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With the rise of Bitcoin, the amount of attention directed at blockchain has increased significantly. Its ability to create records, referred to as blocks, that are highly resistant to alteration after the fact and that lead to thorough transaction ledgers is especially attractive, particularly in the financial sector.


But, just because a technology is making headlines doesn’t necessarily make it a smart career move. However, blockchain has a lot to offer professionals who are interested in pursuing the technologies, making it a smart time to get a job in the field.


High Demand

One of the biggest reasons that starting a career in blockchain is a wise move is that demand is incredibly high. Experienced blockchain developers are able to secure extremely large salaries as it is difficult to find professionals with the right skill set.


Much of this is due to the fact that blockchain can still be viewed as being in its infancy, so there aren’t necessarily many traditional educational options for acquiring the skills. That means it may require more effort to gain the knowledge, but the payoff is certainly there.


Wide Potential

Aside from the direct links to Bitcoin, blockchain also has potential in other business areas. For example, work is being put into the smart contracts arena, allowing people to come to official arrangements that are less susceptible to alteration after the deal is done, including by hackers.


Blockchain technology is considered at the forefront of both security and cryptography, and could provide value with distributed systems, all of which suggest that this form of development has more to offer than may be apparent on the surface.


Cutting-Edge Development

A benefit of a system that is still in its early phases is that those participating in blockchain today will be shaping the technology of tomorrow. There is still a lot of work to be done to explore the potential of blockchain fully, so jobs in the field may be especially primed for creative thinking and innovation. For job seekers who thrive in environments where they are regularly challenged and empowered to create new solutions, blockchain development may be an ideal opportunity for meeting those needs.


Experience Requirements Vary

One benefit of how new blockchain is, in a larger sense, you don’t necessarily need substantial experience to get started. Many companies are resorting to hiring software developers with limited knowledge about blockchain since that is what they can find in the marketplace. If you have an interest in blockchain and dedicate some time to the technology, you can get a position even without formal training or experience.


Ultimately, blockchain is an emerging technology, allowing skilled developers to reach higher salary levels based on the current demand. So, if you have an interest in the field, making the leap now could be particularly lucrative.


If you would like to learn more about blockchain development positions, the team at The Armada Group can connect you with leading employers in the area. Contact us to discuss what opportunities may be available to you.





Everyone knows you only have a few moments to catch the attention of the hiring manager with your resume. That means having a high-quality document is essential to landing the position, regardless of the level. To help you stand out from the crowd, here are a few resume tips for CIOs that can work for anyone hoping to land their dream job.


Focus on the Target Position, Not Your Current One

One common mistake is to provide too many details about the daily work you do today. While giving recruiters or hiring managers insight into your experience is important, focusing on the minutia doesn’t provide them with any value.


Instead, you need to translate how your experience applies to the target position. This typically involves reviewing accomplishments and not your day-to-day duties. Highlight applicable examples that are relevant to the job you want, and you’ll make a much better impression.


Watch Out for Jargon

While other IT professionals may appreciate your use of industry terminology, not everyone who reviews your application may be as well-versed in the tech-specific jargon as you. And if they aren’t, that means they won’t understand the content of your resume.


To be effective, your resume needs to walk the line between technical accuracy and clear communication. Often, you can use phrases that are in the job posting, as these can be necessities if your application will be reviewed by an applicant tracking system first. Just make sure that the rest of your technical jargon can be easily understood by someone who may not have the same level of expertise in the field.


Be Concise, But Thorough

When you list accomplishments or skills on your resume, it’s important to get to the point quickly. This often means using short, concise descriptions that convey the relevant whats, whens and wheres associated with the details.


However, being concise doesn’t mean you should be abrupt or leave out important information as a method of restricting the length of a bullet point. If certain details are relevant to the target position, make sure to include them. Just make sure to keep things focused along the way.


Review for Errors

Once you’ve filled out your resume, it’s vital to review it for mistakes. Spelling and grammar errors won’t make a great impression and could send your application sent straight into the discard pile.


After going over it yourself, get a trusted friend, colleague or staffing professional to review the document. Sometimes, another set of eyes can help make sure nothing gets overlooked. That way, you end up with a high-quality, error-free resume that is more likely to catch the hiring manager’s attention for all of the right reasons.


If you are interested in learning more or would like assistance with your job search, the professionals at The Armada Group can provide you with the information and support you need. Contact us to see how our services can help you land your dream job today.



