From: Is your job at the top of the Glassdoor best jobs 2022 list? If not, try one that is | TechRepublic

Just reading at TechRepublic what Glassdoor picks as the best jobs for 2022. They are the following:

1. Enterprise architect
   • Job satisfaction rating: 4.1
   • Number of job openings: 14,021
   • Median base salary: $144,997
2. Full-stack engineer
   • Job satisfaction rating: 4.3
   • Number of job openings: 11,252
   • Median base salary: $101,794
3. Data scientist
   • Job satisfaction rating: 4.1
   • Number of job openings: 10,071
   • Median base salary: $120,000
4. Devops engineer
   • Job satisfaction rating: 4.2
   • Number of job openings: 8,548
   • Median base salary: $120,095
5. Strategy manager
   • Job satisfaction rating: 4.2
   • Number of job openings: 6,977
   • Median base salary: $140,000
6. Machine learning engineer
   • Job satisfaction rating: 4.3
   • Number of job openings: 6,801
   • Median base salary: $130,489
7. Data engineer
   • Job satisfaction rating: 4.0
   • Number of job openings: 11,821
   • Median base salary: $113,960
8. Software engineer
   • Job satisfaction rating: 3.9
   • Number of job openings: 64,155
   • Median base salary: $116,638
9. Java developer
   • Job satisfaction rating: 4.1
   • Number of job openings: 10,201
   • Median base salary: $107,099
10. Product manager
    • Job satisfaction rating: 4.0
    • Number of job openings: 17,725
    • Median base salary: $125,317

The survey found these jobs offered the most opportunities to work from home:

1. Database architect
2. Salesforce developer
3. Solutions engineer
4. Machine learning engineer
5. Product marketing manager
6. Enterprise architect
7. Scrum master
8. Real estate agent
9. Customer success manager
10. Cloud engineer

The also survey identified the most in-demand tech skills:

1. Machine learning
2. Distributed computing
3. Time series analysis
4. Statistical modeling
5. Usability testing

According to the survey, the most in-demand skills outside of technical abilities are:

1. Product management
2. Contract administration
3. Project management
4. Business planning
5. Account management

Uh, I think I may have to take a full time position soon, assuming it is either remote or in Tampa Bay…

Not really sure what to think about this situation. I have a peer that is from Ukrainica, now in America, and I am sure he would not agree with this situation. I have heard that Putin thinks of the Ukrainians as brothers and not sure if he is phishing for economic change through the use of his propaganda machine or actually trying to conquer the liberated country? Instead of trapping the United States however, Mr. Putin may have trapped himself. Caught between armed conflict or a humiliating retreat, may cause him humiliation. He could invade and risk defeat, or he could pull back and have nothing to show for his brinkmanship. What happens next is unknown. But one thing is clear: Mr. Putin’s gamble may have failed. The current following video is from NBC News:

I am getting tired hackers. This asshole keeps getting a new IP. Please quit attacking me and my web properties. The next step will probably not be pleasant for you. Thanks.

I will try to update this page as I hear good ones to post…

From: https://parade.com/1040121/marynliles/one-liners/

Funny One-Liners

1. My wife told me to stop impersonating a flamingo. I had to put my foot down. 

2. I went to buy some camo pants but couldn’t find any.

3. I failed math so many times at school, I can’t even count.

4. I used to have a handle on life, but then it broke.

5. I was wondering why the frisbee kept getting bigger and bigger, but then it hit me.

6. I heard there were a bunch of break-ins over at the car park. That is wrong on so many levels.

7. I want to die peacefully in my sleep, like my grandfather… Not screaming and yelling like the passengers in his car.

8. When life gives you melons, you might be dyslexic.

9. Don’t you hate it when someone answers their own questions? I do.

10. It takes a lot of balls to golf the way I do.

11. I told him to be himself; that was pretty mean, I guess. 

12. I know they say that money talks, but all mine says is ‘Goodbye.’

13. My father has schizophrenia, but he’s good people.

14. The problem with kleptomaniacs is that they always take things literally.

15. I can’t believe I got fired from the calendar factory. All I did was take a day off.

16. Most people are shocked when they find out how bad I am as an electrician.

17. Never trust atoms; they make up everything.

18. My wife just found out I replaced our bed with a trampoline. She hit the ceiling! 

19. I was addicted to the hokey pokey, but then I turned myself around.

20. I used to think I was indecisive. But now I’m not so sure.

From: https://www.zdnet.com/article/the-it-skills-gap-is-getting-worse-here-are-10-ways-you-can-avoid-a-crisis/

The IT skills gap is getting worse. Here are 10 ways you can avoid a crisis

The IT skills crisis is worse than ever before and CIOs must create effective recruitment and retention strategies if they want to snare the talent that their digital transformation projects desperately require.

