It's been said so often that it's become a cliché: Every business is a software business.
That means that when you're hiring tech talent, you aren't competing for employees just against other companies in your industry. You're competing against every company in America. Coming out on top in that competition means getting smart about your approach to hiring. Here are 11 tips to help you hire faster and hire better.
Know why you're hiring.
Have a rock-solid, detailed job description, and be clear about which skills the new employee needs to have and the skills you want them to have. And while tech hiring is often about checking off acronyms and buzzwords, know what results you want the new hire to be able to deliver, not just which languages they need to be able to code in.
Help candidates be prepared for the interview.
Tests like asking candidates to open a nailed-shut window are almost totally inappropriate for hiring technical employees, but candidates will be stressed even without a stress test. Help reduce their stress so they can present themselves comfortably by making sure they know what to expect before they arrive.
Read the resume before the interview.
You can tell when a candidate doesn't research the company before the interview and it doesn't leave a good impression. Similarly, it doesn't make a good impression with the candidate if you're clearly scanning their resume for the first time while they're sitting across from you. Remember, they're evaluating you while you're evaluating them. So read their resume and check out their Linked In or Facebook profiles before you meet the candidate.
Treat it as a conversation, not an interrogation.
Yes, you need to know about the candidate's abilities and interests, but that doesn't mean you should bombard them with one question after another. Make sure the candidate has a chance to respond and ask their own questions.
Be prepared to be spontaneous.
If you've understood the requirements of the job and reviewed the candidate's resume, you should have a list of questions prepared. Make sure you ask all the necessary questions, but don't be afraid to go off script. Follow up on things the candidate says that intrigue you.
Allow the candidate room to talk.
Give candidates time to respond in detail to your questions. The interview process is about their answers, after all, so unless there's a real time crunch and some questions are mandatory, give them room to provide full explanations.
When you're interviewing multiple candidates, especially on a single day, it's easy to start tuning out in the middle of the interview and thinking about the other things you need to accomplish. Avoid these distracting thoughts by planning your day around the interview rather than squeezing it into a jam-packed schedule.
Interviews shouldn't be Pass/Fail.
You're trying to hire the best candidate for the job, not just an adequate candidate for the job. Don't simply consider whether the candidate is acceptable; evaluate them in depth to be able to compare multiple candidates and find the best fit.
Let the candidate know what happens next.
Remember, you probably aren't the only company the candidate is interviewing with. Let the candidate know how long it will take to hear from you. That way, they'll know whether they should wait, get back in touch with you, or jump on another offer they've received.
Give every candidate a final Yes or No.
The candidate took time out of their day to come meet you. They deserve the courtesy of a final answer, whether to make an offer or decline to hire them.
Work with a top-tier recruiting firm.
You'll minimize the pain of the hiring process and make it far more efficient if you work with an experienced recruiting firm that can identify potential candidates and meaningfully prescreen them. The Armada Group has more than 20 years experience placing top talent in the technology industry. Contact us to learn how our skilled recruiters can help you hire faster and better.
Are you using an old-fashioned hiring strategy while trying to woo candidates to work on cutting edge tech projects? If you think throwing money at potential employees is how to lure them in, think again. Today's IT workers aren't driven by money — or at least not by money alone. Take a look at what one survey found about software developers — and rethink what your hiring strategy needs to offer job seekers to get them to accept your offers.
Interesting projects are more important than money.
This means you need to sell candidates on the actual project they'll be working on. And while some jobs are clearly less exciting than others, especially maintenance and support, you can highlight what candidates will learn in those positions and how they'll have the chance to grow and move into other opportunities at your business.
Employees want to work from home.
The ability to work from home ranked third, right after money, in the things job seekers are looking for. So make sure your firm has robust support for work-from-home; if you have doubts about the practice, there are tools you can use to monitor productivity. Also recognize that working from home doesn't mean always working. So make sure your company can balance demands on employees and allow them to have a life.
Working for you should have its perks.
Employees expect their company to offer perks, such as free or discounted access to the company's product. Employees also enjoy perks like covered gym memberships. And some perks employees want are good for your business as well as the employee: software developers want perks like the chance to attend training classes and technical conferences.
Big names mean big appeal.
The employer "brand" can have significant appeal to potential employees. If you're trying to hire top-quality software engineers, you may want to spend time boosting your company's reputation first. This means you may need to improve your current employees' morale to get them talking positively about working for you.
You may need to accept less-qualified employees.
It's long been a joke in the industry that job ads ask for 3+ years of experience in technologies that have only existed for 1-2 years. But even in more established areas, such as mobile application development, you may not be able to find the level of expertise you'd like. You may need to consider hiring more junior employees and creating your own training plan to develop their capabilities.
Working with a recruiting firm can shortcut your hiring process.