Social Media


Using social media to find potential candidates, a process known as social recruiting, can be highly effective. However, there are various unwritten rules that indicate a recruiter may have gone too far. These tools are powerful, but using them properly is the key to success. Here’s what you need to know about the nuances and best practices associated with social recruiting.


Don’t Spam Job Posts

An overzealous recruiter may be tempted to get the word out about a position by repeatedly posting information about the vacancy on social media. While they may believe this will help the post be seen by more people, it’s actually a quick way to alienate yourself.


If a particular account keeps flooding followers with the same announcement, it may encourage people to unfollow the account as a way to eliminate the noise. Others may ignore the posts or mute them from their feeds. Either way, it means you lose access to passive job seekers who are simply annoyed by the practice.


Don’t Pry

Researching a candidate over social media can be an excellent way to vet a job seeker. But digging deeper than is necessary isn’t useful and can border on inappropriate. For example, quickly scanning posts and photos for signs of trouble or to confirm the person has the relevant education or experience is fine, but opening hundreds of photos isn’t a way to accomplish those goals.


Writing Off Candidates Who Won’t Let You In

Since screening the social media accounts of job seekers has become common practice, many candidates separate their personal pages from their professional ones. Typically, they’ll restrict access to the accounts that are dedicated to their private lives and only give recruiters access to the professional variants.


Turning away a job seeker just because they won’t friend you on Facebook is generally a mistake. Yes, there is information to be seen there, but the candidate is smart enough to keep these details private. Remember, if you can’t see the account, it is likely the person isn’t letting anyone in if it could harm their public image. And that’s actually a good thing.


Don’t Force a Peek

While this is by no means common, some recruiters have crossed serious lines by “making” job seekers log into their social media accounts in front of them, so they can take a look. Not only is this a violation of the candidate’s privacy, it is often seen as highly unethical and potentially an abuse of power.


Instead of resorting to these measures, recruiters need to understand that social media is only one tool for evaluating applicants. Not being given access to an account isn’t a reason to discount a potential employee and forcing them to give you access is unacceptable.


If you have open positions and would like assistance screening candidates, the team at The Armada Group can locate the top talent you need. Contact us to see how our services can improve your recruitment processes today.



Security Threat


When people think of cybersecurity threats, they often focus on ransomware, DDoS attacks and phishing attempts. However, another risk exists for almost every company in operations: Former employees.


In a recent survey, only half of the IT decision-makers responding stated they were “very confident” that ex-employees couldn’t gain access to critical business systems, and a full 48 percent acknowledged that workers who were no longer on staff could access the network. In fact, 20 percent of those surveys stated their company experienced a data breach led by a former employee.


The Risk Associated With Former Employee Accounts

Failing to remove ex-employees access to critical systems is a major cybersecurity risk. When these accounts remain active, former staff members can use their old credentials to affect systems, remove data and cause other mayhem.


But, even knowing that, many businesses fail to remove ex-employee access immediately, and approximately 20 percent of those surveyed admitted it took longer than a month to get these privileges revoked.


What Causes the Delay?

Removing access immediately seems simple on the surface, but many companies struggle to do so. Why? Because the process is actually more time-consuming than many realize. For example, 70 percent of those surveyed said it could take up to one hour to remove a single employee’s access from the system. Many companies are aware of dozens of applications and access points that must be addressed during the removal process, and it is a cumbersome task to review them all.


Additionally, many businesses still have occurrences of hundreds of other applications of which they aren’t fully aware. This can include old software that is no longer in active use but was never formally removed. Often, these employee accounts slip through the cracks as they aren’t on anyone’s radar.


Another issue can be a disconnect between human resources personnel and IT professionals. Often, HR is considered the authority on who is and is not employed by the business. If the organization doesn’t have a formalized process for alerting IT to employee status changes, the department is likely unaware that removal actions are required.


Which Ex-Employees Pose a Risk?

While most companies focus on workers who were fired as their primary source of risk, those that leave voluntarily aren’t necessarily guaranteed not to be a problem as well. Additionally, even if a former employee means their previous employer no ill-will, that doesn’t ensure their credentials might not be incidentally used for malicious purposes.


For example, if the person moves on to a new company and uses the same credentials, that means a breach at their current company could provide criminals with the data they need to access your system as well.


To mitigate all of the risks above, it is critical to create formal procedures designed to remove ex-employee access as quickly as possible. If you would like to learn more, the skilled professionals at The Armada Group have the information you need. Contact us today.



