Archive for the ‘Consulting Careers’ Category
Unveiling the Top-25 Most Prestigious IT Consulting Firms
As explained last week, our primary IT consulting ranking this year is a composite score that takes into account both quality of life rankings (as determined by a firm’s own consultants’ votes) and prestige rankings (or, outsiders’ rankings of consulting firms other than their own). Both sides of the equation are critical to choosing an ideal employer. But when selecting an employer, a good first impression of the company is to gauge how outsiders view its reputation in the industry. This is why the Vault prestige ranking is such an integral tool for job seekers.
Respondents to this year’s Vault IT Consulting Survey were asked to rate each consulting firm in the survey on a scale from 1 to 10 based on prestige, with 10 being the most prestigious. Consultants were unable to rate their own firm, and they were asked to rate only those firms with which they were familiar. Vault collected the survey results and averaged the score for each firm. The firms were then ranked, with the highest score being No. 1, down to No. 25. Remember that Vault’s top-25 most prestigious IT consulting firms are chosen by practicing consultants at top consulting firms. Vault does not choose or influence these rankings. The rankings measure perceived prestige (as determined by consulting professionals) and not revenue, size or lifestyle.
All in all, our prestige list provides a comprehensive roadmap of who’s who in the IT consulting industry—ranging from big tech consulting shops to smaller, niche firms, and spanning a vast swath of expertise. Without further ado, check out this year’s top-25 most prestigious IT consulting firms!
Oh, and stay tuned next Tuesday for our release of specific practice area rankings!
10 Frightening Realities of the Post-Recession Economy
The recession ended in June 2009. Did you notice? Chances are you probably didn’t—especially if you’ve been looking for a job. The bad news: things aren’t likely to get much better any time soon; current economic growth rates mean the unemployment rate will do well to drop by much more than a single percentage point by the end of 2011.
All of that is likely to continue reshaping the employment market, and will affect everything from your ability to conduct a salary negotiation to the pace at which you can expect to climb the ladder—or even get on it in the first place.
So what’s a job seeker to do? Vault’s industry and career experts put their heads together and identified a number of key trends that will affect careerists over both the short and medium term.
1. Doing more with less
In season five of the brilliant HBO series “The Wire,” the tight-belted, high-waisted head of the fictionalized Baltimore Sun declares, upon announcing a paper-wide job cut, that “we will simply have to do more with less.” It’s a quote that could serve as a template of companies both large and small in the post-recession era. After sacking thousands of employees in order to cuts costs, pummeling employee morale in the process, managers focusing on the bottom line will be hesitant to hire more bodies in order to explore more avenues of business, even when profits begin to pick up. Instead, they’ll simply turn to their existing employees, put a cool hand on their shoulders, smile, and ask them to take on increased duties.
2. Held back by housing
The recession may have ended in June 2009, but a little over a year later, The National Association of Realtors reported sales of previously occupied homes plummeted 27 percent in July 2010, the worst showing in 15 years. So, despite the good news, unemployed job seekers struggling to pay their mortgage still have fewer options for their job search. For them, it’s either find a job where they live or accept a job elsewhere, relocate and add on the extra expense of paying rent while they wait for their home to sell.
3. Choose your education carefully
It’s a truth universally acknowledged that applications to school surge during a recession. There are no jobs, so why not get more training and make yourself a better candidate when there are jobs? Makes sense, right? In the past two years, prospective students applied to graduate schools in droves; particularly to law, business and health services degrees. While health care is one of the fastest growing industries and will likely be able to handle the influx of new graduates, the law, finance and consulting industries will not. It’s unlikely, however, that this will deter prospective students from applying this fall—and next.
4. Age diversity
An aging workforce is going to continue to be a big challenge for employers, who increasingly prefer to cut costs on training for new positions. Compounding this is the fact that people are delaying retirement because of the recession. While gender and racial discrimination will remain critical concerns, age diversity presents a new challenge for the corporate world.
5. The finance industry
Don’t let the National Bureau of Economic Research fool you. Although GDP might have hit bottom more than a year ago, and we’re technically in an expanding economy, the US still looks very recession-like to the record numbers of men and women out of work, as well as to those still employed. And nowhere does the immediate outlook worse than in finance.
