Finding the right candidate to fill a vacant position can be challenging. Often, the interview is your best chance of separating the okay job seekers from genuine top performers. As a result, asking the right questions is critical. Otherwise, you might not find out important details that can help you figure out who can actually excel in the role.
Luckily, there are questions you can ask to gain insights into which candidates are the best and brightest. With that in mind, here are five interview questions to ask if you need top performers.
When it comes to perks, Millennials mainly have one thing on their mind. While companies may assume that free lunches and on-site facilities, like gyms and game rooms, would top their list, that isn’t the case. Those niceties don’t speak to the larger goals that many Millennials want to achieve. If you're going to attract the best and brightest Millennials, here is the perk you need to offer.
Many professionals worry that certain technologies will make their skills obsolete. News about advancements involving artificial intelligence (AI), machine learning, and automation often suggests that workers in certain jobs are at risk of being replaced by technology, leaving many nervous about the future of their career.
While these technologies are indeed becoming more robust, robots aren’t coming for most jobs any time soon. If you are wondering if your job is at risk, here’s why you should breathe easy in 2019.
When you need to hire skilled tech talent, you need to be prepared to outdo your competitors. Competition for IT professionals is increasingly fierce, and companies that lag behind what other businesses are prepared to offer will struggle on both the hiring and retention fronts.
Securing the best and brightest developers can be challenging. However, there are things you can do to increase your odds of being able to hire and keep the most talented developers around. Here’s how to get started.
The world of software development changes rapidly. Companies have to modernize their approach if they are going to remain competitive or adept in this particular arena. While the adoption of continuous integration (CI) and continuous delivery (CD) is fairly widespread, many businesses fail to implement continuous testing (CT) modalities.
Without CT, the speed of delivery and the quality of the code tend to suffer. When CT is integrated into the software development approach, the end results tend to be more functional and robust.
Facebook made headlines in recent years for how advertisers could control who saw their ads. The use of “Ethnic Affinities” essentially allowed companies to avoid targeting users who fell into certain racial categories, effectively providing a mechanism for discrimination. The tech giant was even targeted by the US Department of Housing and Urban Development (HUD) for violating the Fair Housing Act by providing ad targeting mechanisms that allowed companies to prevent minorities from seeing the housing-related ads.
While the feature was slated for removal in 2018, a recently released research paper shows that ad targeting in Facebook could still be discriminatory, even if the advertiser was trying to get their ads displayed to a wide audience.
Coaching employees isn’t just about giving them constructive criticism and feedback. While that is certainly helpful, you also need to provide your team with guidance and support, and that requires more than just analyzing their performance.
Many managers shy away from coaching their workers due to fear. Worrying about whether the advice you are giving is sound is often a deterrent, and the pressure associated with providing an answer quickly can be anxiety-inducing.
Luckily, having all of the answers isn’t necessary. Instead, by asking the right questions, you can help your employee work through problems. If you don’t know what to ask, here are a few kinds of questions you should always have at the ready.
According to a recent study, over 40 percent of all IT professionals are interviewing for a new job, and they are currently employed elsewhere. A shocking 60 percent want to quit their job. While their reasons are varied, issues with management was a commonly cited motivator. Other causes include unequal opportunities, a lack of challenging work, and no recognition for their efforts.
If your company isn’t working diligently to keep you tech employees engaged and going the extra mile to make them feel appreciated, there is a decent chance they will move on to something else. Similarly, if the employee’s manager isn’t a source of inspiration, an ally in the office, or otherwise fails to meet your IT pros expectations, don’t expect them to stay for the long-term.
Luckily, there are things you can do to entice your tech pros into staying, allowing you to reduce turnover and keep your best and brightest on board. Here’s how to get started.
Companies have been using technology to monitor their employees’ activities for decades, but the level of tracking has increased dramatically over recent. Email can easily be scanned by IT, computer logs are saved for future review, and certain assets have GPS trackers enabled to keep an eye on their whereabouts. Add in social media reviews, text message scans, and reviews of meeting invites to see who attended, and companies can easily keep tabs on their workers.
However, while employee tracking seems to be on the rise, workers don’t appear to be incredibly concerned. This may come as a surprise in an age where privacy scandals continue to make headlines and legislation like the European Union’s General Data Protection Regulation (GDPR) becomes more common.
While a corporate “Big Brother” may seem scary on the surface, employees aren’t treating it as such. If you are wondering why, here’s what you need to know.
Database administrators (DBAs) are highly focused professionals, and their tasks tend to be incredibly specific to their niche. However, the IT pros also have to be very adaptable, adjusting to new technologies when the situation demands it and embracing new tools to increase their effectiveness and efficiency. Plus, they are commonly asked to handle complex projects, such as migrating to a completely different database, which can be both challenging and time-consuming.
Ensuring your DBAs are equipped to handle everything their position entails requires effort on the part of management. You have to nurture their capabilities and mindset. If you want to make sure your DBAs can thrive, here are some tips you can start using today.