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.
IT leaders often shoulder a high level of risk when it comes to implementing a big data and analytics solution; the risk of making the wrong choice. Often, adding new solutions are costly ventures, requiring significant financial and time investments to get everything online. And, if the chosen solution doesn’t produce the anticipated results, it can cause the entire project to be considered a waste.
Finding appropriate solutions can be challenging. It isn’t uncommon for current IT employees to have limited experience with the technologies, especially if they have been with your organization long term. And, even if they stay abreast of industry happenings, that doesn’t mean they possess enough knowledge to guarantee a result.
Often, decision makers look to mitigate this risk by reviewing the choices of similar companies operating in the same sector. Then, they focus their recommendations based on successes experienced elsewhere based on the presence of similar resources.
So, how does an IT leader get the information they need to move forward? By reviewing key information points in the Big Data market today.
In-House Expertise or Outside Consultation
The presence or lack of in-house expertise is going to be a driving force for information gathering. If you don’t have employees with experience in the Big Data and analytics field, then your choices need to be driven by that fact.
Often, this makes consulting a necessity. Whether you choose to work with a specific consultant who can recommend suitable solutions or prefer to work with industry-leading vendors directly, you may have to look outside your organization for the knowledge you require.
However, certain options, like SAS and Cognos, are considered tried-and-true solutions that have been part of the IT landscape for years. That means there is a higher chance that staff members have experience with the platforms, and may make it a wise choice based on that familiarity.
In most cases, your decision will come in one of two formats. First, you can choose to use technical resources in your own facilities and data centers to build your own analytics operations. This has the benefit of using hardware with which your IT team may already be familiar, though functional changes will be necessary to complete analytics operations.
However, those without on-site resources (or who prefer not to dedicate resources to the task) can choose cloud-based solutions. And you may even have access to some of the same solutions regardless of that choice.
For example, IBM’s Watson is available as an off-the-shelf solution for use in internal data centers as well as in a cloud-based variant. This makes the option accessible to businesses of almost any size.
You Aren’t Starting from Scratch
Big Data and analytics have become a well-developed sector. That means you and your business aren’t having to step in blindly. Instead, the information about potential solutions is often highly accessible, whether from internal staff or external consultants. Begin your process with research regarding your current in-house capabilities and then see what options best integrate into your current landscape.
If you are interested in bringing in Big Data experts as employees or consultants, The Armada Group can help locate the best candidate to meet your goals. Contact our experienced recruiters today, and we will work with you to find your ideal solution.
The process involved in the hiring of new employees is ever-evolving. Low employment and challenges to the traditional workday norms are having a significant impact on workplaces across the nation, making the job market feel unfamiliar to many. Whether you are planning to hire or be hired in 2017, take note of these trends that will shape opportunities in 2017.
Goodbye Traditional 9 to 5
Between the rise of the gig economy and declines in the number of mid-level positions, the traditional full-time work experience isn’t going as available as in previous years. Reliance on freelancers and contractors is growing, and many technical professional are using that as an opportunity to focus on skills, tasks, and projects that they truly enjoy.
Additionally, rising competition for top talent allows employees to leverage options like flexible scheduling and remote worker options. That means fewer people in the office during the “standard” work day, and a new paradigm to which everyone must be somewhat prepared to adjust.
Personal Networks and Job Referrals
One of the quickest routes to a new position is through the direct referral process. Social media geared towards professionals has made finding referrals a simpler process and can be seen as a blessing to employees and employers alike. High-quality employees are only going to provide referrals to those they feel will represent them in a positive light, so there is a strong likelihood the referred candidate will possess a similar work ethic or skill set. The route can also be more cost-effective than openly advertising positions, and referrals can often access individuals not actively on the job market.
Many companies are moving away from the practice of hiding information about available salaries and benefits. While the information isn’t always posted publicly on job announcement, more companies are relying on systems like chatbots to provide potential candidates with more details than what is shown in a job posting. This increased transparency allows job seekers to determine whether a position meets their minimum requirements prior to applying. And that means less time wasted on filling out applications for positions they would never accept, and less time spent considering candidates who will never accept the available salary.
