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.
Your resume serves as an introduction, giving hiring managers an overview of what you have to offer. Since this document serves as your first point of contact, and you can be discarded without any further interaction, having it make the best impression possible is the key to getting an interview. If you want to be the company’s number one choice, your resume needs to send the right message. Here are some tips on how you can boost your resume, so you can score that interview.
Get Your Contact Information Right
In many cases, a streamlined approach to you contact information is wise. Go ahead and skip full addresses in favor of just your city and state, and bypass labeling each piece of information unless it is absolutely necessary. For example, the vast majority of people know what a phone number looks like, so labeling it “phone” or “cell” is just unnecessary. The same can be said for email addresses as well.
Keyword Load Your Headline and Summary
You want your headline and summary to really draw the hiring manager in, so make sure any skills that were presented as must-haves in the job announcement are front and center, and listed using the same language as you found in the vacancy description.
But don’t stop with simply listing skills. Instead, keyword load your headline and use the summary speak about how you can provide value to the business. Explain how your prior experience and industry knowledge apply to the organization and position, and avoid repeating any skills you listed in the headline unless absolutely necessary.
Adjust Your Job Titles
Companies can use any title they want to describe a job, and not all of the options translate easily into something relatable to the hiring manager. So, if your current or previous employers used a unique naming convention, clarify it within a set of parentheses next to the non-traditional title. You can also use the same technique to describe a position that involved duties associated with more than one specialty.
Summarize Positions First, Bullet Accomplishments Second
Once you’ve straightened out the title, dedicate the next line to a headline based on the job, and the following few lines to briefly describe the position. Focus on the results achieved during your time with the company as well as key skills you used to achieve objectives, especially if they aren’t covered elsewhere in your resume.
After that, add a few bullet points that describe quantifiable accomplishment during your time in the position. This helps demonstrate your value to the business and shows you can produce measurable results.
By making these small changes, you can make a better first impression with hiring managers and increase your chances of being their top choice for the position. If you want to learn more about designing a winning resume or are interested in new employment opportunities, the professional recruiters at The Armada Group want to hear from you. Contact us today to see how our expertise can help you land your ideal job.
IT professionals with big data skills are in-demand and seeing high rates of compensation as unemployment among tech workers continue to remain low. While having experience in the field is helpful, certain certifications can give you an edge when it comes to impressing hiring managers. To help you select the right options, here are seven big data certifications that will boost your career.
Analytics: Optimizing Big Data
This undergraduate program is somewhat unique in that it’s suitable for professionals in a wide variety of field, including data analysts and similar IT workers. The Analytics: Optimizing Big Data certificate brings together an understanding of statistics and analysis with written and oral communications skills. Students learn about the tools associated with analyzing large sets of data and how to use various software packages to achieve optimal results.
Certified Analytics Professional
Offered by INFORMS, the Certified Analytics Professional (CAP) course is a general certification that covers the analytics process. Key points of instruction include framing problems, acquiring data, analytics methodology, modeling, and deployment. For those looking for a well-rounded certification, CAPs may be an excellent choice.
Cloudera Certified Associate (CCA) Data Analyst
Aimed at SQL developers, the CCA Data Analyst confirms a professional’s skills related to loading, transforming, and modeling Hadoop data for the defining of relationships and extraction of meaningful results based on raw outputs. Students are given set problems and must analyze the information and determine an ideal approach within a specified time limit. Cloudera does offer a companion course that covers all of the exam material for an additional fee.
EMC Proven Professional Data Scientist Associate (EMCDSA)
Serving as a demonstration of an individual’s ability to function within a data science team and participate in big data projects, the EMCDSA certification covers topics like the deployment of the data analytics lifecycle, reframing business challenges, the application of analytic techniques, tool usage, data visualization selection, and more.
IBM Certified Data Architect – Big Data
A certification designed for current data architects, the IBM Certified Data Architect – Big Data certificate allows professionals to demonstrate their ability to work with clients and solutions architects to turn customer business requirements into a solution focused on big data.
Data engineers can pursue a sister certification through the IBM Certified Data Engineer – Big Data program. This focuses on the individual’s ability to translate an architect’s big data solution into a finalized product.
SAS Certified Big Data Professional
Professionals interested in using their programming knowledge to gather and analyze big data in SAS can benefit from the SAS Certified Big Data Professional certificate. The program puts a focus on SAS programming skills and how they can be applied to analytics including when working with Hadoop.
Any of the certifications above have the potential to give job seekers significant advantages when seeking a new position focused on big data. If you would like to learn more or are interested in finding a big data job, the team at The Armada Group can help you explore your options. Contact us to speak with one of our recruitment specialists today.
