When you're at a job interview, your goal is to convince the interviewer that you can do the job. Part of the way you do this is by backing up the credentials listed on your resume with strong answers to the interview questions. Part of the way you do this is by simply appearing confident that you can do the job – nonverbal communication is an important contributor to the impression you make.
It used to be necessary to wear a suit and tie for every job interview. In tech today, that's no longer the case. Try to find out what's appropriate for the company before your interview. Wearing the wrong clothes will undermine your confidence; wearing clothes that make you look like you fit in will help the interviewer picture you doing the job. Whatever style of dress is appropriate, make sure you wear something you like and feel comfortable wearing.
First impressions form almost immediately and carry a lot of weight. Make eye contact, shake hands firmly, and don't be hesitant when you walk into the room. Sit up firmly in your chair – a chair with a firm back where you'll sit up straight will help you present better than a comfy chair where you slouch down. Keeping your feet solidly on the floor will help you maintain good posture. You don't want to be rigid, but don't be fidgety, either.
If you don't seem interested in the position, the employer probably won't be interested in you. Lean forward during the conversation, but be careful not to intrude on the interviewer's personal space. Avoiding eye contact makes you seem hesitant, but don't engage in a staring contest. Be aware of your voice: tone and speed can make you seem either bored or engaged.
Try not to cross your arms; it's a defensive gesture. It's better to keep your arms loose and to talk with your hands, as long as you don't wave them around crazily. It's also fine to smile; if you look like you're enjoying the topic, the interviewer will enjoy talking with you.
When you do practice interviews, practice your body language as well as your responses to interview questions. It may be harder to overcome habitual behaviors than to come up with answers for tricky questions, but presenting yourself well is an important part of succeeding at interviews.
Companies invest heavily in technology to protect themselves from cyberthreats: firewalls, antivirus software, and other tools to keep out intruders. Not all threats are external, however. Whether deliberately through malicious actions, or accidentally through online naïveté, company employees present the biggest threat to corporate information security.
Employees can misuse company computer resources in several ways that expose a company to risk. Use of the Internet for personal matters, like online shopping or visiting social media sites, can overload a company's computer network. This can mean companies invest money to upgrade a network when that isn't supported by business needs, and the money would be more beneficial elsewhere.
When employees bring adult content into the office, they can create a potentially hostile work environment that can lead to sexual harassment lawsuits. Employees who use corporate resources to download illegal copies of software, movies, or music also expose the company to lawsuits. In addition, these sites are also often infested with malware, so files brought onto company computers can risk introducing viruses and other dangerous software into the corporate environment.
Employees also misuse resources by removing them from the company. If files aren't appropriately protected, employees can remove confidential company information by emailing them or carrying them out on a USB drive. Employees may be able to take advantage of code bugs to escalate their privileges in an application, and view data they aren't supposed to be able to access.
Phishing and social engineering are still extremely effective ways for hackers to gain access. It's surprisingly easy to trick humans into sharing confidential data like passwords and company bank accounts. Employees also can accidentally expose company data if they lose a company laptop or access the company network from an insecure hotspot. The increased popularity of BYOD means that company data is accessed from devices the company doesn't control. If these devices aren't appropriately protected, confidential company information may be at risk.
Companies that want to protect themselves from these risks need to take a comprehensive approach to information security. They need to use the right technological tools; firewalls and antivirus software remain important. They need to have – and enforce – policies that govern the appropriate use of company resources; these policies should also govern the handling of company information on non-company, BYOD devices.
But the most important step companies can take is to train their employees to recognize online risks, and how to defend against them. Educated employees will help defend against these online dangers because they recognize they aren't only a threat to information security; information security failures that seriously damage a company are a threat to their job security as well.
Some apps on the iPhone free up our time; other apps, like great games, eat up our spare time. Either way, there are great apps that make our lives better. Here's what you need to be a great iOS application developer.
When it comes to developing apps for the iPhone, you have two choices: Objective-C and Swift. The newer language is Swift, and you may think that learning Swift positions you better for the future. But if you learn Objective-C, you can leverage the past better. There's more example code, more online help, more legacy code you can leverage if you start with Objective-C.
Knowing the right programming language is only a start. You need to know the ins and outs of developing for the specific platform. To develop efficiently, you need to become comfortable with the IDE and the Simulator for testing your code.
Too many would-be app developers think having a great idea for an app is enough. Don't forget that smartphones are, in reality, portable, powerful computers. The software engineering methods that make code maintainable and supportable on bigger computers are still needed if your app is going to be anything more than a throwaway. Don't just learn how to write code that compiles; learn how to write a well-designed program that will be able to easily grow and adapt, as iOS and the Internet change.
Programmers traditionally write a "Hello, world" application whenever they learn a new programming language. You may not want to start quite that small, but you probably shouldn't try to write your million-dollar idea as your first application, either. You'll learn a lot by writing several small, experimental projects first, and it'll be much less frustrating to solve technical challenges when you don't have the pressure of getting your big idea to work.
