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.
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.
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
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.
IT’s a small world after all, and no I’m not talking about my kid’s favorite ride at Disneyland.
It's no news flash that the Silicon Valley IT job market is hot right now. When Time Magazine and the Wall Street Journal are talking about the IT Talent Wars being back “on” in the Silicon Valley, you know we’re currently in a candidate driven market. Armada’s been seeing a lot of multiple offer situations for higher caliber talent over the last three quarters, and some mild, but not dramatic wage inflation.
We all work for money. You do and I do. Just as they sing in Cabaret, “Money makes the world go around.” This is not to say that is all we work for, but when it comes down to basics, we all need a little cash to make life easier.
Often enough, a technical recruiter will call a talented, skilled professional and come to find the person on the other end of the phone is not so amenable. Yes, a recruiter does make money from filling a position, but so do you – you get a salary, and the recruiter makes theirs. But recruiters are not looking to make a quick buck by filling position fast and making the highest margin off of you, recruiters work to find the right fit between the consultant, the recruiting company, and the end client. Recruiters are the liaison between you and the client company; we are both your agent and your cheerleading squad, here to support you.