Fear is designed to keep us safe; it helps keep us aware of physical and emotional dangers, allowing us to take action to stay safe. But too much fear can cause trouble, especially when the situation causing the feelings of anxiety aren’t as severe as we perceive them to be. And, when those feelings affect our jobs, it can actually halt career progress in its track.
To help you overcome fears that are holding your career back, here are two of the most common ones and what you can do to overcome them.
Fear of Rejection
People aren’t solitary creatures; we often crave the support of a group who accepts us. But finding a new job opens us up to fears of rejection, as we don’t know whether our new co-workers will accept us into the group once we start a new position. However, there are ways to make transitioning into a new team easier, increasing the chance you’ll be seen as an asset instead of an outsider.
Take the time to listen to those working around you. Many people start a position and want to share their ideas with their new co-workers. But, it is often better to hear their perspectives first and to learn why current processes are the way they are. By taking this approach, you are showing respect for the current standard, and you get a chance to really see what makes the place tick.
Fear of Failure
A fear of failure can stop us from trying anything new, including finding a new position that might be a better fit. Often, it leads us to procrastinate, or even give up on our goals, as it seems like a better option than having a less than favorable outcome.
In most cases, our fear of failure has us believing that the results could be catastrophic, even if that isn’t actually the likely result. To get beyond these concerns, examine the situation objectively and consider the likelihood that, even if it doesn’t go well, the worst case scenario is actually going to happen and if it is actually that bad.
Often, when it comes to a job search, the worst outcome is being passed over for a position. While this can be upsetting, it doesn’t generally do much harm. And, when compared to the benefits of scoring that new job, it can seem like a risk worth taking.
While trying to land a new job can be scary, our fears regarding the situation are often unfounded. Instead of focusing on the potential negatives, try and keep the benefits in mind. Finding the right job can be invigorating for your career and you personally. Before you decide to step away from your goals, see if what you could gain doesn’t make it seem worth it in your eyes.
If you would like help during your job search, the recruiters at The Armada Group can support you through the process. Contact us today and see if the right job for you is just around the corner.
Facebook released their new job posting feature, providing opportunities for businesses and candidates to connect more easily across the platform. It gives companies the chance to connect quickly with potential candidates who are already fans of the brand, while also extending beyond those limits. But whether you will get the kind of applicants you want depends on how effectively you use the tool.
Since the feature is currently free to use (and it may not stay that way), now is a great time to experience the process for yourself. If you want to increase your odds of success, here are some tips to get you started.
You Must Check Your Page Regularly
The job posting tool has one quirk that may change how your business needs to manage its Facebook page; all notifications are sent via the internal messaging system and not to an external inbox. This means you will have to check for messages often and be prepared to communicate with applicants via Facebook Messenger.
In many cases, this isn’t a process recruiters are used to, even if some recruitment is already managed through Facebook. Having every response to a job posting directed in this fashion means a potentially significant increase in the messages received, and more time spent sorting those for other communications.
Target the Right Demographics
Facebook allows users to include a large amount of information about their past experiences and education. The job posting feature allows companies to target based on the associated demographics, enabling you to reach the exact kind of candidates you need to find.
While some companies may be tempted to cast as wide a net as possible, it is important to realize how big the potential sea of candidates is on a site as vast as Facebook. Without the use of demographics, you might get a lot of attention from applicants who aren’t truly suited for the position, and that can be a lot of information to sort through to reach those who may actually fit the bill.
Keep Mobile and Media in Mind
The majority of Facebook viewing is done over smartphones, not computers. This means you need to consider how the job posting will look on a mobile device if you want to attract the most attention from job seekers. And don’t be afraid to add images, as media-rich posts typically get significantly more attention than those that don’t, regardless of the platform.
Think Entry-Level before Executive
While many executives have Facebook pages, it isn’t necessarily their platform of choice for employment-related communications, especially if they are well set up on LinkedIn. However, more entry-level workers might not have created a strong profile on LinkedIn but may be accessible through Facebook.
In this regard, the ability to reach a wider audience can be key when you need employees who might have less experience or education and may feel they don’t have enough to say to create a profile on LinkedIn. And, when unemployment is low, any advantage to reach those looking to start their careers can be beneficial.
If you are looking for more ways to reach job seekers, The Armada Group can help you connect with today’s top talent. Contact us to discuss your current vacancies and see how our services can help your job postings get seen by more candidates in your target market.
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.
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.
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.
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.
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.
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.