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Many companies speak about Millennials as if they are fundamentally different than other employees, as though their needs and desires from their employer don’t resemble anything familiar. But members of the largest generation in the workforce actually want exactly what older generations do, they just aren’t as willing to tolerate slights when they occur.


So, if you want to retain more Millennials at your business, here’s what you need to do.

Subjectivity and Work Processes

Few employees quit their companies; they quit their bosses. But the root cause isn’t always the manager. Subjectivity in work processes leads to disconnects, and these disconnects are the source of the problem.


So, what is subjectivity in work processes? It’s when the provided instructions or institutional policies are open to interpretation. How tasks are accomplished, what steps are required, and which outcomes are considered proper aren’t clearly defined. And, if an employee and a manager interpret these processes differently, then it opens the door for conflict.


For example, the concept of being a team player is ambiguous. But, if a boss doesn’t consider an employee to be a team player, even if the employee thinks they are operating fine as part of the team, it creates a point of contention that is challenging to address. If your Millennial workforce isn’t able to understand why their manager sees an issue with their performance, they may choose to leave simply because the problem can’t be well articulated, making resolutions difficult to identify.


The issue of subjectivity can apply to any process that isn’t well defined, including those surrounding promotions, pay raises and accessing various internal opportunities. And, the resulting conflicts, will cost you in the Millennial retention game.

How to Remove the Source of Conflict

If your goal is to keep more Millennials on staff, then it is important to eliminate subjectivity wherever it resides. Examine key processes to identify missing steps or poorly defined requirements, working to replace them with more concrete instruction that isn’t as open to interpretation.


At times, this can be as simple as reassessing your language choices within processes. Take the time to make sure all procedures and policies are precise and relate it to observable action.


If conflicts do arise, consider it an opportunity to examine the source of the issue and not necessarily how the situation has played out. Examine any applicable procedures involved in the conflict and see if the resulting issue is based on a lack of clarity instead of intentionally defiance. It’s highly possible your Millennial worker followed the procedure based on their interpretation, and that just didn’t match up with the manager’s understanding of the policy in question.


While it can take time to review every procedure for ambiguity, it is a critical step for improving your retention efforts. If you are looking for more tips about retaining Millennials or are searching for new employees to join your teams, let the professionals at The Armada Group put their experience to work for you. Contact us to discuss your current hiring and retention plan, and see how our services can help you reach your goals.


Social Media


The use of social media as a recruitment tool is fairly common. Many recruitment professionals use these systems to locate and screen candidates, reach out to those with potential, and build long-term relationships with skilled tech professionals. Additionally, companies use these outlets to post information about job openings and highlight everything they have to offer new employees.


But how do you use social media properly to find the technology pros you need with greater ease? By making sure you cover the following basics.

Provide Value

Many companies jump onto social media and just expect people to follow them, even without a good reason to do so. If you want to attract potential candidates to your social media sites, you need to provide something of value. Often, simply adding posts with useful information is enough to attract some interest, so just make sure you have more than ads for your products and services posted regularly on all your accounts.

Understand Hashtags

Your ideal candidates likely have certain priorities and points of interest. One way to get their attention is to create posts designed to draw them in and associating the information with hashtags relating to those areas. In most cases, upcoming tradeshows, news events and industry developments are quickly connected to a particular hashtag. By discovering what they are and writing posts that allow the use of the hashtag to feel organic, you can make a connection with potential job seekers who share that interest.

Involve Employees

Your current employees can be your biggest cheerleaders, and they aren’t only focused on the bottom line. By encouraging employees to share company information – including job vacancies – with their networks, you can reach a new audience with greater ease. Make sure they are focused on posts with substance by not considering them a source of additional advertising. Like your own posts, providing information with substance will attract more positive attention than having everyone push the same carefully crafted slogan.

Actively Connect

The purpose of social media is to be social, and this involves having actual conversations with other members of the community. Make sure to add personal touches to your content to show that there is an actual person behind the account and not a faceless automaton. And, if a person reaches out to your company, acknowledge them quickly and engage them directly.


However, it is also important to manage any messages being sent carefully. Take the time to review any posts before they go live, even if you are responding with a direct message. The comments you write today will live on for a long time, so a poorly chosen word or phrase can create a bad impression for those who see it directly, as well as anyone within their network with whom they choose to share. And that can hurt your recruiting efforts in both the short and long term.