Recruiters have large databases of candidates, plus the ability to prescreen resumes and match candidates to appropriate jobs. Through marketing your open positions and searching for passive job seekers, recruiters can bring you better candidates than you would find on your own. The Armada Group has more than 20 years of experience helping companies find employees. Contact us to learn how our services can change and improve your hiring strategy.
IT pros spend a lot of time dealing with computers. So it's no surprise that sometimes they interact better with machines than they do with people. This can be a problem when it comes to getting hired, because an interview isn't a coding challenge. You need to figure out the human factors to ace the test. Here's how:
Don't be arrogant.
Are you a master of arcane technical knowledge? That's great, and it's definitely important to bring that knowledge to the interview. But it's also important that you don't come across as arrogant, or impatient if an interviewer asks you more basic questions.
Along the same lines, if the interviewer describes their project to you, don't insult the work that their team has done. You can offer an honest opinion as to where you would have used the technology differently, but don't offer a harsh critique without some positive comments as well.
Find out as much as you can about the company, the project, and the team that you're interviewing for. With this information, you can tailor your responses to match what the team needs. That doesn't mean lying about your experience or your interests, but simply choosing to emphasize different aspects of your background and experience. It also lets you brush up on the technology you're likely to be asked about.
Don't talk on and on.
Many technical staff are introverted, so talking too much isn't normally their problem. But in a situation where you're nervous, like an interview, it's common to talk more than you should. Rein in your nerves, give the interviewer a chance to finish their question, and tailor your response to the specific question.
Help the interviewer see how you fit in.
The best way to win a job offer is to seem like you belong there. This isn't just about dressing appropriately; it's about showing how you can help the team. If the interviewer mentions challenges or difficulties the project team is facing, talk about similar challenges you've faced and how your experience can help the team overcome their current issue. Sharing your knowledge and solving a problem for the group even before you're hired is a great way to demonstrate your value to the employer!
The Armada Group has more than 20 years of experience matching candidates to opportunities. Our recruiters will help prepare you for your interviews with all the information you need to shine. Take a look at our hot jobs database to search for an opportunity to boost your career.
Working with a recruiter can be a great way to streamline your hiring process. By offloading the preliminary screening to a recruiter, you remain focused on your business while the recruiter filters out the unqualified applicants. You and your team only need to take time away from your daily tasks when the recruiter finds a candidate who is a solid prospect for the job.
That's the ideal outcome. If you don't work effectively with your recruiter, though, you can end up seeing many potential hires who just aren't appropriate for the position. To make sure that doesn't happen, do the following:
Choose a recruiter with expertise in technology.
Tech jobs aren't like other jobs, and technical employees aren't like other employees. Choose a recruiter who understands technology, can use appropriate technical terminology, and understands what technical candidates want from their career.
Give the recruiter time.
There are times you contact the recruiter to meet an immediate need, like when a critical employee gives notice, but if you can start working with the recruiter before the need is urgent, you'll get better results. Contact a recruiter as soon as you know you'll have headcount opening up, even if it's not immediate.
Give the recruiter an accurate, detailed job description.
Don't just hand the recruiter a list of keywords and acronyms. Tell them about the level of expertise needed in each skill, and be clear about which skills are mandatory and which are optional. Also, let the recruiter know about the non-technical skills that are necessary for the job. Ask the recruiter to have candidates complete an online skills assessment, or have them ask the candidates a fixed set of simple technical questions (which you provide answers to) in order to guarantee a baseline of competence.
Give the recruiter feedback after candidate interviews.
If the candidates the recruiter sends over don't fit the job, don't simply tell the recruiter "No." Give detailed feedback about the skills and/or personality traits that made the candidate the wrong candidate. With that guidance, the recruiter can tailor their prescreening questions more effectively and increase the chances that the next candidate will be the right candidate.
The Armada Group has spent more than 20 years connecting employers with top-tier technology workers who help companies innovate and succeed. Contact us to find talent with the skills you need to complete your projects and help your business grow.
You work at your job, but do you work at your career? Whether you're happy in your current position and can't imagine wanting to leave, or are so busy with projects inside and outside the office that you don't have time to think about it, it's dangerous to assume the job you have is safe and permanent.
Stable companies can be upended by unexpected changes in the market, leading to layoffs, and changes in technology can mean that the technical skill set that got you hired is no longer needed. In order to be prepared to cope with challenges like these, make time every year to review your career, your goals, and the actions you need to take to keep your job or find a new one.
Review Your Career Goals Regularly.
The goals you had when you took your current job may not be appropriate for you anymore. Make sure you're still excited by the opportunities that will be available to you in the future if you keep doing what you're doing. If you aren't, identify where you want to go next on your career journey and what you need to do to get there.
Build Your Network.
