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Contacts happen on the go, so get your info moving

Employees have long provided connections to potential candidates for open positions—and with mobile referrals, that process can be easier than ever. Take advantage of your employees’ networks and knowledge by providing them with the tools to effectively connect their peers to your positions. You’ll reap the benefits with great new hires and even more loyal workers. With a solid mobile employee referral setup, everything will be in place to direct people to your door. Connect with a successful staffing firm to help you expand your network and utilize their connections.

Mobility is power

In a world where everyone has gone mobile, keeping your referral system tethered to the workplace means most likely missing out on a host of good leads from your employees when they are not on the clock. Along with pretty much everyone else, they are already mobile, with nonstop social media and perpetually closer access and connections through messaging, emailing, and texting. The social interactions already occurring among your employees and their friends are prime locations for you to find new talent, so capitalize on what they can offer.

Information is vital

By enabling employees to access a referral program from anywhere, you also receive the added benefit of keeping them more aware of your openings and needs. If someone is talking to a friend who happens to be looking for a specific type of position, your employee will have the capability to find job specs for a possible company match.

Additionally, a mobile employee referral system lets employees inform the recruitment team or manager right on the spot, bypassing the need to write down details at a weekend event to email or call days later when the office is open. After all, there’s no reason to delay and risk forgetting, misspelling, or losing what could turn out to be your best lead.

Connections are key

A lead doesn’t require nearly as much effort as an application; it’s simply a preliminary step. Sending a name and contact information, with perhaps a brief bio, is easy for both the potential candidate and the referrer. There will be plenty of time to collect a resume, references, and other details later. For the moment, focus on making the connections that help you satisfy those hard-to-fill positions. To effectively expand your company, it only makes sense to utilize the people you already have, as well as their networks. An experienced staffing firm has developed networks that they can use to find pre-screened talented candidates.

Power to the people

There are plenty of options for mobile job seeking, but fewer companies have jumped onto the bandwagon of mobilizing employee referrals. From a simple dedicated email to a more back-end complex arrangement of writeable forms and a downloadable app, putting your open positions in the hands of current workers is never a bad call. As ever more pieces of the world become mobilized, you can stay on the leading edge of getting leads, anytime and anywhere. The Armada Group has the resources to help you find the most talented IT professionals in California. Contact us today to help develop your job search strategy.

Tuesday, Jun 18 2013

SWOT Yourself - Job Search Advice

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Self-analysis can help define your career

First developed over fifty years ago, SWOT analysis is still a useful tool to chart a career path that capitalizes on what you have to offer and where you want to be. It stands for Strengths and Weaknesses, Opportunities and Threats—two dichotomies that can direct your future along a course that you’ll both enjoy and prosper at. Self-analysis isn’t easy, and requires owning up to your less than optimal traits and patterns. Still, it gives you a valuable look at your true potential at work.

From the inside

Strengths and weaknesses are internal factors, built into you by predisposition, education, interests, and other shaping forces. Your strengths, where they align with your passions, will determine your dreams, goals, and objectives, both in life and your career. Analyzing your strengths and weaknesses is a challenge, and requires uncomfortable honesty; ask yourself, what do I avoid doing? What are the areas where I’ve received less than positive feedback?

At the same time, ensure you acknowledge and celebrate your strengths: Which tasks do I enjoy doing? In what work environments do I thrive? Knowing both the positives and negatives about your internal talents will give you a clear base from which to examine the outside factors surrounding your career.

From the outside

Opportunities and threats are factors that affect your career externally. You have minimal control over them, if any, but you can use opportunities to your advantage, and minimize the risk of threats. This section of your SWOT analysis is less personal, but equally important: it’s where you integrate reality into your self-investigation.

Not all advantageous openings or unexpected concerns can be predicted, but a thorough look at where your career might go and what events or people might hinder it can help prepare you for your best future. Ask yourself what could potentially be coming your way, and whether it’s something you want to pursue or avoid. Having that direction will allow you to more effectively utilize your strengths and weaknesses.

From others

Feedback from one or more individuals outside your job, preferably who’ve known you for years, can really tighten your SWOT analysis. They can point out areas you excel or typically avoid, and bring an outside perspective on your workplace and desired career path. By connecting with someone who isn’t invested in your career, you can trust that they will ask hard questions and bring a more unbiased opinion to the table.

A person who knows you as an individual, not just an employee, will have a broader spectrum from which to draw their queries and conclusions. At the same time, it’s important for you to convey how critical honesty is—this person should be tactful, but not try to spare your feelings too much when it comes to weaknesses and concerns.

On the right path

Conducting a self-analysis will help you chart a vision for your future or at a minimum, have more information at your disposal when a new position opens up, you receive a negative review, or you find yourself contemplating a career move. SWOT is an excellent place to start to get a handle on whom you are and where you can go. If you are looking for IT jobs in California, contact the experts at The Armada Group today. We have the network and resources to help you advance your career.