Security is a Priority
Regardless of the primary function of an IT position, an understanding of security as it relates to their work is going to be a priority. Issues regarding data breaches regularly make front page news, so everyone within an organization will need to contribute to larger security goals. Whether that involves developing an additional skill set or increasing awareness regarding vulnerabilities, efforts in the area of security will almost always prove valuable.
Shorter Hiring Processes
The candidate experience is being given more consideration in previous years, and many companies intend to shorten their hiring processes as part of the larger initiative. This produces more favorable conditions for candidates interested in new opportunities as well as businesses filling vacancies.
One method for shortening the hiring process is working with a professional recruiter that specializes in the unique needs of the IT field. The Armada Group has over 20 years of experience in matching top talent with outstanding opportunities. Contact us today and see how our experience can work for you.
Most companies know the value of a diverse workforce, but finding the right candidates can be a challenge for tech-oriented companies. Even unintentional bias can impact hiring decisions, making the diversity gap harder to close. To combat the effects of unconscious bias, some organizations are leveraging a relatively new technology to help solve the problem. And that solution is artificial intelligence.
The majority of the population don’t consider themselves to hold biases in regards to diversity. However, many people make decisions under the control of unconscious bias. Often, people are more comfortable communicating with individuals who share certain characteristics with themselves. And this innate desire for comfort incidentally affects our choices.
Additionally, people maintain preconceived notions regarding who a person should be. For example, if your company is looking for someone who is bilingual in English and Spanish, you may picture a certain kind of person in your head who you imagine meets the criteria. If someone qualified comes in, but does not match the image you had, you may find yourself making assumptions about their capabilities. And this can occur even when you have solid evidence that your assumption was incorrect.
AI and Avoiding Bias
AI has the capacity to serve as an unbiased third party in regards to candidate analysis. These systems can be designed with machine learning principles and can review data for potential patterns that may reflect unconscious bias within recruiters and hiring managers. Once this information is obtained, the development of strategies to improve internal hiring practices.
Additionally, AI analysis is helpful in tracking which policy changes and hiring techniques are ultimately successful in improving diversity within IT teams. As more information is collected regarding the effects of new strategies, decision-makers can make adjustments to create more favorable results.
Since AI tools are unbiased by design, it is easier to open communication channels regarding unconscious bias in the workplace. Employees, recruiters, and hiring managers aren’t being judged by individuals for behavior that is not necessarily intentional. Instead, decision-makers can approach employees with the benefits of this analysis in promoting diversity in hiring. It also provides an opening to encourage employees at every level to speak up if they see potentially biased hiring practices.
AI can provide useful information to employees at all levels as well. Technology at this level has no regard for the internal hierarchy of the company. That means patterns can be identified and presented whether the person being examined is entry level or a C-level executive. In fact, the unbiased nature of the analysis is ideal for reviewing the activities of all personnel involved in hiring decisions. This gives every person an opportunity to improve to meet the diversity goals of the organization at large.
By combining AI and traditional hiring methods, your organization can evaluate candidates more objectively, ensuring technical capabilities and growth potential are given more weight as decisions are made.
If you are looking for IT professionals to join your team or would like more information about how your organization can increase the diversity of its workforce, The Armada Group can help you locate top talent to meet your needs. Contact us and speak with one of our professional recruiters about how you can reach the diversity goals of your business.
The current IT job market significantly favors job seekers. This makes it harder for hiring managers to find the candidates they need to fill job vacancies and can increase the time required to complete the hiring process. To find the best applicants, you must give significant consideration to the content of their resumes. However, not every section is as important as others.
If you want to locate qualified candidates more quickly, here are some tips on what to look for in a resume, and what you can ignore.
Look for: Social Media Links
Resumes have a limited amount of space to review one’s prior education and experiences. However, social media profiles geared towards their professional lives can fill in many of the gaps. Applicants are more inclined to include links to their LinkedIn profiles directly on their resume. When this information is provided, take a moment and see what their profile has to offer. You may find answers to questions that resumes simply can’t answer.