That’s the main finding from recruiter Harvey Nash Group’s Digital Leadership Report, which shows that more than two-thirds (67%) of digital leaders globally are now unable to keep pace with change because of a dearth of technology talent.

Bev White, chief executive of Harvey Nash Group, says her conversations with CIOs suggest that companies with IT skills gaps are going to find it much harder to hit their digital transformation targets.

SEE: Tech skills: Four ways you can get the right mix

“They won’t be able to achieve what they’re needing to do,” she says. “And that would be a terrible outcome because we’re seeing some fantastic transformational work being undertaken by digital leaders today.”

White says the continued push for digitization – with 60% of companies intending to increase technology investments during the next 12 months – means talented tech workers are going to be highly prized.

While the demand for continued tech investment is good news for CIOs, it also creates huge pressures, particularly when it comes to resourcing. New projects need talented staff – and they’re becoming increasingly hard to attract and retain.

“It’s really competitive and people are throwing the kitchen sink at people to get them to leave their current roles and join their businesses,” says White. “So not only are you trying to attract new talent in, but you’re trying to keep the back door shut, so that people don’t go off and leave you. For CIOs, the skills crisis is now a massive challenge.”

It’s a trend that’s recognized in the boardroom, too. Gartner says recruitment and retention is a top strategic priority for 52% of boards of directors for 2022, representing an 86% increase in interest over 2021. The analyst says the skills crisis is becoming a much more critical issue for boards as companies accelerate their digital transformation efforts.

Harvey Nash’s research suggests that while 61% of organizations globally are planning to increase their IT headcounts to record levels during the next 12 months, four in 10 digital leaders say they can’t keep people as long as they would like to because they’re being lured away by the offer of more money somewhere else.

In terms of capability gaps, cybersecurity (43%) is the most sought-after tech skill, up by almost a quarter in the past 12 months, followed by big data/analysts (40%), and technical architects (34%). The shortage of developers (32%), meanwhile, is increasing at a faster rate than other tech roles.

White says CIOs who want to keep innovating on behalf of their businesses must wake up to the growing skills crisis. She suggests 10 tactics for digital leaders who are looking to recruit and retain hard-to-find talent:

1. Increase internal capabilities – White says industry estimates suggest about 10% of tech skills become redundant every year. As those older skills fall away, CIOs must focus on developing newer skills among their people. That’s important because people will stay with you if they feel they have a meaningful role that’s developing into a long-term career.
2. Cross-train your staff – Give staff the opportunity to develop new skills as they work. Train people inside and out of technology teams in fresh digital and data skills, such as analytics and popular programming languages. More than half (51%) of digital leaders are planning to cross-train people in other parts of their organization during the next year.
3. Offer more flexibility – Make sure your people know that you really want to keep them. “Remember to say ‘thank you’; show them that they’re valuable,” says White, who believes demonstrating value isn’t just about paying people more money, it’s also about giving people the flexibility to work how they want to.
4. Fill gaps quickly – White says we’re now in an IT labor market where sought-after skilled people have a lot of say over the direction of their careers. Grab talented people while you can. “If you’re interviewing someone, make a decision and move fast because they’ll be gone in a heartbeat,” she says.
5. Don’t search for perfection – Candidates who are missing one or two skills can be trained on the job. But while you should prepare to upskill, you should also make sure you pay attention to the cultural fit. If the individual isn’t the type of person who’s going to adopt to your style of working, then it’s unlikely training will help.
6. Cast your net wider – White says labor markets have widened. Companies that used to recruit across a 20-mile radius are now hiring skilled candidates from around the globe due to cloud and collaboration technologies. More than a third of digital leaders have widened their geographical net to source new talent.
7. Attract younger talent – Work with schools, colleges and universities to encourage more young people to take STEM subjects as part of their education. White says CIOs must find fresh ways to show young people that a career in IT can be both exciting and rewarding.
8. Broaden your reach – Be willing to take people without experience and teach them how to be technologists. Just over a third (39%) of digital leaders say they will be offering more apprenticeships over the coming year. Those apprenticeships shouldn’t just be for young people, either – look for anyone who has the mindset to learn and develop.
9. Create a consistent offer – There’s lots of job openings, so talented IT professionals will be looking for roles that show career development opportunities. Create a strong message to attract people and keep it consistent once they’ve joined. If the on-the-job experience doesn’t match the original offer, then new people will leave quickly.
10. Consider alternative sources – Wage inflation around permanent roles means your organization should also look to contractors and freelancers as a way to fill capability gaps. Your organization gets the skills it needs; contractors get the flexibility they desire.

