Even with social media playing a larger part in the daily lives of the masses, many IT hiring managers aren’t entirely comfortable with social recruiting. Often, fears that the process is complicated or that your efforts won’t yield the desired results serve as a basis for the anxiety, but failing to capitalize on what social media has to offer can be detrimental to your hiring goals.
If you want to put your social recruiting anxiety to rest, here are some tips to get you started.
The concept behind social recruiting can be overwhelming, especially when you look at all of the available platforms and numerous lists on best practices. However, it is perfectly appropriate to start small, focusing on a single platform and dipping your toe in the water.
Also, don’t let fears about the right and wrong ways to approach social recruiting hold you back. Generally, the process of nailing these efforts involves a significant amount of trial and error. So, concentrate on being professional and courteous first, then adjust your approach based on your results.
Social media isn’t a traditional advertising platform, so simply blasting information about your vacancies isn’t going to do the job. If your posts are devoid of authenticity, they’ll likely be viewed as spam by those who see them.
Adding a personal touch makes you and your company seem more approachable, making it easier to start meaningful conversations with potential candidates. Plus, if you also post information that provides additional value, such as useful articles, you’ll give people a reason to pay attention to what you have to say.
Vary Your Posts
As mentioned above, bombarding your followers with job announcements isn’t going to lead them to see you in a favorable light. Instead, you need to add a variety of posts to get the best results. For example, follow a post about a helpful article with one talking about a vacancy. You can also mix in questions you’d like to ask the crowd (as they can respond through the comments section), as well as the occasional personal post.
Variety is the spice of life, and it makes your posts more interesting when viewed as a whole.
Target Your Message
When you are trying to find a particular kind of candidate, it helps to focus your content on information they would find valuable. This enables you to craft a dedicated audience and keep your primary message on track.
Along the way, make sure you are clear about who you are in relation to the company. People don’t like being deceived, so being upfront about your position as a hiring manager is often a wise move.
If you would like to learn more about social recruiting or are looking for a skilled professional to join your team, the recruitment specialists at The Armada Group can help. Contact us today to see how our services can work for you.
Being a successful IT project manager often means you have a broad skill set, and narrowing down what needs to be on your resume isn’t always easy. While it may be tempting to list everything you have to offer, this can leave your resume cluttered, and you may end up including superfluous details that the hiring manager doesn’t need to see at this stage. To help you get your resume just right, here are some of the topics you definitely want to cover on your IT project manager resume.
While conveying your communication skills on a resume may seem challenging, speaking to your capabilities is crucial. This gives the hiring manager confidence in your ability to oversee a diverse team and keep things coordinated effectively. To highlight your capabilities, make sure to reference the size of your previous teams as well as what duties you performed that specifically required strong communication skills, like leading daily team meetings or coordinating the efforts of remote workers.
A disorganized project manager isn’t likely to be successful, especially when handling large IT projects. With that in mind, showing that you possess strong organizational skills will help you stand out from the crowd.
To begin, make sure your resume itself is well constructed, balancing text with white space and making logical divisions in the content. A cluttered or poorly formatted resume might have the hiring manager doubting your organizational capabilities, so make sure to get it in order.
In the content of your resume, consider actually using the word “organized” when speaking about your prior successful ventures, such as organizing the workload. You can also include details of any project management software you’ve used previously that are known to help professionals stay organized.
Project managers often need to be masters of negotiating, so including information on your resume that speaks to this skill can help you get ahead. Usually, this can be achieved by discussing previous accomplishments that required you to negotiate prices, feature lists, or timetables with various stakeholder or suppliers. Again, use the word “negotiated” for the greatest impact.
In most cases, successful IT project managers have a variety of tech skills. Not only does this help you understand what is involved in the project, but it makes it easier to produce realistic timetables, budgets, and feature lists. While you don’t need to be a master of everything IT to impress the hiring manager, having experience in the key areas involved is highly beneficial and will increase the interviewer’s confidence in your capabilities.
So, when crafting your resume, list any applicable technical skills you possess to prove you have the knowledge base necessary to handle the project.
If you are a project manager looking for a new position, The Armada Group can connect you with some of today’s leading employers. Contact us to see how our services can help find the right job for you.