Ignore: College GPAs
Unless a candidate has just graduated from college, a GPA provides little indication regarding their capabilities today. While a degree provides a solid foundation for entry-level positions, 15-year-old grades and test scores are essentially meaningless in comparison to more recent certifications and professional references.
Look for: Quantified Data
Numbers speak volumes. Having hard data about the number of users an IT professional supported, the size of a project budget that was managed, or the percentage reduction of the overall costs associated with a service give you metrics that can be easily compared. This helps you understand the value a candidate has provided in previous positions, and shines a light on any potential they may have for your organization.
Ignore: Objective Statements
The objective statement has lost its usefulness. Most candidates just state their desire to land a job, further their career, or some other banality. In some cases, objective statements even make the candidate look less appealing. However, if you choose to bypass this information when a resume still includes it, you may find the other information enticing.
Look for: Spelling and Grammar
While some of the rules regarding how a resume is written contradict those in other writing styles, it should still be well-composed with no grammar or spelling errors. A resume is an important document, and an applicant not taking the time to perfect the information contained therein may suggest a lack of attention to detail in other areas.
Ignore: Resumes that Don’t Meet Stated Application Requirements
Alternative resume formats, including infographics and other visually stimulating options, are gaining ground in many industries. While using these options can be completely appropriate, if your application materials specifically request a traditional resume, and one is not provided, then you may want to move on. Failure to follow basic instructions in an attempt to stand out is still a failure to follow instructions.
Look for/Ignore: Keywords
Keyword use has benefits and drawbacks. Some resumes are crammed full of keywords to help them get beyond the roadblocks created by applicant tracking software (ATS), but they don’t always provide value. Just because a large number of keywords are represented doesn’t mean the candidate is by default a better choice than someone who used them more sparingly. However, a heavy use of keywords can also indicate the candidate has a broad range of experience that may be useful.
Ultimately, keywords can be a factor, but shouldn’t be the only factor when determining which applications to interview.
The staffing professionals at The Armada Group can help you sort through the resumes to find those who possess the skills you need. Contact us to speak with one of our professional recruiters about your current hiring needs.
Holiday celebrations do more than just improve morale for a day. Having annual traditions in the workplace can increase employee motivation. It also contributes to team building efforts and leads to more productive teams.
While most organizations focus on providing opportunities to celebrate the traditional winter holiday season, there are a number of other holidays that can be celebrated. By scheduling regular events, you encourage your employees to look forward to the celebrations and keep spirits high throughout the year.
To experience the benefits that only workplace celebrations can bring, here are some tips to get you started.
Unity and Togetherness
Even though most people spend a disproportionate amount of time around their co-workers, those interactions are rarely social or celebratory in nature. By adding holiday events to the regular schedule, you encourage everyone to come together for a reason other than completing a work task. The relaxed atmosphere gives employees a chance to bond while enjoying themselves. Supporting these connections can help teams function optimally and might lead to better performances on future projects.
Morale and Motivation
The ability to have a holiday event at work helps employees feel appreciated. This improves the overall mood in the workplace and allows the employee to fully dedicate themselves to their employer. Having a break from routine is a morale booster, especially when the celebration focuses on fun and relaxation.
While holiday events do not have to double as recognition events, it is often an easy adjustment to make. Being recognized for accomplishments and success demonstrate that members of management notice the hard work they put in and appreciate the effort. This can include longevity celebrations focused on key milestones with the company, such as the 10-year mark, as well as those focused on recognizing employees who have experienced a significant accomplishment during the year. Consider reviewing both professional and personal victories of your employees to show you take a particular interest in the well-being of your team.
Choosing Appropriate Holidays and Events
It is important to pick the right moments for celebrations. While the winter holidays often lead to an event, it is important to avoid parties with specific religious connotations. Most workplaces are filled with diversity, so focusing on a holiday closely associated with a particular religious preference is often not appropriate. However, seasonal celebrations can be created without referencing any particular religious or cultural preferences.
