Information Technology Staffing

There are 2 types of knowledge in enterprises: explicit and tacit.  Explicit knowledge is easily explained, documented and verbalized. This type of knowledge is easily handled by today knowledge management systems.
 
However, what is a tacit knowledge? This type of knowledge is much more subtle and hard to define, grab and communicate. We can call it the know-how, of employees. Normally, the organizations do not know the presence of, or take care of, this knowledge before a worker possessing a lot of tacit knowledge stops working for them.

According to McKinsey,  70% of new jobs created in the US between 1998 and 2004 were tacit in nature (i.e. require judgment and experience, and rely on information which is not formally written down.Gartner research has shown that in the work world, the frequency of non-routine situations requiring tacit knowledge will double between 2006 and 2010.

This research illustrates two glaring facts:

1.  Learners will be the next pure source of enterprise learning content
2.  Workers that are seeking positions need more than degrees and achievement to convince organizations of the value-add they can offer.

At my organization, STAR BASE, Inc. we are focused on IT business solutions.  Of the many services that we provide to our clients, IT staffing is a critical component.  Organizations of all sizes search diligently for the right people, to place in the right job that will contribute to the overall goals and objectives of the organization.

I recently presented a candidate to a major client with an outstanding resume and record of achievement.  After three interviews this candidate should have should have had the position but was eliminated because he could not illustrate how his experience could be of value to the mission of the organization he was interviewing with.
 
Candidates that are searching for IT positions in application development, business services, project management and IT infrastructure needs to realize what drives organizations.  The global economy of today makes innovation success even more important to organizations seeking to gain a competitive advantage. 

After years of restructuring and cost cutting to regain profitability, many firms are forced to renew their product and services offerings.  Only when these new products and services sustain their competitive position, does the organization profit and increases its improved value.  Any candidate searching for “that ideal position” needs to communicate their value to the organization they are seeking to join with the complete understanding of what the organization is looking for in a worker.