Whether you are an experienced web developer or relatively new to the field, at times, you are going to fail. Mistakes happen, but the results of those errors can be incredibly impactful. A misstep is often stressful, but panicking when one occurs can cloud your thinking, increasing your chances of making the situation worse. Instead of allowing that to happen, here’s how to recover when you make an error as a web developer.
Stop and Breathe
When your code suddenly starts throwing errors or takes down a substantial portion of the website, it’s easy to enter meltdown mode. But, before you let the crisis overwhelm you, it’s important to take a step back and breathe. This gives you a chance to re-center before you proceed, while allowing you an opportunity to realize that the mistake isn’t the end of the world.
Enter Decoding Mode
Now that you know a problem has occurred, you need to analyze the situation and identify the problem. Typically, this is the hardest part of many web developer’s jobs, as the source of the issue isn’t always obvious.
Whether you use debugging software or a more manual approach, it is important to take your time. If large segments of the code were written without being tested throughout the process, you could have a lot of information to comb through, so staying calm and proceeding methodically is crucial.
Additionally, you have to realize the error might not be in code you’ve written. Many web development projects combine the efforts of multiple developers, so the mistake could be located in someone else’s work. This means you have to review more than just your code to make sure you consider all the potential sources of the problem.
Talk to Your Co-workers
Some professionals are more prone to make certain kinds of errors than others, and communicating with each other can help you all identify patterns that may allow you to find the mistake faster. So, if you are trying to correct an issue, getting your teammates involved can speed up the process. Plus, it makes damage control efforts easier as more people are working toward the solution.
In some cases, having another set of eyes on the problem can also help, as you may overlook mistakes in your own code that others may spot with greater ease. Additionally, they may even be able to reassure you that the issue isn’t actually that bad, making it simpler to move forward.
Learn from the Mistake
Once you spot the bug, you are actually presented with a great learning opportunity. Determine what went wrong along the way and use that information to help you avoid similar errors in the future. With time, you’ll become a more capable web developer and will be able to identify mistakes more quickly, allowing you to up your skills and become more proficient.
If you are looking for a new web development position, the team at The Armada Group can connect you with leading employers. Contact us to speak with one of our skilled recruiters today.
In some cases, your manager isn’t the source of inspiration you would aspire to find. Instead, interactions with your boss can actually increase your stress levels, making it harder to get through your day. Whether it’s a callous temperament, a rigid workplace structure, or a perceived level of incompetence, there is often little you can do to change your manager. However, there are methods for coping with the situation, making it easier to get through your tasks. Here are five techniques you can try today.
Learn Their Patterns
Often, even the most insufferable boss adheres to behavioral patterns. They typically have particular triggers that result in the less-than-desirable interactions, and learning these can be incredibly beneficial.
By understanding what causes your manager to act a certain way, you can work to avoid these scenarios. And, if they can’t be avoided, you’ll at least understand the catalysts behind the activity, which can be a relief if you know for certain you specifically aren’t responsible.
Be at Your Best
One method for decreasing the stress your boss adds to your day is to avoid being a source of stress in their day. By handling your tasks professionally and efficiently, you aren’t increasing the number of factors that may elicit a poor response from your manager, helping to keep the peace.
Make Your Boss Look Good
Some managers move forward in their careers, not because of their capacity to lead, but because they have the ability to share (or take) credit for the work of others. While having your work claimed by someone else can be disheartening, allowing it to happen on occasion can make you appear like a highly valuable asset. And, once your manager realizes they don’t want to lose you, they may adjust their approach with you.
Don’t Take It Personally
Often, a boss who is adding stress to your day isn’t targeting you alone. It generally has little, if anything, to do with you personally, and is more of an expression of either their stress or foibles. Learning to separate their actions from yours can provide relief, especially if you tend to internalize unwarranted criticism or unnecessary pressure. So, keep perspective when dealing with a difficult boss, and you should experience a decrease in your negative feelings.
Don’t Be Afraid to Move On
At times, there is little you can do to improve your situation at work. When it becomes clear that things won’t change and the additional stress is harmful to you, then it could be time to find a new position. While it can take some effort to secure a new job, even getting the process started can provide relief. Then, once you have a definitive offer, you can move on to greener pastures.
If you’re interested in finding a new position, the recruitment specialists at The Armada Group can connect you with leading employers in the area. Contact us to see how our services make it easy to find a job, even when you’re still employed.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.