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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

Armada’s clients, both large and small, encounter the same recruiting and staffing challenges as found in Inc.’s 2012 CEO survey, which notes that finding talented workers is the greatest obstacle to company growth.  I agree and would add that the challenge is not unique to today’s market, as it has always been difficult to find exceptional talent.  With the knock-down, drag out competition for talent out there, having the highest caliber recruiting firms working to secure top tier talent for you is absolutely critical.
Although the Silicon Valley tech job market is hot and the “war for talent” is in full swing, just because your skill set is in demand, there is still no excuse for not being prepared for every interview. If you aren’t willing to do some work up front, don’t bother committing to an interview as it will be a waste of time for you and the person who is interviewing you. Here are 7 tips you must absolutely be mindful of as you start interviewing: