Enterprises more accepting of Android, while Windows is losing ground

Only 26 percent of enterprise staff are very interested in developing mobile apps for Microsoft's OSes, according to a new survey

Enterprises are increasingly interested in developing apps for Android-based smartphones and tablets, showing how Google's OS is becoming more accepted, according to a poll. At the same time fewer are willing to spend resources on Microsoft's OSes.

For the second time, cross-platform tool company Appcelerator has queried IT directors, CEOs, development directors, CTOs and people in a number of other roles what their priorities are in the mobile market. The results hint at how the enterprise arena is slipping away from Microsoft, while at the same time acceptance for Android is growing and iOS is the number one priority.

As part of the survey, Appcelerator asked the 804 participants how interested they were in developing consumer and enterprise apps for the various mobile platforms. Apple was on top, with 80 percent saying they were very interested in developing applications for the company's smartphones and tablets, which is roughly the same response elicited by the first quarter version of the survey.

The third-highest priority was Android-based smartphones, which 71 percent of the respondents said they were very interested in, an increase of 7 percentage points from the first quarter. But unlike Apple, Google and its hardware partners have so far failed to convince enterprises that Android-based tablets are as important as smartphones based on the OS. Fifty-nine percent stated they were very interested, though that was an increase compared to 52 percent during the first quarter survey.

"Android interest is increasing ... there are probably a few reasons for that. One could certainly be because of Android's strong overall market share and with BYOD enterprises have to build apps for multiple platforms," said Nolan Wright, co-founder and CTO at Appcelerator.

After that there is a big gap down to Windows-based smartphones and tablets, at 26 percent and 25 percent, respectively, compared to 29 percent and 30 percent in the first quarter study. To add insult to injury more than 60 percent thought that Windows 8 would ultimately fail as a mobile platform.

"That is probably a reflection of market demand. I think Windows hasn't done too well in the market, and the interest for developing apps is following that. It will be interesting to see what happens with Nokia," Wright said.

Earlier this month Microsoft announced it would buy Nokia's Devices & Services business in an effort to beef up its mobility push. Wright thinks the deal could help change Windows' fortunes.

"From what we hear there is a genuine interest in the enterprise for Microsoft to have viable products. So it certainly still has an opportunity," Wright said.

But Microsoft isn't the only vendor struggling to drum up developer interest for its platform. Only 12 percent said they were very interested in developing apps for BlackBerry phones, which is two percentage points better than in the first quarter study but still a much smaller share than competing OSes.

On Friday, BlackBerry said it would as part of its efforts to stay alive refocus on enterprises. To succeed the company will have to convince them to use its devices, and an important part of that is making sure apps are available.

For enterprises that want to build applications for multiple platforms at the same time, HTML5 is an option. Sixty percent of the respondents said they were very interested in developing mobile, HTML-based Web apps, making them a higher priority than native applications for BlackBerry and Windows devices as well as Android-based tablets.

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IT hiring: Your text resume is soooo last century

Goodbye, boring CV. Today's tech resumes are tricked out with video, social and graphic elements.

Tim Ondrey has glimpsed the future of the job-search market, and it's going multimedia.

Already, he has had one friend using a blog and a 30-second video to apply for a marketing job and another, an IT colleague, interviewing via Skype for a developer position.

Ondrey figures it's just a matter of time before he -- and everyone else -- uses more than just an old-fashioned resume to land his next job.

"I'm kind of nervous about it, but we're all going to be in that same boat, figuring out what works and what doesn't," says Ondrey, an active member of the SHARE user group. An applications report specialist at Marist College in Poughkeepsie, N.Y., Ondrey isn't currently looking for a job, but, like a lot of his colleagues, he keeps an eye on the market.

What he's seeing is that video, graphics and social media are becoming part of the job-search landscape. Recruiters and hiring managers say younger workers, who grew up online and use FaceTime more than landlines, are more apt to show off their assets via personal websites, blogs, videos, and online portfolios with embedded examples of current work and links to online communities in which they're active.

It's no coincidence that LinkedIn recently began encouraging its users to amp up their profiles with videos, illustrations, photography and presentations. And Toronto startup Vizualize.me has attracted 200,000 users to its tool, still in beta, that turns text-based resumes into online infographics.

"People are open to new formats, new ways of presenting credentials," says John Reed, senior executive director of Robert Half Technology, an IT staffing firm based in Menlo Park, Calif. "People are trying to figure out how to stand out in the crowd, how to bring life to their profile and experience, and they're using social media tools to do that."

Reed says that neither he nor his colleagues have seen a lot of applicants submitting videos yet. When they do, they function more like cover letters than resumes. "The videos are 'let me introduce myself before you look at my resume,'" Reed explains. "The companies look at it and say, 'That's cool, that's an interesting twist, that makes the candidate stand out.'"

That's the thinking at the Washington, D.C.-based staffing company Hire IT People LLC. Owner Dan Nandan says his firm is moving into videos as a way to showcase its IT talent.

"We felt they'd have a more powerful impact if a video resume was submitted" in addition to the traditional paper CV. "And it's working," he says, explaining that well-done videos presenting candidates' skills and background "definitely make a big impact."

Nandan recently worked with Neeraj Uppal, a technlology project manager who had made a video in which he talked about his background. The Hire IT People staff used the video to evaluate Uppal and were impressed enough to recommend him to a client company, which led to the conventional application process, with Uppal sending a text resume, then interviewing and getting the job, a contract position.

When technology project manager Neeraj Uppal was looking for a new job, he prepared a video preamble to his resume so companies could assess his presentation and communications skills. "That was definitely a first for me," say Uppal, who credits the video with playing a part in helping him land his current contract position at a large bank.

"I don't know if he was hired based [only] on the video, but it made an impression," Nandan says. "It gets people's attention. If I get 50 emails, and there's one that says, 'Please watch my video,' I will watch the video first."

Video can also function as a second chance for IT hopefuls whose resumes might otherwise be rejected by scanning software looking for specific keywords to quickly, if not always accurately, match qualifications with the position. Those same candidates might be able to hook a hiring manager's interest with a well-crafted video pitch (see Video dos and don'ts for tips.)

Video interviews, pros and cons
Video is playing a larger part in the entire hiring process, not just as a resume accompaniment. For example, many companies now use Skype or other videoconferencing technologies for first-round interviews, rather than in-person meetings, to save time and money while still getting a sense of candidates' interpersonal qualities.

Some companies also use videos, recorded by candidates responding to specific questions, as a screening tool. "That's where I've seen a greater evolution on the video side, because the convenience factor is tremendous," says Dan Pollock, senior vice president of the tech-staffing firm Modis.

Typically a hiring company comes up with five to 10 questions and passes these on to Modis. Candidates for a developer position, for example, might be asked about their responsibilities on a recent project, how they approached those responsibilities and how the project turned out.

Candidates typically travel into a Modis office to record these screening sessions -- Pollock says this ensures good audio and visual quality -- although some candidates do it from their own computers. A SaaS platform from HireVue allows Modis to set a time limit for each response (three minutes) and control the number of retakes (one).

Hiring managers can then view the videos at their convenience, using them to replace phone calls that they had used in the past to screen candidates. "It's much more tailored to the position that they're trying to fill," Pollock says, adding that the videos also show hiring managers whether candidates know their stuff, can think on their feet and can communicate concisely.

Video dos and don'ts
If you plan to submit a video as part of a job application or online profile, or if you've been asked to take part in an interview via teleconferencing, here's what you need to think about before you turn on that camera:

Keep it short. Hiring managers who don't have time for multipage resumes won't have time for lengthy videos or rambling responses either.
Pick a professional, quiet spot. Stay out of Starbucks. And your bedroom.

Have a solid or bland background. Check behind you for distracting artwork, offensive material and unkempt home offices. (Hiring managers say they have indeed seen all of those during video interviews.)

Maintain eye contact by sitting still and looking into the camera. You don't want to fidget or multitask; such behavior wouldn't fly in an in-person interview, so it won't suit a video interview or presentation either.

Dress as you would for a face-to-face interview. (For those who need reminding, that means business attire suitable to the position and the company's culture.)
Guard against interruptions. Shut off your phone. Give the dog a bone, and make sure no one comes knocking at the door.
Don't forget to smile.

Others say video interviews -- either live or pre-recorded -- help by winnowing out candidates who might have Googled answers while on a phone interview, as well as those who lack interpersonal skills, which are of particular importance for IT professionals who interact with customers, executives, board members or the public.

