employer of choice.

Rather than relying on traditional job descriptions or one-sided emails, creating a recruitment marketing strategy around the preferences of the candidate and providing a highly personalized and engaged experience throughout will give companies the competitive hiring advantage they need.

AAEAAQAAAAAAAAMZAAAAJGEyOTJhMjE5LTA2MGQtNDA2Mi04NTNiLWIyZDI0ZjJiODE2NwAbout the Author: Greg Mannon currently serves as a solution consultant for TalentObjects by Lumesse. His innovative and creative approach in recruitment strategy, candidate experience, and outside the box sourcing techniques has won him several awards throughout his career.

Greg’s mission is to help companies create successful strategies that bring in the best talent and keep them coming. He is a full-time father of three and a volunteer firefighter.

Follow Greg on Twitter @GregMannon or connect with him on LinkedIn.

 

How to Make a Tight Labor Market Work For You

How to Make a Tight Labor Market Work For You

It’s an employee’s market – at least when it comes to jobs. Unemployment is at its lowest in seven years and many companies are scrambling to fill positions for skilled workers.

According to a recent survey by the National Association for Business Economics (NABE), 35 percent of the economists surveyed reported their firms had seen shortages of skilled labor during the quarter ending in July. And earlier that month, the National Federation of Independent Business said that 44 percent of small businesses looking to hire reported few or no qualified applicants for positions they were trying to fill.

With so many Americans still struggling to find well-paying jobs, what’s going on here?

One factor fueling the tight labor market is a shortage in actual skilled laborers. As more and more work becomes entwined with computers and other technology, jobs that once required little or no training now call for workers with technological skills or other specialized training.

The recovery has also been stalled by a lackluster growth in wages. The NABE survey found that only a 49 percent share of companies were anticipating wage increases in the next three months, up a meager three percent from the April poll. This might suggest that companies aren’t offering the right incentives to lure workers.

But even though employers may not voluntarily be offering desirable salaries or perks, this doesn’t mean they aren’t available. In some ways, skilled workers are in an enviable position. With fewer competitors, they have more leverage to negotiate a better salary.

Of course, not all industries are facing shortages, so it’s important to do your homework beforehand. As long as you’re well informed about the position and can make a convincing case for your value, you should definitely try to get as much as you think you’re worth.

But pay is only part of it. A little imagination can yield perks and benefits as attractive as a high salary – things such as flextime, job sharing, or opportunities for career advancement down the road. Maybe the company has offices in a different city where you’d love to work eventually. Maybe they can offer a pay increase after a six-month period or tuition reimbursement.

Sometimes a tight labor market can put a coveted job at a company of your dreams within reach. In this case, it’s not the high salary, so much as your foot in the door that counts. The key is to look for solutions and alternatives without being pushy, greedy or unrealistic.

As always, don’t discount things such as work place culture and the personality and working style of your supervisor. No matter how prestigious or lucrative a job is, it doesn’t mean anything if you’re not happy. Use this opportunity to find a job that fits all of your requirements – personally, financially and professionally.