Hedge funds are currently experiencing their worse year on record, collectively growing assets by a mere 1.7 percent thus far in 2010; and Merrill Lynch recently estimated that as many as 20 percent of hedge funds could shutter by the first quarter 2011. Meanwhile, following deep job cuts in 2008, investment banks started to hire again in 2009. But now with markets ice cold—and predicted to stay that way at least until 2011—firms might be significantly cutting back again. Bank of America, for one, is in the midst of 1a large job cut, reportedly sacking 5 percent of its capital markets staff, and some analysts believe that other banks, afraid of the cooling markets, if not a double dip, might not be too far behind.
6. The legal sector
In the legal sector, 2009 saw a dramatic drop in hiring—a trend that has continued into 2010, with entry-level hiring not likely to return to pre-recession levels any time soon. Law firms have adopted a variety of solutions to maintain a smaller, more efficient workforce. Many of these solutions will likely survive beyond the recession, and affect law firm infrastructure, professional development, compensation and recruitment.
In addition to cost-cutting moves like the consolidation and relocation of back-office functions, other measures include a shift from traditional lock-step salary structures toward performance-based compensation systems. Many firms now offer alternative, non-partnership career tracks or have established apprenticeships for new lawyers. On the recruiting side, behavioral interviewing techniques are gaining popularity as a means of identifying candidates who will, in the words of one law firm hiring partner, “be able to deliver client service on day one.”
7. More short term jobs
The recession might be over, but unemployment figures have remained the same. This has forced Americans to look at jobs differently, with many accepting temporary and part-time positions rather than holding out for full-time permanent work. That’s helped the underemployment rate to remain sky-high—it’s currently over 18 percent—and there are no signs of it changing anytime soon: retailers are expected to hire up to 650,000 temporary workers this holiday season.
Toys R Us is an example of a company that is going even further: it plans to open 350 temporary “Holiday Express” stores by early October, creating 1,000 temporary retail positions. Other temporary positions are expected to become available during the holiday season. But when those temporary positions end, the unemployment rate will go right back to where it was before they were created.
8. The IT consolidation trend
The initials “IT” and “M&A” already go together like cereal and milk. And with spending on hardware, software and IT services expected to hit $3.5 trillion next year, the major players in the field have lots of incentives to keep adding to their range of offerings. One way they’re doing that is by snapping up smaller firms. Recent examples include HP’s acquisition of 3Par, Intel’s purchase of McAfee and IBM’s takeover of Netezza. But while the rapid pace of consolidation might be a good thing for consumers, waves of tech professionals will likely be squeezed out of Silicon Valley just as quickly.
9. The importance of internships
Because of the shortage of jobs, landing an internship is going to be more important than ever. Despite increased competition, if you’re a college student or looking to break into a new field, they’re an integral part of your next career move.
Starting in high school, students need to cultivate paid or unpaid work experiences that build skills, character, work ethic and resume. Employers use internships to prescreen and hire talent. Your career currency comes down to the following equation: internship experience + skills. Even if only on a volunteer basis for a few hours per week—this is how you get your foot in the door and demonstrate your passion for your field of interest.
10. Negotiate a package, not a salary
While the recession has affected the number of jobs and the kind of compensation on offer, it hasn’t changed how you should approach salary negotiations. However, what you negotiate for might change. While salary increases, stock options and signing bonuses might be in shorter supply, there might be opportunities to for other types of compensation such as at-risk pay based on milestones achieved, paid time-off and a flexible work schedule.
You should value the entire package and quantify everything. How you do that is up to you. Your compensation number should factor in what is essential to you and what is non-essential. You could even give weights to the essential and the non-essential in determining the value of your offer. As an example signing bonus, relocation, 401k match, day care and base salary could get an 80 percent weight while the other 20 percent would fall under extra vacation, nicer title etc. At the end of the day, each person will be different on what they value and what they consider essential.
— The Staff of Vault.com
The Vault IT Consulting 25 is Here!
This year, we’ve taken our consulting rankings a step further. Instead of simply listing out the top firms based on perceived prestige in the industry, we’ve gone out and asked consultants what matters most to them in choosing an employer. What they told us was that prestige alone is not a determining factor. Rather, the single most important issue when choosing a consulting firm is company culture (43 percent claimed that culture was most important!), followed by practice strength (14 percent), prestige (11 percent) and compensation (6 percent), among a few other options. We’ve taken this feedback and created a new Vault IT Consulting 25, showcasing the firms that are best to work for. This ranking was compiled using a weighted formula that reflects the issues job seekers care most about. (See below).
