The majority of IT professionals have embraced at least one social media platform. Whether it’s an account on LinkedIn created to help their career, a Facebook profile to connect with friends and family, or a Twitter account to find and share interesting news, social media use is prolific. But, it is important to recognize that all of the accounts may be searched when you are applying for a new position, as most employers scan these sites with screening candidates. And how you manage your profiles can make the difference between landing the job and being passed over. To help ensure you’ve got everything in order, here’s what you need to know.
Employers Expect and Online Presence
Some job seekers decided to avoid the risks associated with poorly managed social media profiles by not having one at all. While this approach may have worked in the earlier days of these platforms, it isn’t necessarily acceptable today.
Based on a recent survey, over half of all hiring managers would choose not to pursue candidates who don’t have online presences. That means your application would end up on the discard pile just because you can’t be found on popular platforms. In the end, that means having at least on professional social media profile could be considered mandatory. If you don’t have one now, consider starting with a site like LinkedIn. Otherwise, you might get passed over regardless of what else you have to offer.
Content Control is a Necessity
Questionable content on your social media profile is one of the easiest ways to eliminate yourself from contention for a new position. Organizations are putting increased energy into managing their company culture, so signs that a person might not have the right traits for their teams won’t be overlooked.
Posts and photographs that are provocative or suggest you may discriminate against a specific race, religion, or gender are all considered red flags by hiring managers. Similarly, evidence of excessive alcohol or drug use, as well as potentially illegal activity, can end your status as a potential candidate.
Further, hiring managers are going to be concerned with they see posts or images that badmouth your past employers or co-workers as these suggest you may have a negative attitude or a challenging to have in the office. Additionally, indications that you’ve shared confidential or proprietary details about your current or previous work may have them worried about your ability to keep their information private.
Finally, you need to be aware of your spelling, grammar, and word choice. Failing to write in a coherent manner, especially on professional profiles, may suggest you lack certain written communication skills. While not every post needs to be fully professional quality, doing some basic edits can ensure you make a better impression even when the content is casual.
If you would like to learn more about how your social media profiles are viewed by employers or are interested in working with professional recruiters during your job search, the team at The Armada Group is here is assist. Contact us to schedule time with one of our skilled team members and see how our services can help you find the right opportunity for you.
National unemployment rates among IT workers remains shockingly low, hovering around the 2.5 percent mark during the first quarter of 2017. As businesses struggle to find the candidates they need for vacant positions, many are putting more pressure on their current workforce to ensure required tasks are getting accomplished. This leads many tech pros to dedicate more hours to work, sacrificing their personal lives in the process.
But failing to lead a fulfilling life outside of the office can have detrimental effects, leading to decreased productivity as morale begins to suffer. That makes this model unsustainable over the long-term. To help you see why, here are some of the reasons IT pros must have lives outside of work.
When your workers spend extra hours at the office and don’t completely disconnect from their duties during their off time, burnout is almost a guarantee. The constant feeling of having to be 100 percent available weighs them down and can build resentment throughout your team.
Encouraging your staff to engage in personal interests when away from their desks can help relieve some of this pressure, giving them an outlet for frustrations and supporting their need to relax and recharge. While they might not be able to completely put work down depending on their assigned duties, even regularly scheduled reprieves can make a big difference in combating burnout.
Sometimes, we all need to know there is some form of light at the end of the tunnel. Having a personal activity to look forward to after hours can help them push through the more challenging times as it functions as a reward for their hard work. This gives them a powerful incentive, giving them a reason to focus on essential tasks. Ultimately, knowing there is something enjoyable just around the corner can make a world of difference when it comes to keeping motivation high.
IT is an ever-evolving field, and most professionals have to dedicate serious time to keep up with the latest news and trends. However, when you feel bogged down by the day-to-day, exploring new technologies and learning additional skills will take a backseat in their lives.
By ensuring your workforce is given the time to pursue their interests during their off time, you may find them more inclined to keep up with changes in the industry. This can lead them to discover new technologies that can help increase productivity or find solutions they may otherwise have missed.
Even completely personal pursuits can enhance creativity, as their unconscious mind may have the chance to solve problems when their conscious mind isn’t actively concerned about the issues. Sometimes, brilliant revelations occur thanks to unexpected catalysts, making these other experiences valuable in numerous ways.
If you want to alleviate some of the pressure from your IT team, the professionals at The Armada Group can help you find suitable candidates for vacant positions. Contact us to get the recruitment process started today and see how even just one more skilled worker can make things better for everyone in the office.