What’s clear from Harvey Nash’s research of more than 2,100 digital leaders around the globe, which was completed in collaboration with CIONET and contributed to by Massachusetts Institute of Technology CISR, is that recruitment and retention strategies are a continual work in progress.

Organizations that work to hone their strategies now are likely to have an advantage when it comes to hiring and keeping talent. So far, only a third of companies (32%) have redesigned their employee offer to make it attractive to staff in the new hybrid-working world. The task for digital leaders now is to find a strategy that works – and quickly.

“There isn’t a silver bullet for this,” says White. “It’s about doing a mix of things that are really important. CIOs are talking about their recruitment and retention tactics all the time now. They know that doing nothing is not an answer. They know they can’t afford to slow down digitization efforts because of a skills gap. They’ve got to keep going.”

OR

You could just get Curt Long 🙂

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Not exactly sure why Germany started attacking my site? Anyways, find below the IPs that attacked and their stealth locations.  I am assuming that the HackAssers have an account at InMotion Hosting here in the U.S. too.

I happened upon the Urban Dictionary in a search and decided to use my name, “Curt,” to see what may come up. I have included the hilarious search results below.

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Alphabet has launched another company in its X moonshot factory, and this one may be its most ambitious robotics project to date. The just-opened firm, Intrinsic, plans to make industrial robots more accessible to people and businesses that couldn’t otherwise justify the effort involved to teach the machines. You could see robotic manufacturing in more countries, for example, or small businesses that can automate production that previously required manual labor.

Intrinsic will focus on software tools that make these robots easier to use, more flexible and more affordable. To that end, the company has been testing a mix of software tools that include AI techniques like automated perception, motion planning and reinforcement learning. Company chief Wendy Tan-White has relevant experience, too. She started the “world’s first” software-as-a-service site builder to make web development more accessible, launched early online banking and lending services, and helped nurture startups as a VP at X.

The technology is still early, but there are already promising results. During its development time at X, the team trained a robot to make a USB connection in two hours (instead of programming it over hundreds of hours) and had robotic arms build simple furniture (shown below). Automation wouldn’t be “realistic or affordable” for efforts like these using existing technology, Intrinsic said.

Intrinsic/X

The new company still has much work to do. It’s now focused more on creating a practical product and “validating” its tech. It’s also hunting for partners in car manufacturing, electronics and healthcare that currently use industrial robots. If Intrinsic succeeds, though, it could make robotics more equitable and fill gaps in production. The company even suggests that its work could help the environment — the closer robotic factories are to people, the lower the emissions needed to transport goods to customers.

This might prove challenging. Rethink Robotics spent years developing collaborative robots that learn through simple human guidance, only to shut down as sales fell short. X moonshot companies also aren’t guaranteed to succeed — look at Loon’s fate as an example. Alphabet’s money could help where companies like Rethink struggled, however, and Intrinsic is focused more on solving overall robotics problems rather than specific scenarios. This effort might stand a better chance than most.

All products recommended by Engadget are selected by our editorial team, independent of our parent company. Some of our stories include affiliate links. If you buy something through one of these links, we may earn an affiliate commission.