If something happens and your current position was to go away, the best way to find a new opportunity is through talking with your contacts. Take advantage of LinkedIn and in-person networking opportunities to stay in touch and update your former colleagues with what's happening in your professional career and to make new professional connections.
Learn a New Skill.
Know what industry changes are happening and take a class or work on a personal project using one of the new technologies that's becoming popular. You should also work on developing your interpersonal skills, because those will help you impress on interviews as well as succeed at the office.
Keep an Eye on the Job Market.
Even if you don't expect to transition to a new job this year, become aware of what technologies and roles are in demand. You should also track the salaries being offered for the job you currently have; it's common for long-term employees to lag behind market rates as raises don't keep pace.
Be Aware of What's Happening in Your Company.
The better you're plugged in at your workplace, the less surprised you'll be by anything that happens. Maintain a good relationship with your boss, and take advantage of one-on-one and skip-level meetings to gain insight into corporate plans.
Talking with recruiters is also a great way to become informed of what's happening in the job market. A recruiter can let you know what openings exist and what changes they see happening. At the Armada Group, our hot jobs database lets you see what skills companies are hiring. Check out what's in demand, and if you decide you're ready for a change after all, contact us to start getting connected to opportunity.
If there was something easy you could do to make yourself stand out from other job seekers, you would do it, right? Well, there is something you can do that your competition doesn't: include a cover letter when you submit your resume through an online job application. Rather than skipping over that optional field, take advantage of it to sell yourself and highlight your skills in ways that just uploading your resume fails to do.
You'll stand out.
For starters, most people who upload their resume won't include a cover letter, so you'll stand out. Taking the time to write a cover letter emphasizes you have real interest in this position.
You can explain how you fit.
While it's true a lot of resumes are scanned and matched for keywords, your cover letter can help explain how you match the job opportunity even if it isn't obvious from your work history.
You demonstrate writing skills.
One place resumes fall down is in demonstrating communication skills. Incomplete sentences are the norm and sections tend to be a single paragraph per heading. Writing a cover letter lets you demonstrate you can write effectively, which is still a necessary skill on technical jobs.
You make reviewing your resume personal.
Cover letters tell the person reviewing your documents something personal about your goals. You're no longer an anonymous stranger, and they'll connect better with the details included on your resume.
You can be creative.
Resumes are formulaic, and by the time they get in front of a reviewer, they may be stripped down to fit inside the company's candidates database format. Your cover letter provides an opportunity to present your information structured differently and make it more enjoyable for the reviewer.
Whether you're ready to find a new job or need to hire the best, The Armada Group's recruiters work to match the right job to the right candidate. Rather than sending cookie-cutter resumes, we work to personalize the job-hunting process and help candidates stand out in the search. Contact us to learn how our services can help make the job hunt and hiring processes faster and easier for you.
It's no secret that social media can be an enormous time waster. Facebook connects you with family, friends, acquaintances, and people whose names you barely recognize. You're bombarded with updates on everything that's going on in their lives. A lot of it has no importance to you, but you still find yourself accepting every invitation, reading every update, glancing at every photo, and clicking every shared link.
LinkedIn is a different sort of social network, with much more emphasis on meaningful business connections. In many cases, joining groups, reading company pages, following posts, and connecting with individuals can provide insights that help you succeed in your career. Even so, making the most effective use of LinkedIn requires some thought, or you can waste time as easily as on other social sites. It's less about the size of your network, and more about the quality of your network.
Connect with others in your industry.
Particularly for job seekers, connecting with others in the industry is a great way to keep up with what's happening in the industry. Not only can connections share technical information, they can connect you to job openings at their company. Plus, their own job moves can clue you into openings that aren't public, or to new projects and other changes in the industry that can lead to opportunities for you.
Connect with people in your community.
Although technology makes your geographic location less important than it used to be, you're more likely to look for work in your own neighborhood, rather than look into relocating. Your local connections can make you aware of technology opportunities in other industries that you wouldn't have thought to explore. You can also find opportunities to attend local training events and seminars, plus local in-person networking events. Face-to-face contact is still the best way to make a genuine connection.
Connect with your past contacts.
Connecting online is an easy way to keep in touch with people you interacted with professionally in the past – connect with your former professors, former co-workers, and former managers. All those people know about you, your interests, and your abilities, and maintaining a connection means they may think of you when an opportunity arises.
One other connection you should maintain? Connect with IT recruiters who understand your background and what you hope to achieve in your career. At The Armada Group, our experienced recruiters get to know candidates, so we can match you with the perfect opportunity. Connect with us on LinkedIn or contact us to get started.
When you do the same thing over and over again, you develop expertise. Being an expert is valuable in your career, but sometimes doing the same thing over and over again gets boring. Changing technical specialties gives you the chance to develop new skills and new challenges, and it doesn't have to mean taking an entry-level position and salary. Use these five tips to transition to a new IT specialty, and find new excitement at work.