To be a successful IT project manager, you need the right combination of skills. Unlike some other tech-oriented professions, the competencies required for these roles are fairly diverse, covering aspects of finance, human resources, leadership, and more. If your goal is to move into the field of IT project management, here are 10 skills you need to have under your belt.
Most project managers will spend a notable amount of time working with a range of professionals including the members of the project team, various stakeholders, and even the final customer. Since not everyone with which you will interact has the same technical background, it is imperative to be able to communicate with every effectively regardless of the level of understanding. This means breaking down technical concepts into relatable terms is critical to the success of many projects, making this skill particularly valuable.
The success of many projects actually hinges on the scope. Failing to define the scope leaves the goals unclear while also leaving you open to scope creep. Being adept at gathering critical information and establishing the project’s target increases your odds of success.
If you’re given the chance to choose your team, then learning key human resources skills like candidate screening and skill assessment ensure you have the right professionals for the job at hand. Without these competencies, you may find yourself battling skill gaps instead of making forward progress, which can spell doom for any IT project.
Project managers are often tasked with creating comprehensive schedules to meet strict deadlines. Understanding how to allocate time properly and delegate tasks can keep things on target, creating a foundation for the team’s success.
All projects face a level of risk. Being able to see potential vulnerabilities or roadblocks gives you the opportunity to mitigate any potential ill-effects should they arise, leaving you prepared to manage the worst even while planning for the best possible outcome.
Many project managers are given an initial budget and are expected to manage the funds appropriately as things move forward. Understanding key concepts like cost estimation, expense control, and budgeting are critical to your success. You’ll also need to learn how to make adjustments should unexpected costs threaten to bankrupt the project.
For projects that require outside materials or third-party support, it is important to know the fundamentals of the procurement process. Everything from bid requests and analysis, supplier identification, and vendor contracts play a role in this area, and managing the tasks well can make budgeting a simpler task to handle.
Unless your project’s final output meets quality expectations, it is unlikely to be deemed a success. Understanding how to monitor progress for quality control is key to ensuring all standards or requirements are being met effectively. It also ensures you’ll have the opportunity to intervene should things begin to go off track early on, making changes easier to manage.
With so many variables, most large-scale IT project will hit a snag at some point in the process. Being prepared to adjust on the fly often means understanding that nothing is set in stone, and maintaining that perspective can make the entire venture easier to manage.
As an IT project manager, being familiar with the technologies covered in the project as well as any project management systems in place are both critical to overall success. Without this core knowledge, you may find yourself spending more time asking questions than making progress.
If you’re an IT professional interested in a project management role, the team at The Armada Group can help you explore options in your area. Contact us to discuss your career goals today.
While certain aspects of project management have remained largely unchanged, Millennial workers are beginning to influence how the duties associated with these positions are managed. Thanks to their increased interest in technology and differing attitudes towards traditional work structures, the project manager of the future will use a varied approach when compared to some of the current norms. To help you see what the future holds, here are some of the ways Millennials are changing the role.
Digital Communication and Collaboration
Millennial workers aren’t fans of the traditional paradigm, shirking meetings in favor of well-rounded technology-based solutions for exchanging data and covering critical information. Applications designed to facilitate communication and collaboration are plentiful, allowing teams to share files, trade messages, and coordinate actions from almost any location at any time. Not only is this a relatively new way to keep project management teams connected, but it also supports the shift towards employing a remote workforce, allowing project managers to access the best and brightest talent regardless of location.
The ability to communicate in real-time can also support a stronger team dynamic. Instead of having to reach out to others in the group physically, they can accomplish the same level of communication from their workstation. This means decisions can be made more quickly than when groups have to be gathered for meetings, allowing the team to get more done in less time.
Flexible Scheduling and Worksites
While project management often requires adhering to strict timelines, that doesn’t mean everyone has to stick with a traditional 8 to 5 schedule to get things done. Facilitated by advanced communication and collaboration applications, Millennials enjoy being able to exercise a level of freedom while they accomplish their tasks without ever being fully inaccessible.
This approach makes work/life balance a priority but doesn’t mean these teams aren’t willing to put in the necessary hours to stay on target. Instead, they are more inclined to take work home, choosing comfortable off hours to tidy up anything that isn’t accomplished on a traditional schedule. Plus, since their personal lives are easier to manage, they are often more productive when they do focus on the task at hand.
Since Millennial workers don’t view traditional hierarchies in the same way as other generations, many are more inclined to provide input instead of simply being led forward. This can increase innovation and creativity as more members of the group feel confident expressing their ideas. By leveraging their diverse perspectives, businesses are positioned to find solutions that may otherwise be missed.
