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.
There's nothing worse than starting a new job only to find out the work environment isn't right for you; it's far better to realize it's a problem workplace before you accept their offer. Here are seven ways to spot a bad office culture before you accept the job.
The office space is run-down.
Not every company is going to have designer-selected accessories, and the desk chairs might not all match. But if the chair they give you to sit in at your interview is broken, if you see signs that copiers are out of order, and if the walls are desperately in need of a paint job, it's a sign that the company isn't investing in its workspace and doesn't care about the facilities available to its employees.
The company's founders got squeezed out.
In technology startups, the founders are often the driving force behind the company's success. Losing the founders can mean the company is in trouble and investors are hoping to salvage it; or it can mean the company will soon be in trouble, as the creative minds with vision have moved on to new projects. It can also mean all projects and employees are under close scrutiny.
The interview is all about what the company needs.
Certainly, you should expect the bulk of the interview to be questions directed at you, to help the company determine if you have the skills for the job. But there should be time allotted to explain the company and project to you, and for you to ask questions. If the hiring manager doesn't have time to hear your questions now, they probably won't want to hear them after you're hired, either.
The only part of the workplace you see is the interview room.
This may be related to the fact that the office space is rundown (see bad sign number one), but may also be because the company is afraid to let you feel the vibe of the workplace and see how employees interact with each other—if they even interact at all.
You aren't impressed by the company's leadership.
In most cases, you don't get to meet the company's CEO, even if you're interviewing with a small company. So take the time to find a video of them online, on the company site or elsewhere. If they aren't inspirational, you probably won't find working for the company to be inspiring, either.
The interviewer seems surprised you're there.
Your time is valuable, and the company should have a prepared schedule of interviewers who've reviewed your resume before you arrive; they should certainly know what job you're interviewing for! If the company isn't prepared to meet with you, they may be having a bad day or they may be poorly managed.
The interview is stressful.
Obviously, interviewing is a tense process. Some companies may add stressful challenges not directly related to job skills, such as asking you to solve a puzzle rather than writing sample code. Other companies may ask a lot of questions about how you manage stress, or talk a lot about their intense pushes to make deadlines. Pay attention to the questions you're asked for what they reveal about the stresses you'll encounter on the job.
When you're looking for a new job, it's helpful to get insight into the workplace environment even before you schedule an interview. At The Armada Group, our recruiters know the details of the jobs and companies we're recruiting for, and we'll match you to a job that matches your technical skills and your personality. Contact us to start your search today.
When your employees give everything their all, sometimes they end up giving too much, leading to burnout. The Millennial generation is often overloaded with work, continuing education, hobbies, and family obligations, leaving them overstressed and unable to do their best. Use these tips to help the Millennials at your workplace find balance that lets them be productive at work and in all aspects of their lives.
Offer Flexible Work Arrangements
It's easier for Millennials to manage their work and outside obligations when they have the flexibility to work from home, work a shifted schedule, or work part-time hours. Technology today makes it possible for almost every worker to get their job done from home; particularly in IT, there are few positions that truly require an on-site presence to interact with customers or equipment.
Offer Flexible Work Assignments
Sometimes burnout or work stress comes from having too little that's interesting to do rather than having too much to do. Give your employees the chance to mix it up with different projects that reduce boredom. Rather than spending all day coding, let your team shadow business people for a few hours or days. It will be a break in the routine that also deepens their understanding of the goals and significance of their work.
Create a Culture of Caring
If management demonstrates that it cares about employees, they'll be less likely to stress and more likely to ask for help if they need it. Allow managers to get to know their employees outside of work with offsite teambuilding activities. Except when deadlines are in danger, allow employees to goof around at the office. That casual banter helps build relationships that pull the team together and encourage everyone to work together to meet project goals.
Make Work Meaningful
Employees are less likely to burnout at work if the work has meaning to them or to society. Make sure your business contributes to social or civic causes and encourage employees to join your charitable teams.
The Armada Group has been helping companies hire top talent for more than 20 years. Our experience working with all generations of employees, including Millennials, can help you build an workforce of capable, content workers. Contact us to leverage our approach to recruiting and solve your hiring challenges.
Building an impressive resume requires acquiring impressive work experience. Does changing jobs frequently stand in the way of that? Changing jobs frequently certainly lengthens a resume, because there are more jobs to list. This used to be a negative, as companies looked for loyalty. That was fine when 25 years of service got you a gold watch and a pension.
In today's world, managers recognize that loyalty cuts both ways, and since companies often demonstrate little loyalty to employees, they can't expect much in return. The trick with job hopping is to make sure that each job change adds something new to your resume and boosts your value. This means you should consider job hopping if the new position:
Lets you develop a new technical skill.
Technical skills are the most important skills any IT worker brings to their job, but it can be difficult to keep skills current when you stay at an employer a long time, as companies are often committed to a specific tech stack. Job hop strategically to develop a new skill that can position you well for future opportunities.
Gives you a new job title.
If your current employer requires you to keep your title for a fixed number of years before you can add the word "senior" to it, jumping to a new employer can shorten the time it takes to climb the ladder. Although sometimes there's not much difference between job duties, having a senior position on your resume can help the next time you want to change jobs.
Gives you new responsibilities.
You can become a more well-rounded worker by moving to jobs that give you experience in different aspects of technology: programming, QA, support, and management. You'll gain skills that qualify you for a variety of positions in the future.
Whether you've changed jobs often or stayed with one employer for years, when you're ready to make your next change, The Armada Group's recruiters will match you to an open position that takes advantage of the skills you've acquired. Contact us to start looking for your next job now.
For management, it's tempting to want to keep your top performers in their current roles. They're doing a great job; everything's under control. If move them to a different position, someone else will have to take over their job. You'll have to train that person and they might not be as good. It seems better to keep your programmer doing that job.
The problem is, programmers work in a world where there's always something new; most programmers have curious minds and want to try out the new technology. Forcing a programmer to stay in the same job makes it likely your developer will make the decision to move out, and you'll be even less prepared to cope with their absence.
Instead, recognize that retaining your top-performing programmers doesn't mean keeping them in the same role on the same team on the same project in the same department. Focus on offering them challenges that will keep them in your company while giving them the opportunity to learn and grow.
Let your developers move to new projects with different roles, responsibilities and technologies. Encourage your top individual contributors to take leadership roles or apply their technical insight to solving a new problem.
Help your talent discover and develop all their talents. Assign mentors who can help programmers envision their long-term career path. Offer support for continuing education, and don't restrict company support to training that's immediately applicable at work.
Monetary rewards are important; top programmers can definitely find well-paying work. But other rewards are also important; praise, both public and private, assures developers that their work is both noticed and appreciated.
Despite your efforts to retain top talent, sometimes they'll decide to leave anyway. When that happens, you need an effective recruiting process that will bring in someone equally good. When you work with The Armada Group, you leverage our 20 years of experience. We make sure we understand the role you're filling so the job description will attract the best candidates, we prescreen potential hires who respond to the description, and we help your team interview and evaluate the candidates. You'll quickly stop worrying about the employee who left and start focusing on how to retain the new talent on board.