Choose the right new specialty.
Before making a change, make sure the position you're moving into offers the kinds of challenges you enjoy. If you've been working in technical support, but hate dealing with users, you'll probably find working as a business analyst equally frustrating. But you might enjoy working as a QA tester, which often has little need for interacting with end users and can leverage your familiarity with the kinds of problems that occur in systems.
Discuss making a change with your manager.
While your current employer may view you in a specific way and have trouble seeing you in another capability, if you have a good relationship with your manager, talking with them can help make a transition feasible. Your manager can let you know what skills you'll need to make the move, inform you about current openings, and talk you up to the hiring manager for the new position.
You'll need to develop the skills needed for the new specialty before applying for a transfer or job with another firm. Take advantage of any training your company offers; companies often have libraries of online courses available to any employee. You can also take courses outside of work. Completing a sequence of courses and earning a recognized certificate will attest to both your skills and commitment to do the work in the new specialty.
Leverage your current experience.
When you prepare your resume and answer interview questions, relate your past and current project experience to the demands of the new role. For example, if you worked as a QA tester, you've developed insights into the kinds of bugs coders create that can help you write less buggy code if you switch to a programming role.
Consider working for a smaller company.
In smaller businesses, employees need to wear many hats. You won't be locked into a single specific job function, giving you the chance to experience many roles. Not only will you develop multiple skill sets, you'll get insights that help make sure the next specialty you commit to is one you'll enjoy for the rest of your career.
Ready to make a change? At The Armada Group, our recruiting specialists see you as a whole person, not just the skills you've used in your previous jobs. We'll work with you to understand what you want to achieve in your career and match you to job opportunities that allow you to grow. Contact us to seamlessly switch to your new IT specialty.
Companies that have a diverse workforce have a competitive advantage. The different perspectives and insights that employees bring from their various backgrounds help companies shape products that appeal to the widest possible audience.
Recruiting that diverse workforce takes a concerted effort. Certainly, pictures on your website send a message about who works for you, but that isn't enough to attract diverse workers. You need to actively reach out and take steps to appeal to the diverse population.
Make a Visible Commitment to Diversity
As with most things, the commitment to success begins at the top. The best way to demonstrate that you're committed to recruiting and retaining a diverse workforce is to have diversity in the most publicly visible layer of employees—senior, board-level management. The new generation of employees, Millennials, takes diversity seriously and is likely to dismiss you as a potential employer if they don't see a truly diverse workforce.
Define Diversity Broadly
Define what diversity means for your business and make sure it's a broad definition: race, religion, age, social background, and other factors all give people different perspectives that are valuable when shared in in the workplace.
Develop a Recruitment Plan
Don't wait for diverse workers to reach out to you. Actively reach out and recruit through organizations that serve people of different backgrounds. Student groups and ethnic professional associations are great places to find talented potential employees. Churches and cultural institutions can also connect you with a diverse population.
Support Diverse Employees at Work
Once you've hired a diverse workforce, make sure the environment encourages them to remain at your business. Provide mentors and other programs to help these employees succeed. Having diverse upper management helps remind these workers that success at this company is possible. Make diversity training mandatory and take visible action if discriminatory behavior occurs.
Diverse workplaces are successful workplaces. The Armada Group's talent database can connect you with skilled employees from many different backgrounds. Contact us to work with a recruiter who will understand your business needs and match you with the talent that will help your business grow.
Java is still one of the most widely used programming languages, which means there are lots of opportunities but also lots of competition. Position yourself to stand out from your peers with these tips.
Core Java is a foundation, but not enough to get you hired.
Enhance your database skills.
Every application needs to get its data from somewhere, and most need to store results, as well. SQL databases are still standard, but NoSQL is becoming more important.
Be fully agile.
Almost all companies use some variant of the agile development methodology to manage their projects. Be prepared to explain how agile works and how it's affected your approach to building your applications. Demonstrate the interpersonal skills needed to participate in agile scrums and planning sessions.
Boost your communication skills.
Defining requirements is still the top challenge facing most software projects. Even if your team has business analysts who write the specifications, the better you can communicate with your business users, the better the applications you'll create.
Earning relevant certifications like the Oracle Certified Expert Java EE Web Component Developer not only shows you know your stuff, it shows you are committed to developing your skills to the top of the profession.
Identify the career path you want to follow.
You'll help employers see how you'll fit into their organization long-term if you are clear on the career you want to have. Whether you plan to remain technical or want to move into management, be able to speak to this and show how you're developing the skills that will keep you valuable – even after the project with the opening is complete.
Do you have top Java skills? The Armada Group can connect you with top Java job opportunities. Take a look at the opportunities to see where your skills can take you, and then contact us to show off your talent.