If you are interested in seeking a project manager for your team or are want to take on a new challenge in a project management role, The Armada Group can locate your ideal fit. Contact us to discuss your needs today and see how our services can help you take the next step.
The idea of working from home appeals to workers in almost every field, with tech professionals leading the way. Having the opportunity to work remotely either full-time or a few days a week is one of the most valued job perks an employer can provide, even beating traditional offerings like health benefits. That means, if you want to attract top talent, giving telecommuting options is a surefire way to get some attention.
But what about remote work do tech pros find so appealing? Here are some of the top reasons why your team wants to work from home.
Many companies fear telecommuting leads employees to be less productive, but the opposite is actually more likely. Working from home significantly limits interruptions throughout the day and ultimately makes it easier to stay on task.
Instead of running between meetings that run long, dealing with co-workers dropping by, or focusing through the distractions caused by other activities in the workplace, remote workers have control over their home environment. This gives them a chance to work more effectively, especially on tasks that require high amounts of concentration and attention to detail.
The benefits of increased productivity can be even more notable if your company uses open office designs in the workplace. While 70 percent of employees work in this paradigm, almost no one likes the design. There’s a lack of privacy or sense of personal space, and it is easy to become irritated by extraneous noises coming from all across the floor. In that regard, working from home is an appreciated reprieve from an otherwise stressful environment, letting them focus on their job instead of what is happening around them.
Telecommuting gives employees the ability to be more comfortable within their workspace. Most offices provided limited options when it comes to body positioning, leaving workers in the same seated position for an entire shift.
When working from home, people can get up and move whenever they need to without having to worry about distracting their coworkers. They can put their feet up, shift around, change chairs, or pace around the room whenever the mood strikes. It removes the certain expectations regarding how you are expected to physically be while working, allowing them to do what it takes to stay comfortable while getting work done.
While your employees might work for eight or more hours a day, their functional workday may start much sooner. Many employees spend an average of 25 minutes each way commuting, an action that is rarely stress-free.
If they have the chance to work from home, their commute is completely eliminated. This means they don’t have to start their day by battling traffic, only to end it by doing the same. Your employees also have more time to manage other tasks, as they essentially get almost an hour back that isn’t spent sitting in a car, train, or another form of transportation just to get to work.
Almost any tech employee would appreciate the chance to telecommute, and the advantages of the arrangement can lead to mutual benefit. If you are interested in finding new IT professionals to join your team, including by working from home, The Armada Group can help you find the right candidates. Contact us today for more information about our employer services.
Today’s workplace is plagued by constantly updating email inboxes, intrusive messenger notifications, and a plethora of other alerts designed to pull your attention in a new direction. Add to that the assault from personal accounts and devices, and the cavalcade may seem never ending. While the commonplace nature of these interruptions make them seem like part of the daily grind, they can actually prevent you from engaging in “deep work,” or any activity that requires significant focus over a long period.
The constant bombardment means you aren’t able to concentrate on the task at hand, and that could ultimately cost you a promotion. Here’s why.
Shallow vs. Deep
The majority of the work people complete on a daily basis is shallow in nature. These are the routine activities that don’t require a lot of thought to complete properly, making the occasional (or frequent) distraction manageable. Typically, these are the duties we all must complete to ensure we don’t end up on a job hunt earlier than anticipated.
Deep work requires concentration and focus. It can be cognitively demanding, and often needs a significant time commitment to complete. To make the most of deep work, we need to remove these interruptions from our lives. Otherwise, our thought processes are interrupted, and we have to reset after every distraction.
How to Make Deep Work Possible
To participate in the kind of thinking required to complete deep work to your highest standard, you must set yourself up for success. This means taking a few proactive steps to limit interruptions and prevent unnecessary distractions before they occur.
One easy step is to schedule the time you need to dedicate to deep work tasks. Mark the time out on your calendar and consider it an active appointment with yourself. This prevents others from trying to schedule a meeting with you during that time, and can also show others you are busy.
Next, eliminate distractions that are under your control. This can include shutting down smartphones, closing out email and messaging applications, and setting your phone to “do not disturb.” Then, don’t check any of those items until your time for deep work has passed, or the task is complete.
In some cases, you may need to speak with your co-workers, managers or employees regarding protocols for deep work time. This ensures those around you support your need to concentrate and will only interrupt under circumstances that require your immediate attention. If your office supports an open floor plan, you may even need to secure a quiet space, such as a small conference room, to help get the heads-down time you need to succeed.
Why It Matters
In the end, deep work is often related to projects that will lead to the most advancement and organizational success. These are tasks that will get you noticed, and you need to make sure you have the chance to shine. That way, when the time is right, you can use those experiences to help you reach the next promotional opportunity along your career path.