On the other hand, some point to potential problems using video when screening candidates. Some employers wonder if it will open them up to claims of discrimination as they can more easily see traits (age or ethnicity, for example) that they shouldn't use to eliminate candidates. Other tech industry watchers worry that video interviews could unfairly prioritize presentation skills for jobs that don't necessarily require them. After all, coders don't need to come off well on camera to do a bang-up job, the argument goes.

Reed says such concerns keep many companies from adopting video as part of their candidate search and screening process. "Companies don't want to be susceptible to accusations," he says. He points out that candidates, too, often hesitate to use these tools because they're worried about where their videos will reside and for how long.
Resumes gain graphic, social flourishes

That said, video is nevertheless becoming more prevalent in the IT hiring process, just one of the multiple new formats and platforms that candidates are beginning to utilize for job searches. "The resume hasn't changed in the past 40 years. It just feels like it's time for it to evolve, and technology is at a place where it's helping us evolve it," Pollock says.

Pollock says he's seeing candidates successfully use graphics to represent skill sets, responsibilities and accomplishments on or as a supplement to their text-based resumes. Some IT workers, particularly Web designers or UI and UX professionals, maintain online portfolios or submit links to their work.

Others, such as developers, point to their contributions to open-source communities like GitHub. And, of course, job shoppers ignore at their own peril the reach of LinkedIn and, to a lesser extent, other social media sites like Facebook, Google+ or even Instagram.

"[Hiring companies] want to see what people are doing within the tech community, the development space, are they contributing? So I encourage people to have a strong digital profile as well as a resume, and LinkedIn is the primary tool for a strong digital profile," says Doug Schade, principal consultant in the software technology search division at Waltham, Mass.-based search firm WinterWyman.

Schade says savvy candidates know how to leverage social media to separate themselves from the pack. They don't just paste their traditional resumes into their LinkedIn profiles but rather focus on showcasing themselves with links and presentations that highlight their skills and accomplishments.

"There is an opportunity to be more robust with one's persona," Schade says, "because social media is used by hiring managers to gain more intel, gain more insight."

Web developer Avery Anderson gets that. Anderson, 27, graduated in 2008 from the Franklin W. Olin College of Engineering in Needham, Mass., with a degree in mechanical engineering. She worked in the field for a year but decided it wasn't the best fit.

Avery Anderson online portfolio
Software engineer Avery Anderson built a personal website, complete with this skills portfolio page, to highlight her tech talents and emphasize her involvement in the programming community.

Anderson did some contract work in robotics, and then in February 2010 she sought out a Web engineer position at an Internet start-up for wine aficionados called Second Glass. "Web development seemed like a huge opportunity, but I didn't have a lot of experience, so I started with a personal website. It was like, 'See, I can make website.' That got me in the door," says Anderson, who was hired right away.

When she left Second Glass in April 2012, Anderson turned to her website again, tweaking and updating it to reflect more of her skills and personality. She says her site, along with her LinkedIn profile and her account at the online developers' site GitHub, got plenty of traffic; she estimates she was contacted by about 50 recruiters during her two-month job search, contacts that led to nearly 10 interviews -- including some Skype sessions.

She landed a software engineer job with The Minerva Project, a startup that's building an elite online university. Although she was introduced to the organization through a roommate, she says she knows the company checked her out online before she even walked in the door. "People Internet-stalk everyone before meeting in person," she observes.

And even though she's not looking for a new job now, she keeps up her personal website to have what she calls "a landing page" for people who want to know more about her and her work -- a particularly important point as she tries to gain more experience, recognition and speaking engagements.

"It's not just about what jobs you get. Every time you do things like that and work your way into the community more, you make yourself more valuable as an employable person, you build your reputation," she says.

Ondrey, the Marist College applications report specialist, says he and his colleagues are getting that message, so they're beefing up their online professional presence by posting or Tweeting articles they find interesting along with their own commentary. They're updating their skill sets and responsibilities more frequently. And they're adding videos -- both their own and others that are relevant to their field of interest.

There is no replacement for face-to-face interviews, but video is a very powerful format.
Jennifer Taylor, Appirio

That fits with what's happening at Appirio, a San Francisco-based cloud technology company with 650 employees globally.