You can also hold regular events that are not specifically tied to holidays, such as annual employee appreciation events. Additionally, recognizing birthdays on a monthly basis or other major life events, like weddings, births and graduations, can also provide excellent opportunities to celebrate.
If a large project is nearing completion, consider creating a celebration surrounding the accomplishment. Not only does a recognition event of this nature disrupt the monotony that may have taken over the workplace, it also provides excellent stress release after the fact.
The professionals at The Armada Group understand the value of employee motivation and recognition, as well as how proper hiring can improve morale. Contact us to speak with one of our professional recruiters about your current hiring needs.
A lot of the collegiality of a workplace comes from being in the same place at the same time. Working on-site means employees can bond over chitchat during a coffee break; it also means they're able to drop by the boss's office or a colleague's desk to ask questions. When workers aren't on-site, they lose these interactions that make employees feel like they're part of a team. Here are six ways to overcome the distance and keep your remote team members engaged.
Don't bug your remote employees for status updates.
Managers ask for status updates from on-site workers, too, but it's easier to tell what's going on because you can see what's going on. Use technology to give you the same insight for your remote team, with activity trackers and team communication tools that help you know where their time and effort are going.
Keep in touch with them regularly.
Just because you aren't bugging them for status updates doesn't mean you shouldn't have routine conversations with them. Make sure you communicate on a regular basis, and be available for ad-hoc discussions as needed.
Talk about things besides work.
You take time to know your on-site employees' families and how they spent their weekend. Take the same time to get to know your remote workers. If you treat them as a person, not just a resource, they'll be much more engaged and committed to your project.
Accept that remote workers have their own schedules.
Don't expect your remote workers to adhere to your work schedule. The productivity of working off-site is enhanced when they can work on a schedule that works for them. Judge the quality of their output, not the specific hours they're at their desk.
Include them in team conversations and decisions.
It's easy to forget to include remote workers in team discussions, but if all decisions come to them without having asked their opinions first, they'll feel their opinions don't count. Also, make sure you consider your remote team equally when handing out favorite assignments and opportunities for advancement.
Have periodic face-to-face meetings.
It isn't always possible to meet remote employees in person, but you should try to have occasional face-to-face meetings. Bringing them to your office site gives them a chance to bond with the team. At the very least, include video conferencing at occasional meetings to put a face to the names and establish a basic personal connection.
The Armada Group knows working with remote employees is tough. Contact us for more tips or to search for employees who work efficiently on-site or off.
Organizations today are being stressed and changed by technology like never before. Companies aren't just using technology to automate backend processes; technology is changing how they sell and deliver products to customers, and even what products they develop. In many industries, a "digital transformation" is necessary for companies to remain competitive, survive and strive.
For most organizations, making the shift to viewing the business as a digital business isn't easy. It takes vision, leadership and commitment from the top down through all layers of the organization. Without that push from corporate leadership, it's too easy for companies to coast along, doing what they know how to do, without making changes…until the changes become necessary, but too little, too late.
This means that no matter how much a company wants to "promote from within," that strategy may not be sustainable. People who've been inside the business may have a commitment to that business, but they are necessarily shaped by their experience, with their vision likely limited by the box they've been working in. For companies that need to transform themselves, thinking outside the box is most likely to come from those who've never been inside the box in the first place — which means you may need to hire from the outside, rather than boost from the ranks, in order to reinvent your business.
It also means you may need to look for someone with less experience than you think the position needs. You need someone who has a new and different understanding of your business than the experienced personnel. This doesn't mean someone with less ability; it means someone who's closer to the changes coming your way rather than someone who's steeped in the old way of doing things.
Because the digital transformation is so crucial to company success, it's critical that you work with an organization that understands the difficulties of making change and of defining the kind of person who can help you make that change. Talk with The Armada Group to learn how our recruiting services can help you understand the skills you need to bring to your organization and identify the right people to transform your business.