Thursday, May 30 2013

Top Candidates - The Armada Group

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Sr Project Manager

  • 10 years industry experience with 8 years of Project Management skills at companies such as eBay, McAfee and Dell.
  • Lead the project from concept to completion while manage multiple projects concurrently.
  • Experience working with agile/Scrum methodology and project management principles, including scope management and planning, budget development, risk and change management, and team communication.
  • Vast expertise in online marketing extending across many industries.
  • Experience working with commercial, social medial, ecommerce, portal and multilingual websites with a proven understanding of current web technologies (web 2.0) and infrastructure, browser compatibilities & limitations, content and process management, integration, web-database platform & migration, and site implementation.
  • Managed software/technical projects in a fast-paced, primarily agile environment


Sr Software Engineer

  • 10 Years of overall software experience with around 6 years in Java and Oracle PL/SQL
  • Well versed with Software Development Life Cycle (SDLC) involved in all phases of development work with Web Applications and Enterprise Applications and Deployment.
  • Expertise using J2EE design patterns like Singleton, Intercepting Filter, Service Locator, Session Façade, Factory
  • Pattern, Business Delegate, Data Access Object, and Value Object.
  • Hands on experience working with IDE’s Eclipse, WebLogic Workshop and NetBeans.
  • Experience working with Hibernate for Object relational mapping and data persistence.
  •  Excellent working experience with J2EE architecture and components like Servlets, JSP, JDBC, RMI, JNDI, Java Beans
  • Good knowledge of key Oracle performance-related features, such as Query Optimizer, Execution Plans, Hints, Indexes, Clusters, Partitioning.
  • Experience working with build tools like Ant and WebLogic Ant tasks and Maven.
  • Experience working with source code management tools such as CVS, Perforce and Sub Version.

Tuesday, May 21 2013

Nixing the “No-Show”

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Making sure your interviews happen

To a hiring manager, few occurrences are as frustrating as a potential candidate skipping an interview. It means wasted prep time, lost work time during the interview period, as well as the headache of seeing a viable lead fizzle out at the last moment.

Although it’s impossible to completely eradicate no-shows, there are ways to minimize the chances of them happening. By following a few best practices, you’re much more likely to gain that face-to-face meeting with your ideal candidate.

Keep things moving swiftly

The resume review and interview process can easily become a drawn-out affair, as you weigh the benefits of each candidate, discuss their credentials with various members of the team, and communicate back and forth with those you’re interested in meeting. On the candidate’s end, this can make them lose interest, thinking they’ll never find resolution one way or another. In the meantime, another opportunity may present itself. When you keep them in the loop and aware of the process, they’ll be less likely to drop off the map.

Make the candidate feel wanted

Taking time to gauge a candidate’s genuine level of interest in your open position can help you determine early on if they’re prone to skip the interview. If they seem very enthusiastic, particularly if they present a resume and cover letter carefully tailored to your company, do your best to show them that you want them. By only interviewing a small handful of people, and letting them know they are part of a select few, you’ll assure them that you value their potential, making them more apt to follow through.

Promote your company

It should go without saying, but it’s important to consistently reinforce the excellence of your brand, and the merits of the opportunity you’re offering. A good candidate will be sought after by many companies, so the onus is on you to let them know all the positive aspects of your workplace, and to give them reasons to stick out the hiring process—including showing up to the interview.

Be flexible

As tedious as the hiring process may seem from the employer’s end, remember that potential employees have their own challenges to navigate, particularly if they’re currently working full-time. If you have the flexibility to offer weekend or evening interviews, let your candidates know. And do what you can to make the interview convenient: offer a few different times, email them a reminder, and provide multiple ways to get in touch if they need to reschedule.

Showing up is worth it

Essentially, reducing no-shows boils down to the simple concept of giving candidates what you would want if you were in their shoes: moving with a sense of urgency, keeping them in the loop, making them feel desired and informed, offering flexible arrangements, and being decisive. With those ideas in mind, you’ll ensure a positive interviewing experience for yourself and your potential hire.

If your are looking for IT staffing services in California, contact the experts at The Armada Group today. We have the experience and network to find you top IT talent.

Careerbuilder released the results of a survey that found
40% of employers plan to hire temporary and contract workers in 2013.

Temporary workers have allowed businesses
to meet their labor demands and budget plans.

It remains critical for companies to strategize ways
to control costs and be more agile!

The largest cost for most organizations is their staff.

Utilizing contingent workers can help
employers with their hiring and staffing challenges.

Consider these questions to understand how utilizing a
contingent workforce can help you solve your hiring challenges.

1) What role can temporary workers play at my company?

2) What critical projects are in my annual plan that
require burst capacity?

3) How will temporary workers help me
meet my strategic and tactical goals?

To find out more, call to schedule a free consultation
(800) 408-2120

Media

Jeff, CEO of The Armada Group, lists and discusses,"The Top 4 Skills to Get You Hired in 2013," in his video blog of the week.  With over a decade of experience in the IT staffing industry, Jeff see's a rising trend of the most critical soft skills that employers are looking for.  Amongst his list, includes the need for critical thinking and complex problem solving skills.  To find out more, watch the blog and comment to discuss.

Media