"We have definitely seen more candidates modify their resumes to include links to their social media profiles," says Jennifer Taylor, Appirio's senior vice president of HR. Resumes now include Twitter handles and links to LinkedIn profiles and to blogs.

The process works both ways, Taylor says; she and her colleagues use social media to reach out to potential prospects. "Often we have found that it's through a Twitter conversation that one of our employees will identify someone in the ecosystem who is contributing unique ideas or products. We use those as an opportunity to say, 'Look at what this person is doing, we should start a conversation with this person,'" she says.

And while she says she hasn't yet received a video resume, she and her hiring managers use video to promote the company to prospective employees as well as to interview candidates -- something they do live using Skype, Google+ and occasionally GoToMeeting with video.

"We still believe that there is no replacement for face-to-face interviews, and we do make that a requirement before anyone is hired. But video is a very powerful format," she says. "It makes information about our company as available as possible, and it gets people familiar with us. It creates some rapport right off the bat. The candidate feels like they're getting to know us and vice versa."

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Social media sends Ballmer off with a bang

Reaction to news of Microsoft CEO's forthcoming retirement unsurprisingly noisy, contentious.

The Internet reacted to the news that Microsoft CEO Steve Ballmer plans to retire within 12 months as might have been expected – with a flurry of jeers, opprobrium and the occasional heartfelt farewell.

“Retirement! Retirement, retirement, retirement!” japed redditor trataka, in reference to one of Ballmer's well-known performances at a Microsoft conference.

Fellow reddit user foxmccloudpsu went with “I see you're trying to find a new CEO. Can I help you with that?” and Arizhel bemoaned the loss of Ballmer's influence at Microsoft - “I'm not happy at all. Ballmer needs to stay in charge; he's doing an excellent job of running MS into the ground. I do not want this trainwreck to end.”

[MAIN STORY: Microsoft CEO Ballmer to retire in 12 months]

Much of the reaction on Twitter, by contrast, was surprisingly measured, with much made of the fact that Microsoft's stock price jumped by about 9% following the announcement. Register writer Iain Thomson said that “has got to be more than a little embarrassing.”

Journalist Ed Bott joked that “mainstream support for Steve Ballmer ended in 2009. Extended support ends in 2014,” while a spoof account for tech evangelist Jeff Jarvis snarked “what Microsoft needs is a CEO who thinks big, like Elon Musk.”

Snide comments were unsurprisingly rife on Google Plus as well. Blogger Patrick Jordan weighed in with “I'm sure he's going to be a business school study, for all the wrong reasons.”

Well-known Rackspace startup liaison officer Robert Scoble, as part of a lengthy open letter to Microsoft's board, said that Microsoft under Ballmer “is like that super smart kid who is doing drugs and not living up to its potential.”

Pocket Labs' Gary Royal dug all the way back to antiquity for his zinger, saying that Microsoft's board “no doubt plans to install a Caligula to make Ballmer's Tiberius seem sane, tolerant and kind by comparison.”

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7 IT security skills certifications on the rise

GIAC IT security certifications, among others, show strong gains in demand

A number of IT security skills certifications requiring candidates to pass exams have sharply gained in terms of demand and pay value, according to a new Foote Partners report.

The “2013 IT Skills Demand and Pay Trends Report” is based on the tracking of the demand for a wide range of IT skills at 2,496 private and public-sector U.S. and Canadian employers for a total of 151,864 IT professionals.

For the second quarter, seven IT security certifications gained 10% or more in market value in terms of demand from the previous quarter, according to Foote Partners. David Foote, chief analyst and research officer, says obtaining certifications in IT skills typically means the worker’s pay gets a boost, often as a bonus for having been certified for certain skills through training and passing an exam of some type.

Foote Partners tracks 61 separate IT security certifications overall, and over the past three months five of the seven hottest are produced by the Global Information Assurance Certification (GIAC) organization, which is affiliated with SANS Institute for training.

The five GIAC certifications singled out are:

Certified Incident Handler, which spiked 22.2% in demand according to the companies reporting to Foote Partners.
Foote says which typically translates into a 1% to 2% pay bonus to the employee holding the security certification.
Certified Firewall Analyst, rising 20%.
Certified Forensics Examiner, up 16.7%.
Certified Intrusion Analyst, up 10%.
Certified Forensics Analyst, up 10%.