If you are currently looking for new candidates for open positions or are looking for a social media expert to help you connect with job seekers online, The Armada Group can help you locate the right people for your needs. Contact us to see how our services can help you achieve your larger hiring goals.


Full Stack


Becoming a full stack developer is no small feat. It involves learning a wide variety of skills and taking the time to master them. While many professionals think pursuing traditional methods for skill development is ideal, you can actually make a surprising amount of headway if you put down the reading material and learn by doing instead.


Why is the “learn by doing” approach ideal for many tech pros? Here are just a few reasons.

Beyond Information

When you choose to explore new skills through mechanisms like books, blogs, and classroom-style learning, you have the chance to gain a lot of new information. While what you learn can be valuable, it isn’t necessarily a practical understanding of the skill.


Working as a developer means you spend the majority of your time creating and not reciting facts. If you want to go beyond just knowing the information, you need to put it to use in a real way. Spending some time to sit down and actually use your developing skills allows you to explore them in real-world scenarios. You can see the results of your work and have the chance to learn from your mistakes.


Yes, the process can be difficult and frustrating, but the lessons you learn during hands-on experimentation often lead to bigger leaps forward than simply reading about them in a book.

Show What You Can Do

If your ultimate goal is to achieve employment as a full stack developer, employers need to know what you can actually do, not just what you seem to know. Companies need to see that you can take their problems and craft strong solutions, which is something book-based learning can’t demonstrate.


By taking a “learn by doing” approach, you can create a list of projects that actually show hiring managers your capabilities. And when it comes to choosing a candidate for a position, this will always yield better results. Even the simplest use of these skills means more to an organization than explaining how you have educated yourself through reading.

Support Future Learning

Learning by doing helps develop skills that make learning the next skill easier. If you teach yourself a programming language, the next one is often easier to acquire. Not only does a hands-on approach help you develop a system for pursuing new knowledge, but it shows you can manage the trials and tribulations that come with exploring new skills.


You also have the option of building upon your existing foundation by using skills with which you are comfortable to explore those that are less familiar. This allows you to focus on new subjects as a method for augmenting your current abilities instead of starting from scratch.


If you are interested in finding a new position as a full stack developer or want to find a job that gives you a chance to learn new skills on-the-job, The Armada Group can help you explore your options. Contact us and see what opportunities may be available in your area.




Being able to find top talent remains one of the biggest concerns amongst IT managers in almost every industry. It is closely followed by worries about retaining the employees that are currently on staff. This makes it even more imperative for businesses to have a strong culture that helps attract the candidates they need as well as keep those already working for the company in place.


In most cases, competitive compensation can only take you so far. While the associated salary and benefits are a big part of hiring any employee, the company’s culture also plays a role. But what creates a culture that is too good to pass up, and what will have candidates pass you by? To help you understand what it takes to create an environment that woos the best and brightest, here are some tips for cultivating the right culture in your business.

New Opportunities

One of the most enticing offerings for talented candidates is the available to explore something new on the job. This can include the ability to train into different areas or experiment with new technology. Individuals who are especially adept at their job often crave new challenges. This keeps the environment exciting and gives them the chance to test their skills.


On the other side, having an environment that begins to feel tedious or dull, and that doesn’t support exploration and professional growth, is sure to be a turn-off when it comes to the best candidates on the market. Essentially, boredom is one of the biggest enemies, and it must be fought at all cost if you want great applicants to come knocking at your door.

Positive Morale

Another important part of the company’s culture is morale. Happy employees will sing the praises of your business, and that makes top candidates interested in becoming a part of the workplace. Ultimately, everyone wants to enjoy their time on the job. So, if the culture doesn’t help keep employees engaged and content, you aren’t going to have access to the top talent you are hoping to find.


While some of employee morale is based solely on time spent working, giving workers a chance to cut loose and have fun can also improve the culture. Whether it is through employee appreciation events, team building retreats or a simple thank you lunch, creating an atmosphere that encourages bonding and socialization (at the right times) can work wonders for your company’s reputation as an employer of choice.

Hiring with Care

Once you establish your culture, it is important to hire new employees that fit. Choosing applicants who have similar values and general attitudes ensure your culture will thrive, making it easier to attract more top talent whenever the need arises. If you are looking to hire new IT professionals, The Armada Group can help you find the right candidates for your vacant positions. Contact us to discuss how we can help you create the kind of culture that will keep top talent coming in for years to come.


 Talent Gap

The current technology landscape is filled with trials. Unemployment among IT professionals remains low, making it more difficult to find candidates for almost any position. Couple that with growing skill gaps when it comes to various growth areas within the field, and your business is likely struggling to get the employees it needs to move forward with some of your most promising projects.


