Let\u2019s face it; the employment span from 2009\u20132012 was nothing short of painful, especially for technology professionals. Supply was plentiful, and salaries were negotiable. Referral and sign-on bonuses quickly became a thing of the past, and companies had the luxury of interviewing 10\u201315 candidates before they made a decision. Since January 2013, the market has shifted drastically, and it\u2019s time to change your recession way of thinking when it comes to hiring technical talent if you want to stay on top of your game.\n\tEverywhere in the U.S. right now, the supply for IT talent is low, and demand is very high. There\u2019s a virtual race on to find talent for IT positions, such as developers, network administrators, as well as desktop, ERP, VMWare, and Cisco engineers. That\u2019s why I\u2019ve put together a list of tips that can help you find the right IT professionals for your staff.\u00a0\n\t\n\t\tRethink your technical salaries: A year ago, you could find a .NET developer to hire in the $70K salary range or a network engineer for $80K.\u00a0\u00a0 Today, that salary snapshot is quite different. Mid-level developers, on the whole, are asking for a minimum of $85K and network engineers for $90K.\u00a0\u00a0\u00a0\u00a0 You\u2019ll need to readjust your salary offers to meet current market trends. Our PC Connection staffing experts\u00a0continuously track salary ranges, and we\u2019ll let you know how to stay competitive.\n\t\n\t\tShorten your time to hire: You no longer have the luxury to interview 10 or more candidates for a position before making your decision. Candidates can have multiple job offers within a week\u2019s time. Use your time wisely, and don\u2019t delay. You\u2019re not the only organization looking for that skillset, and someone else could snatch your candidate away if you don\u2019t make a move.\n\t\n\t\tDon\u2019t discount contract work: Many talented IT professionals could not find permanent positions in the recession period, so they kept busy by working multiple temporary positions. Don\u2019t hold this against them. If the candidate successfully completed each project, then see this as a strength. They gained many new talents, worked in all types of environments, and no doubt have a lot of insights to share. Just because they worked temporary positions during a tough time does not mean that they weren\u2019t seeking a permanent position\u2014it just wasn\u2019t available.\n\t\n\t\tGet creative: In this market, you can\u2019t afford to be super choosey or try to combine multiple skillset positions into one (I\u2019d like a .NET developer who can also be my Linux Admin). Hiring managers have to be creative\u2014try candidates you wouldn\u2019t normally approach, and be open to less traditional skillsets or different personalities. It now takes a company an average of 12 weeks or more to fill a position\u2014you definitely don\u2019t want to prolong that period.\n\t\n\t\tBudget beyond salary: We strongly recommend that you consider\u2014and budget for\u2014relocation, referral bonuses, and performance bonuses again. If you want to attract top talent in your organization, this is what you\u2019re up against in the marketplace. A majority of technical positions have year-end performance bonus plans\u2014do you?\n\t\n\t\tConsult with experts: In today\u2019s market, you might struggle to find the right IT talent if you rely solely on your internal recruiting team. Our staffing experts will expand your networking capabilities and provide the necessary market information to find the right candidate for your position. It\u2019s more important than ever to have a strong IT staffing partner to assist you in any contract, contract-to-hire, or permanent\u00a0need you may have. At PC Connection, we do this all day, every day. We\u2019re here to help!\n\n\tIs your organization ready to shorten the path to hiring the best IT talent? To learn more about our Staffing Services at PC Connection, give us a call.