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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.

 

 

Tech Resume

 

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.

 

 

 Certifications

 

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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

  1. 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.