Despite the image of great developers cranking out code alone in the wee, dark hours, there's actually a great, supportive community of developers out there. You'll find questions answered in forums like those on Stackoverflow, and you can use and build on code from sources like Github. Don't overlook the possibility of learning from other developers at work, either. Lots of companies in all industries do mobile app development. Work for one of them, and you can get training on the job and learn from more experienced colleagues.
It's common these days for IT teams to have team members in multiple locations around the world, whether to take advantage of specialized talent or cost factors. Technology helps these scattered teams communicate, but there are still challenges that come when co-workers aren't co-located. Here are four tips for managers to help their remote teams work effectively.
Projects always work more efficiently when there's a plan, and planning is even more critical with remote staff. There are fewer opportunities for casual interactions and questions to clarify assignments, and if confusion crosses time zones, delays can extend for days. Make sure you have a plan, so everyone knows what they're expected to do and when it needs to be done.
Because team members don't see you in person on a regular basis, they don't often get a lot of feedback. Don't rely on email; it's not dynamic enough, and meaning doesn't always come through. Plan a regular virtual meeting, perhaps once a month, to meet with your remote staff and give development guidance and other feedback. When possible, use videoconferencing, not just audio, so facial expressions and other non-verbal feedback are part of the communication process.
When people are in the same place, you may not need formal processes to address issues that arise; casual communication and spur-of-the-moment working sessions help sort things out. When people are around the world, a formally defined process ensures that everyone knows how to raise concerns, and that everyone is able to contribute input to solutions.
Remote teams still want to feel like part of the team. Make sure remote staff are included in team celebrations. If possible, have managers visit the remote site periodically, and bring senior members of the remote staff for working visits to the home office. Besides providing an opportunity to build a shared work culture, these out-of-office experiences allow you to get to know remote staff as individuals and treat them as the unique people they are.
The hottest trend in computing tech these days is XaaS—(X) as a Service. Software as a Service (SaaS), Infrastructure as a Service (IaaS), and Platform as a Service (PaaS) are all variants of cloud computing, where companies don't maintain their own data centers, but purchase as much computing capacity as they need on demand from cloud service providers. Make sure you have these skills to develop a firm foundation for a career in the cloud.
Cloud technology is changing rapidly, and major companies like Amazon, Google, and Microsoft all have unique cloud computing technical stacks. Developers should have knowledge of one or more vendor's cloud products. Containers are a relatively new development technology for cloud environments, so understanding how to use them will give you an advantage in the job market.
Even though companies don't own the data center in the PaaS model, they still need to manage their computing environment. A large part of the challenge for companies that use cloud computing environment is automating the deployment of applications and monitoring them when they're running, so solid scripting skills are keys to success in a PaaS career.
Companies need architects who can help them plan their cloud computing strategy and develop a migration plan to get them there. Architects need a strategic understanding of all the major cloud technology out there, in order to help companies make the most appropriate technical choices. Architects also need to understand specific business needs, and particularly security concerns, to make sure the recommended architecture will satisfy those requirements.
Along with the architect, security specialists help companies make decisions about where and how to store and protect critical business data. They implement the necessary identity management, authentication, and auditing systems needed, making use of facilities provided by the cloud environment.
There are certification programs for Amazon, Google, Microsoft, and other vendor cloud computing architectures. Achieving certification will help you convince companies of your competence in this new, dynamic career environment.
Tech employees enjoy the challenge of new technology, but that isn't enough to make them love their jobs. Managers often think a paycheck and bonus expresses the company's appreciation for employees' work, but that isn't enough, either. At the end of the day, even technical employees spend their day interacting with people, and it takes a personal touch to make them feel valued. Here are seven tips you can put into practice to make your IT team feel valued:
When your team succeeds, make sure you take the time to celebrate with them. Because projects can take years to complete, don't wait 'til the end. Acknowledge the successes along the way, like when they hit a milestone.
It costs nothing to say "thank you," but this is one of the most basic and most overlooked ways of making people feel valued. Don't just casually throw out a "thanks;" say what specifically you're thanking them for, and what the value of their contribution was.
Don't claim credit for your team members' ideas. When they have good ideas that you pass along to higher-ups, tell the supervisors where the idea came from, and make sure you let your team know there was a positive reaction.
Have an open-door policy, and seek out input from employees who may be too shy to initiate conversation. As much as possible, involve team members in project planning and other decisions that affect when and how they do their work. Be sure to act on their input; otherwise, they'll recognize it's a waste of time to make suggestions.
Make sure you talk with everyone, not just team leaders or employees who report directly to you. Not everyone will want to share details of their personal lives, but if you can get to know employees as people, they'll feel less like corporate widgets. Be aware that issues in employees' personal lives can affect their performance at work, and offer appropriate assistance when necessary.
Give your team members challenges and opportunities for new experiences. Help them find mentors who can help them grow. When they've outgrown their current role, help them find a new position within your company that will offer them the growth you no longer can.
Respect your team enough to tell them the bad news, as well as the good news. While everyone would rather receive compliments, honest, well-intentioned feedback shows you care enough to offer constructive criticism, rather than taking the easy route of ducking a difficult conversation.