Backend Developer


Back-end developers are incredibly valuable to companies. They create the foundation and inner structure that allows systems to function, which is critical for businesses to succeed. If you are interested in a career change and entering the world of back-end development, here are the skills you need to be successful in your new role.


Programming Skills

A back-end developer will spend a significant amount of their time writing code. Often some of the most popular programming languages are the ones that will serve you best. For example, enterprise development often favors Java and C#, though PHP and Visual Basic may also be required. JavaScript, Python, and Ruby are also becoming popular for back-end development, making them strong options as well.


An understanding of various development frameworks is also vital. Which ones you need to know depends on the language being used. For instance, Visual Basic and C# often necessitate knowing ASP.NET, while Python typically requires knowledge of Django.


Database Knowledge

Databases are everywhere, and back-end developers must often interact with these systems. Common variants include Microsoft SQL Server, MySQL, NoSQL, PostgreSQL and Oracle. As with frameworks, the language that is used often dictates which database is used, but all of these systems require a knowledge of the SQL language.


You may also need to be familiar with certain tools associated with databases. For example, Hibernate for Java and Microsoft’s Entity Framework for ASP.NET may be in use in a workplace, meaning you’ll need to be familiar with them to be successful in the position.


Web Services Experience

Web-based applications are commonly integrated with other systems to provide necessary functions, and back-end developers must be prepared to provide the necessary structure to make these connections viable. Generally, you’ll need to understand both SOAP and REST web services, though REST is typically favored based on the lower learning curve.


Skilled professionals can make an entire career out of being a back-end developer, though these positions can also serve as springboards for other opportunities. For example, some may use their experience to transition into front-end development opportunities, while others will combine both skill sets to become what is known as a full-stack developer. It is also possible to move into application architecture or database development roles, if a person so chooses.


With so many options available, making a career change into a back-end development position can be an incredibly smart move. If you want to learn more about what it takes to work in this field or are interested in exploring job opportunities in the area of back-end development, The Armada Group can connect you with leading employers in the area who are looking for professionals just like you. Contact us today to speak with one of our skilled recruiters and see how our services can make your transition into a back-end development position easier than ever.



Friday, Sep 01 2017

Will Recruiters Use Google Hire?

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Google Hire


Tech giant Google recently released a piece of software aimed at human resources professionals and recruiters called Google Hire. The software is said to be designed for small to mid-sized business in the U.S. and seeks to provide mechanisms for recruitment specialists to communicate with job candidates, manage applications and schedule interviews, taking advantage of its integration with Google Cloud products to facilitate these activities. It even makes posting job announcements easier thanks to its ability to disseminate this information onto popular job search sites.


Google Hire hopes to provide recruiters with tools that help improve efficiency while also making the entire hiring process more transparent. But, even with these reported benefits, will recruiters use Google Hire? The answer is, it depends. Here’s what you need to know.


G Suite Application Integration

One of the largest determinates regarding whether recruitment specialists will use Google Hire is whether they currently use other Google offerings today. This new HR system is designed to work seamlessly with certain products like Google Calendar, Gmail and Sheets.


If a recruiter works for an organization that favors Google’s offerings, and they are in the market for a new hiring solution, then Google Hire should be on their list. However, if the company isn’t using other Google products, they might not experience the same level of benefit by making a switch.


There Are a Lot of Options in the Market

Right now, there are numerous software vendors offering HR solutions including Microsoft, Workday, Lever and Greenhouse. While Google Hire may be a strong system, it isn’t the only suitable option on the market today.


Whether a recruiter or business is going to consider Google Hire partially depends on their level of satisfaction with their current system and how the solution measures up to competitors in regards to functionality and price. As mentioned above, the present use of other Google products may also be a factor, as Office 365 users may be more inclined to consider the Dynamics 365 Talent solution that integrates more effectively with Microsoft products.


Additionally, transitioning from one system to Google Hire may be a cumbersome process, so people who aren’t displeased with their current solution may forgo the hassle of moving their data and learning a new offering.


It’s New

Google Hire hasn’t been on the market very long, so some recruiters might not be aware of what the system has to offer. Additionally, it will take time to determine whether the software lives up to its promises.


Recruiters looking to simplify their lives and who already use G Suite for work may be inclined to take the plunge, even at this early stage. Others may hesitate, waiting for more reviews to become available.


If you are interested in finding a solution that makes hiring easier, the team at The Armada Group has the services you need to succeed. Contact us to see how our unique, customized offerings can help you find top talent more efficiently than ever before.