Two other IT security certifications were also considered valuable in terms of boosting pay during the past three months.

One of them is the CWNP Certified Wireless Security Professional certification, up 16%, from the Certified Wireless Network Professional organization.

The other is the Infosys Security Engineering Professional certification, known as the as the ISSEP/CISSP certification, and which is up 10%. It recognizes advanced security engineering and was designed by the International Information Systems Security Certification Consortium (ISC2) in coordination with the U.S. National Security Agency.

Foote notes that while trends can show upward spikes in demand, they can also drop in a three- and six-month timeframe. He adds that security spending tends to be driven by corporate need to achieve regulatory compliance.
The GIAC IT security certifications cited in the Foote Partners report were among those considered to provide “the highest pay premiums” along with non-security specific ones, such as the Open Group Master Architect and the EMC Cloud Architect Expert (IT-as-a-Service). “Cloud certifications haven’t been around for a long time, so we’re just starting to put in this data during the past year,” Foote points out.

Other IT security certifications are also ranked among those earning the highest pay premiums, though they didn’t necessarily show the three-month market-value jump. These include the IT security certifications known as the GIAC Security Leadership; Certified Information Systems Security Professional; Certified Information Security Manager; CyberSecurity Forensic Analyst; and the Information Systems Security Architecture Professional (ISSAP-CISSP).

The Foote Partners quarterly report also cited significant rise in market value in a number of non-security-specific certifications, including the CWNP/Certified Wireless Network Expert and CWNP/Certified Wireless Network Administrator certifications. Some HP systems administration certifications rose sharply in value as did some project management certifications. Three Oracle database administrator certifications jumped 10% or more in pay value. However, a number of Oracle certifications also declined 10% over the previous quarter. These decliners were: Oracle SOA Infrastructure Implementation Certified Expert; Oracle Certified Professional Java EE Web Services Developer and Oracle Certified Master, Java EE Enterprise Architect.

The only IT security certification seen as falling 10% or more in pay value in comparison to the previous quarter was the GIAC Certified Penetration Tester certification, which dropped by 33.3%.

The Foote Partners report points out that overall, IT certifications in general have actually been falling in value since 2007, so it’s notable that 289 IT certifications increased last quarter, up 0.84% in value overall. Foote Partners also continuously tracks the demand for IT roles and responsibilities not based on IT certifications.

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642-181: Cisco Unified Presence Design and Implementation

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QUESTION 1
You have recently upgraded as follows:
From:
Cisco Unified Communications Manager Release 5.x Cisco Unified Presence Release 1 .x
To:
Cisco Unified Communications Manager Release 6.x Cisco Unified Presence Release 6.x
Which feature is not found in the later releases?

A. server redundancy
B. SIP PUBLISH trunk
C. calendaring via Microsoft Exchange
D. adjunct licensing
E. line appearance by user definition

Answer: A

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QUESTION 2
Which two solutions are supported with Cisco Unified Presence? (Choose two.)

A. Microsoft Windows 2000
B. Microsoft Exchange 2000
C. Microsoft Live Communications Server 2005
D. Microsoft Office Communications Server 2007

Answer: C,D

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QUESTION 3
A Cisco Unified Personal Communicator is configured as follows:
as a device in Cisco Unified communications Manager Release 6.x user name is UPCXXXXX
How many user licenses are consumed when a primary phone is not set?

A. 1
B. 2
C. 3
D. 4


Answer: C

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QUESTION 4
Which is the most important issue to be aware of when bulk assigning user licensing for presence users?

A. Enable Cisco Unified Presence licensing before enabling Personal Communicator.
B. All users must beconfigureci before enabling Cisco Unifieci Presence and Cisco Unified
Personal Communicator licensing.
C. Cisco Unified Presence and Cisco Unified Personal Communicator licensing should first be
enabled on the Cisco Unified Presence server.
D. Do not license the same user in multiple clusters.

Answer: D

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QUESTION 5
What type of users must be created on Cisco Unified Communications Manager when Cisco
Unified Presence users are created?