If you are interested in exploring new promotional opportunities today, the experts at The Armada Group can help you on your journey. Contact us and see what options are available in your field today.
Today’s highly competitive hiring atmosphere is taking an issue that was once only discussed in hushed tones behind closed doors and thrusting it into the proverbial spotlight: Pay. Low unemployment amongst tech professionals and a high level of competition to access and retain top talent has led many organizations to re-examine their policies regarding salaries and compensation, even to the point of increased transparency.
But can increased pay transparency improve tech retention? Many say yes, and here’s why.
It’s no surprise that increased trust between leadership and their employees improve retention, but issues of pay are not traditionally discussed. This leaves many workers wondering if they are being paid fairly when compared to their professional counterparts, and a lack of communication in the area can make these basic concerns become serious problems.
By being open to conversations about pay, and even starting them on a regular basis, employees are more likely to feel valued. Additionally, by removing the stigma associated with talking about salary, companies can increase the amount of trust employees have in their practices.
Companies that aim to be transparent about pay often have strong strategies in place regarding pay standards and the evaluation of compensation over time. That means these businesses are evaluating the current market to see what competitors are offering employees with similar skills and are prepared to adjust accordingly. This reverses the tradition of only having salary discussions at key points within the employee’s career, such as when they are initially hired and at annual reviews.
Since salary is given a prominent place within larger retention discussions, companies are prepared to be proactive when the need arises. Instead of having top talent begin looking elsewhere for higher compensation, the business can step in when a disparity is noticed. When an organization takes a position of maintaining an open dialogue, it is easier to demonstrate that workers are being paid well for their skills, and to make corrections when it becomes obvious the company is missing the mark.
While this requires market analysis to be completed with a high level of frequency, the effort means greater retention. And that ultimately reflects well on the bottom line.
Pay Isn’t a Secret
While most employees aren’t openly discussing compensation with their co-workers on a daily basis, there is still a conversation taking place. Internet-based employment resources have taken pay out of the shadows and somewhat into the light. Now, when an employee wonders whether they are fairly compensated, a little research on their part can yield results quickly. This means that workers aren’t mystified when it comes to what their skills can get them.
Since information on salary is so widely available, failing to be transparent means your company doesn’t have the opportunity to participate in the conversation that is happening elsewhere. And, when it appears a business is holding something back, it rarely reflects well on them.
If you would like more information about pay transparency or are interested in finding candidates by offering competitive compensation, The Armada Group has the industry information you need to make both possible. Contact us to discuss your goals today and see how our services can help take the issue of pay out of the darkness and into the light.
Most companies are going battle with the talent gap, especially when it comes to highly desirable skills like data science. Generally, businesses don’t have nearly enough of these IT professionals on staff to fully leverage the data they have been collecting, and it can see as though it is only getting harder to find them. However, just finding a person with the right mix of skills and experience isn’t the only important point when staffing your data science team.
To help you create the strongest team possible, here are some additional things to consider whenever you look to hire.
Teamwork is Critical
In most cases, data scientists aren’t working alone. It is often the cumulative work of a team that brings about the best results, and that makes teamwork an essential part of the environment. So, before you hire an individual, imagine how they will fit in with a group of similarly skilled individuals and if they will increase the level of cohesion or disrupt it. Then, proceed accordingly based on that vision.
Allow Them to Focus
If you are hiring data scientists that will also have other IT duties, you may find them struggling to manage the data side of their job. IT professionals are often pulled in a variety of directions, especially if any part of their work mirrors that of a help desk.
Tech pros who directly support internal workers when they run into trouble can find it difficult to get the time required to focus on tasks as complex as data analysis. To get the most out of their data science skills, consider removing any extraneous duties from their plate. This could involve outsourcing tasks that can be managed by a third party or shifting the duties to other employees whose work can better stand the interruptions.
Invest in Systems
Your data science team can only be as strong as the systems they use allow them to be. If they are having to perform tasks by hand that could otherwise be automated when using a more sophisticated solution, they may be wasting valuable time that could be used for more productivity. Instead of setting them up to wrestle with their software, make the investment in something that facilitates their needs. Anything that makes a data scientist’s life easier at work will give them a chance to truly show off the skills for which they were hired.
Be Prepared to Listen and Learn
If you already have a member or two on your data science team, then it is important to seek their input regarding what the team needs. Even highly skilled professionals working in the field have their strengths and weaknesses or are stuck with time-consuming tasks that keep them from performing other duties.
By hearing which specific skills they feel will make the team operate more efficiently, you can make sure and focus recruiting in those areas. Then, not only are you creating a stronger team but a happier one as well.