If you intend to seek out tech workers this year, here is an overview of some of the biggest talent gaps, and most challenging specialties to hire, based on the job market today.



The use of mobile technology is a staple in many workplaces. Add to that the fact that new developments in the area continue to rise, and it’s no wonder may companies are finding it hard to get the right people to fill their vacancies. This is especially true for businesses that choose to use more than one platform, such as Android and iOS, as not every IT professional with skills in mobile application development have working experience in both.



IT security professionals will continue to be in high demand, especially as a wider variety businesses rely more heavily on technical products and services as part of their daily operations. Even companies that serve industries other than tech are highly dependent on their software applications, IT infrastructure, and other services to keep things moving forward, and having employees that can secure the organization’s data are a necessity in every one of these landscapes.



In many cases, IT professionals are hyper-focused on their technical area of expertise. However, a certain portion of these employees also possess a wider understanding of business operations and priorities. Being able to understand the intricacies of the IT portions of the business within a broader view can make a significant difference in how a business plans for the future. Employees that have the right balance of technical expertise and business acumen are a coveted commodity as it helps develop stronger long-term strategies to meet the needs of the company over the long-term.



The introduction of cloud-based solutions had a great impact on how many companies do business, and it requires a specific set of skills to support these operations. Being able to support cloud applications and work with various data and storage solutions requires knowledge outside of what is necessary to support in-house operations. Having an IT professional that is familiar with both is often considered ideal as it allows a business to choose a hybrid solution without requiring separate staff for each.


Willingness to Learn

While this isn’t as easy to identify as hard skills, finding employees that are willing to learn and grow as technology changes are almost as important as locating candidates with the right skills today. Not every IT professional is open to expanding beyond a specific specialty, so finding a well-rounded individual that can adapt to the changing needs of a business is always a good find.


If you are looking to higher individuals with the skills mentioned above, The Armada Group has the industry-specific experience to help you along the way. Contact us to speak with a recruitment specialist about your needs today.



social media

Recruiting skilled talent is rarely easy, and it can be especially challenging when searching for tech professionals. Aside from the demands that innately come with the job, IT recruiters must stay apprised of technology changes, hardware development, in-demand programming languages, and much more. Additionally, low unemployment levels among IT workers often necessitates finding candidates who aren’t actively on the market, many of whom aren’t concerned about being found.


Now, you also have to add social media recruiting to the mix. And that can feel like quite a task for those recruiters who have yet to use these resources for the purpose of recruiting.


However, adding social recruiting to your regular repertoire doesn’t have to be complicated. In fact, taking your first steps into the arena can be fairly intuitive, as long as you have the drive to get it done based on the potential it holds.

Tech Pros Embrace Social Media

The primary reason IT recruiters need to embrace social media is the fact that the target market already has. Tech professionals are often active on some form of social media. In some cases, large-scale sources like Facebook, Twitter and LinkedIn can provide access to a wide range of subject matter experts working in technology fields, and most people are at least somewhat familiar with how to engage others on these platforms.


Additionally, there are a variety of resources like GitHub and Stack Overflow, that tend to cater to those interested in tech. These can provide access to dedicated professionals who may shun traditional social media in favor of industry-specific interactions.

Becoming a Resource

The ultimate purpose of exploring social media as a recruiter is the potential to be seen as a resource. By participating regularly and in a meaningful way, they can position themselves as a resource in the community, and not just a person looking to make a placement. For recruiters who specialize in IT, building a strong reputation in the community can provide a natural point in which to engage with professionals working in the industry.


And once you are seen as a resource, you are more likely to be exposed to new resources. For example, many social media participants openly share information with others with whom they have built a relationship. This can give you new sources of cutting-edge developments and industry information. You may find yourself better prepared to anticipate the needs of client companies as upcoming trends may enter your radar more quickly.

Professional Connections

In some cases, recruiters may even find an opportunity to locate a candidate for placement directly from these sources, but it is also possible to locate available professionals through association. If your need for a specific tech specialist is known, you may find those with whom you have connected to be a valuable source of referrals.


Maintaining more connections gives you access to more potential candidates by extension, and sometimes casting a wide net is the ideal solution when searching for a difficult-to-locate skill set.


That is the same principle that can make working with professional staffing firms like The Armada Group so effective. Contact The Armada Group today and let our recruitment network work for you.