A. line-based
B. line-appearance-based
C. either line-based or line-appearance-based
D. both line-based and line-appearance-based

Answer: C

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Friday to mark 14th annual SysAdmin Day

Here are a few tips for how to celebrate the occasion

Contests, cake and appropriately heartfelt thanks are central to the celebration of the 14th annual System Administrator Appreciation Day this Friday.

So exactly how are sysadmins and sysadmin admirers marking the occasion? What follows is a sampling of ways gleaned from Twitter and the hashtag #sysadminday:

First some of you (who don't read Network World) may need to learn the basics -- such as what a system administrator is -- as this amusing ambush video from Spiceworks demonstrates:

You also could show your appreciation by becoming a better user and/or sysadmin supervisor. Toward that end, ITWorld recently solicited input from actual system administrators for a story headlined, "9 reasons sys admins hate you."

Hate is almost certainly not in the vocabulary of your sysadmin, of course.

Contests are becoming a bigger part of SysAdmin Day every year as more vendors recognize the value of both system administrators and the publicity generated by giving away stuff. Among this year's contests:

Thwack's second annual SysAdmin Day meme contest;
Puppet Labs gif contest;
TrainSignal's call to complete this sentence: "All I want for Sysadmin Day is ___________________."
Dell KACE's IT desk photo contest (with an Alienware laptop up for grabs);
Cyber-Ark giving away a Kindle Fire to the sysadmin who best answers: "What skills and experience have you gained in the past year that will most help you in the coming one, and why?"

And here's a giveaway that doesn't even require a contest entry: In honor of SysAdmin Day, the League of Professional Systems Administrators is offering a $14 discount on its normal $50 membership fee.

(Geek-themed Meme of the Week Archive)

Nothing says appreciation quite like cash.

Unless you'd prefer to sing The System Administrator Song:

In any event, have a happy SysAdmin Day.

Welcome regulars and passersby. Here are a few more recent buzzblog items. And, if you’d like to receive Buzzblog via e-mail newsletter, here’s where to sign up. You can follow me on Twitter here and on Google+ here.

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Microsoft denies giving government open access to customer data

If the government is cracking encrypted data Microsoft isn't providing the tools, company says

Even as it seeks more freedom to discuss how it turns over customer data to the government, Microsoft is revealing details that don’t violate laws meant to keep such transfers secret.

In a blog post yesterday, Microsoft General Counsel Brad Smith says:

= Microsoft does not provide direct access to Outlook.com emails or instant messages but does turn over content for specific accounts named in search warrants or court orders. “When we receive such a demand, we review it and, if obligated to we comply. We do not provide any government with the technical capability to access user content directly or by itself,” the post says.

BACKGROUND: Microsoft asks to disclose FISA requests to set the record straight

A LONGER VIEW: FISA court asks government to declassify secret order in Yahoo case

= Outlook.com uses HTTPS to encrypt Outlook.com instant messaging as it travels across the Internet and does not provide tools or encryption keys to help the government decrypt that traffic. “When we are legally obligated to comply with demands, we pull the specified content from our servers where it sits in an unencrypted state, and then we provide it to the government agency,” Smith writes.

= The government does not have direct access to customer information in Microsoft’s SkyDrive storage service. This year it has made changes to the procedures it uses to respond to requests for customer information to make it easier to handle an increasing volume.

“None of these changes provided any government with direct access to SkyDrive. Nor did any of them change the fact that we still require governments to follow legal processes when requesting customer data.”

= Microsoft moved its Skype peer-to-peer Internet-calling and instant messaging service infrastructure in-house to improve the technical back-end of the service. “These changes were not made to facilitate greater government access to audio, video, messaging or other customer data,” Smith says. “We will not provide governments with direct or unfettered access to customer data or encryption keys.”

= When the government wants emails and documents of Microsoft business customers that are stored in Microsoft clouds, the company recommends the government seek them from those customers directly. “We do not provide any government with the ability to break the encryption used between our business customers and their data in the cloud, nor do we provide the government with the encryption keys,” Smith writes.

In general, Microsoft doesn’t provide “direct and unfettered” access to customer data, he says, “Microsoft only pulls and then provides the specific data mandated by the relevant legal demand.”

That means it turns over data for accounts and identifiers specified by the legal requests, all of which Microsoft lawyers review to make sure they are valid, he says.

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