If you are interested in finding a data scientist to join your ranks, the recruitment professionals at The Armada Group have the right skills to facilitate those goals. Contact us to get the process started today.
For an introvert, the idea of interviewing for a new position can be a bit anxiety inducing. Not only does an interview require a significant amount of interaction, but it is typically with people whom you have never met before. But there are strategies that can help even the most introverted individual feel more comfortable as they head in for an IT job interview. To help you make the most of your time, here are some tips for improving the experience.
Schedule Based on Your Preferences
When contacted for an interview, it isn’t uncommon to be given a list of available times from which to choose. This gives you a chance to select a time that allows you to be at your best, making it an opportunity to increase your level of comfort.
For example, if you are a morning person, then try and schedule your appointment during that window. If you feel more capable in the afternoon or evening, then try for a later time. The intention is to schedule the interview during a time where you already feel more energetic and function at your best. Then you aren’t combatting the feeling of being drained in conjunction with the interview itself.
Plan for Extra Me Time
Once your interview is scheduled, make sure and plan some extra time for yourself before and after the interview. If you can find a quiet space before the interview begins, you can take a moment to collect your thoughts or practice self-calming techniques. Then, once the interview is over, you also have some time available to regroup and recharge before heading back to your other tasks for the day.
The idea is to build in a buffer that will help you perform at your best and then give you a chance to re-center before any additional interactions. It can keep the process more comfortable and limits the chance of being overwhelmed at any point in your day.
Prepare to Ask Questions
One of the easiest ways to give yourself a mini-break during an interview is to get the interviewer talking. While you are listening to the interviewer, tune into can points that may help entice the interviewer to speak. Then, once you are given a chance to ask additional questions at the end of the interview, make sure you have a few stashed away for the occasion.
Introverts typically aren’t fans of small talk. However, being able to manage introductions in a casual way can help build a rapport with the interviewer. Consider asking a friend to practice this process with you so you can become more comfortable with the process, allowing you take control over the initial few minutes and set the pace for the rest of the interview.
If you are looking for additional tips on making a great first impression during an interview or new opportunity in the IT field, the recruiters at The Armada Group can help you along the way. Contact us to see what is available in your area today.
Big Data has taken the world by storm and along the way, has increased the pressure on the technical specialists who focus on the area. The push to get results more quickly and to make the results more meaningful can leave many working in the field scrambling to keep up, and creates some major pain points for Big Data specialists to struggle against.
Not Seeing a Traditional Asset
While many businesses consider their data an asset, they don’t necessarily treat it as one. While a company may be able to tell you exactly how many packages of printer paper were ordered within a given time period, they can’t do the same with their less tangible assets.
The lack of tracking increases pressure on those working with the data, as they have to do more than use the data to produce results; they have to quantify it. Additionally, they often have to surmise how to value the content along the way, adding a duty many Big Data professionals aren’t sufficiently prepared to accomplish.
Improper Data Collection Strategies
Once a company has their hands on a data collection tool, it is tempting to use it to its fullest capacity. However, this can lead to mountains of unnecessary data. For example, if a business chooses to monitor the number of visitors actively viewing a particular product webpage and use an option that reports back once a minute, that is likely way more information than is necessary.
The number of data points being produced and stored likely exceeds the amount necessary to achieve useful metrics. Instead, it simply creates an excess of data that then needs to be managed.
Devaluing Their Skills
Often, it is hard to explain the different skill sets required for IT operations unless you actively work in the field. Additionally, cloud-based offerings for data analytics can leave many members of upper management to disregard the amount of skill it actually takes to provide meaningful results, especially within a large enterprise landscape.
Failing to recognize the need for a highly skilled individual or team to manage Big Data tasks can put unfair pressure on IT professionals who do not work within the Big Data landscape. Additionally, it leads some organizations to devalue the skills of true Big Data specialists. Typically, the quality of a company’s results are directly tied to the skill level of those performing the work, and not understanding the differences between IT skill sets can create pain points throughout the department.
All successful IT implementations require time and planning. Even if a business is able to secure a suitable analytics solution quickly, it takes time to ensure everything is properly managed to produce the desired results.
Similarly, if the use of Big Data is new to a company, they also need to acquire individuals with the necessary skills and experience to create value from the solution. Securing the tools is only the first step in Big Data analytics, and rushing through the early stages of implementation can lead to less favorable, if not entirely unusable, results.
If your business is looking for a skilled Big Data Specialist, The Armada Group has the industry expertise necessary to identify your next potential superstar employee. Contact us and let our experience in the IT job market guide you to the ideal candidates for your goals.