Don’t worry, we’ll still be releasing the all-important prestige rankings (check in next Tuesday for the big reveal!), and they do play a big role in the overall Vault IT Consulting 25 rankings. After all, a prestigious firm name puts a sheen on any resume, in addition to affording consultants access to a high caliber of clients and projects. That said, we believe that quality of life issues are at the core of a company’s appeal to job seekers. Let’s face it: In this post-recession era of recovery and growth, it’s a job seeker’s market, and job seekers are looking for a workplace that offers both prestige and an appealing lifestyle. Here’s the formula we used to compile this year’s rankings:
• 25 percent firm culture
• 25 percent work/life balance
• 20 percent compensation
• 20 percent prestige
• 5 percent overall business outlook
• 5 percent transparency
The scores for the first five categories are derived directly from the survey results; all categories except prestige are based on a firm’s own consultants’ feedback about their quality of life, whereas the prestige ranking is based on the perception of outside consultants. (Respondents were not allowed to rank their own firm in the prestige category.) The “transparency” category awards a 5 percent bonus to firms that distributed the survey to their consultants. Firms that did not distribute the survey internally received no points in this category. It is our view that, with increasing expectations of transparency and a free market for information, a company’s willingness to encourage employees to share their experiences externally correlates with a work culture where open feedback and self-criticism are valued—attributes that thousands of job seekers tell us are top priorities in searching for a new employer.
Stay tuned next week for the long-awaited prestige rankings!
The Vault IT Consulting 25 is here!
This year, we’ve taken our consulting rankings a step further. Instead of simply listing out the top firms based on perceived prestige in the industry, we’ve gone out and asked consultants what matters most to them in choosing an employer. What they told us was that prestige alone is not a determining factor. Rather, the single most important issue when choosing a consulting firm is company culture (43 percent claimed that culture was most important!), followed by practice strength (14 percent), prestige (11 percent) and compensation (6 percent), among a few other options. We’ve taken this feedback and created a new Vault IT Consulting 25, showcasing the firms that are best to work for. This ranking was compiled using a weighted formula that reflects the issues job seekers care most about. (See below).
Don’t worry, we’ll still be releasing the all-important prestige rankings (check in next Tuesday for the big reveal!), and they do play a big role in the overall Vault IT Consulting 25 rankings. After all, a prestigious firm name puts a sheen on any resume, in addition to affording consultants access to a high caliber of clients and projects. That said, we believe that quality of life issues are at the core of a company’s appeal to job seekers. Let’s face it: In this post-recession era of recovery and growth, it’s a job seeker’s market, and job seekers are looking for a workplace that offers both prestige and an appealing lifestyle. Here’s the formula we used to compile this year’s rankings:
• 25 percent firm culture
• 25 percent work/life balance
• 20 percent compensation
• 20 percent prestige
• 5 percent overall business outlook
• 5 percent transparency
The scores for the first five categories are derived directly from the survey results; all categories except prestige are based on a firm’s own consultants’ feedback about their quality of life, whereas the prestige ranking is based on the perception of outside consultants. (Respondents were not allowed to rank their own firm in the prestige category.) The “transparency” category awards a 5 percent bonus to firms that distributed the survey to their consultants. Firms that did not distribute the survey internally received no points in this category. It is our view that, with increasing expectations of transparency and a free market for information, a company’s willingness to encourage employees to share their experiences externally correlates with a work culture where open feedback and self-criticism are valued—attributes that thousands of job seekers tell us are top priorities in searching for a new employer.
Stay tuned next week for the long-awaited prestige rankings!
Accenture to Spend $100 Million on Skills Training
Is $100 million the new threshold for signaling you’re serious about making a difference? Recently, it was Facebook’s Mark Zuckerberg pledging that amount to the Newark school district. Now we learn that consulting giant Accenture will be spending 100 (very) big ones over the next three years on its Skills to Succeed program.
The goal of Accenture’s program seems pretty straightforward: the company wants to equip 250,000 people around the world with the “skills that enable them to participate in and contribute to the economy and society.” And to do it by 2015
A few examples of the type of work the Skills to Succeed program does—and will continue to do in order to meet its targets:
- Building the skills of young entrepreneurs in Africa
- Offering free skills training for the unemployed in Brazil
- Training disadvantage young people in business process outsourcing and technology skills in India
- Helping underprivileged students in the Philippines and Cambodia to develop IT skills
- Training migrant groups in specialized technology skills in Spain
- Helping disadvantaged young people to become entrepreneurs in the U.K.
- Teaching business preparedness skills to students in community colleges and providing IT training for disadvantaged youth in the U.S.
In each of the endeavors, the company is working with partner organizations—some local and some international.
Now all we need are some jobs for that quarter-million people to fill!