• Blog Staffing

    Staffing News

What is New Collar and is it right for you

 

For many, the technology field is incredibly enticing. However, if you do not have a Bachelor’s degree, you may assume that there are not many options you can explore. In reality, you may just need to take a look at a “new collar” job if you want to make the leap into tech without formal education.

Our Advice for Age Proofing Your Tech Resume

 

While making a hiring decision based solely on a candidate’s age is potentially illegal, that does not mean that age-related discrimination does not occur. At times, younger workers have an edge when it comes to technology roles, as employers assume they are more adept naturally. As a result, older professionals may need to take certain steps to ensure that age-related stereotypes do not prevent them from landing an interview.

Luckily, it is not hard to age-proof your resume. Here is how to get started:

 

Remove Old Jobs

There is no rule that says you have to list all of your previous employers on your resume. In fact, doing so can actually allow hiring managers to estimate your age, and that may not work in your favor. Plus, in many cases, hiring managers are more concerned about what you have done as of late, not what you accomplished 15 years ago.

Instead of including everything, focus only on relevant recent experience, going back no more than 10 or 15 years, max. Include details that cover all of the requirements in the job description, highlighting applicable accomplishments and quantifying the data whenever possible.

 

Avoid Unnecessary Dates

If you earned your degree or certifications near the start of your career, then listing the dates you received your degree or other credentials will make it easier to guess your age. Instead of including the date, omit it entirely. While the hiring manager will want to know that you earned a degree or certification, they do not necessarily need to know when, so do not think that you have to include anything that creates a timeline in this case.

 

Update Your Contact Options

Did you know that your email account domain could lead a hiring manager to assume you are older? It’s true. Similarly, listing a landline could cause them to make assumptions too.

Today, you want to be seen as tech-savvy. Start by making sure your email domain is one that younger professionals would use, like a free account through Gmail. Additionally, only list a smartphone number on your resume, and do so without labeling it with “cell” or “mobile,” as that is unnecessary.

 

Get Rid of the Objective Statement

The objective statement used to be a standard addition on any resume. If you haven’t searched for a new job in quite some time, then your last one may have featured that section. And it’s time to remove it.

Objective statements fell out of favor some time ago. After all, they didn’t really provide hiring managers with much value, so it shouldn’t be a surprise. By keeping it, you don’t just look like you haven’t kept up with the times, it also makes you appear older as younger workers would never list one.

Instead, craft a high-quality professional summary that highlights your strengths and how you can provide value to a prospective employer. This is much more impactful and ensures your resume matches with current trends.

Reach Out to The Armada Group for More Resume Help!

By following the tips above, you can age-proof your resume. If you would like more information, the team at The Armada Group can help you craft this critical document. Contact us to speak with one of our staff members today and see how our resume writing expertise can benefit you.

 

How to Keep Your Most Talented Cybersecurity Talent

 

As the labor market only seems to get tighter each day, companies are increasingly having to focus on retention. Keeping your most talented cybersecurity professionals on board is a must. Otherwise, you are stuck having to recruit a replacement, something that can be an incredibly difficult task in today’s job market landscape.

Luckily, there are things you can do to make your company more attractive to your current employees. If you want to make sure your best and brightest cybersecurity talent stay onboard, here are some tips to help you improve retention.

 

Offer the Right Working Arrangement

An increasing number of IT professionals are looking for more flexibility from their employer. The wish to work from home has made remote positions increasingly popular. Similarly, a desire for work-life balance may lead some skilled professionals to forgo traditional, full-time work.

If you want to keep highly skilled cybersecurity professionals on your team, then you need to consider these needs and accommodate them. For example, a telecommuting program that allows employees to work from home at least a few days each week can help. Adding a few part-time positions to your staff could attract skilled candidates who would otherwise turn to the gig economy, ensuring they can achieve the right level of balance.

While these options may be dramatic shifts from the usual paradigm, they could be essential if you are struggling with retention.

 

Create Opportunities for Growth and Advancement

Cybersecurity has a reputation for being highly analytical, and even somewhat repetitive. As a result, it makes the career path as a whole less enticing, decreasing the odds that people will stay in the field.

However, by offering your team chances to grow and advance, you can help them explore more of what the cybersecurity field actually involves. This can increase engagement, making the career more viable and intriguing. Plus, it adds a level of variety to the day, ensuring boredom is rare and decreasing the odds that your workers will burn out.

 

Embrace New Technologies

Technologies like machine learning, artificial intelligence (AI), and automation can make certain cybersecurity tasks easier to manage. The solutions can handle more repetitive portions of the work and are incredibly effective at certain kinds of detection, at times even outpacing their human counterparts.

By embracing these technologies, you can remove those duties from your employees’ plates. Then, they can spend more time on engaging work, increasing interest in the roles and improving job satisfaction.

Plus, you will be viewed as an innovative company. This can be incredibly enticing to cybersecurity professionals, increasing the odds that you will be seen as an employer of choice.

 

Are You Looking to Add to Your Cybersecurity Team? Contact The Armada Group!

By following the tips above, you can keep your most talented cybersecurity professionals onboard. If you would like to learn more about improving retention, the team at The Armada Group can help. Contact us to speak with one of our retention experts today and see how our knowledge can benefit you.

 

H 1B Changes

 

The H-1B visa program was designed to help companies find skilled workers in instances where there wasn’t a sufficient supply in their local, American workforce. However, abuses of the system have led to a series of changes, and one of the most recent ones takes aim at the outsourcing industry.

 

Form ETA-9035 & 9035E from the US Department of Labor (DOL) now have questions that could force employers to state whether the H-1B visa holder will be assigned to a “secondary entity” as part of their employment. Additionally, it requires employers to identify who those companies are, effectively forcing them to reveal their clients.

 

The Updates to Form ETA-9035 & 9035E

On the new version of the form, employers applying for H-1B visas first have to answer whether the workers “will be placed with a secondary entity at this place of employment.” Essentially, the DOL is determining whether the visa holder will actually perform duties for a third-party, acting as a contractor.

 

If the answer to the question is “yes,” the employer applying for the H-1B visas then has to identify the “entities,” providing a legal business name, pay rates and prevailing wage rates for the work for every third-party worksite.

 

H-1B applicants aren’t the only ones who have to address these questions. The new form also applies to H-1B1 and E-3 petitions.

 

Who is Impacted by the H-1B Change

While the most obvious group impacted by the change to the H-1B process is companies that contract out their employees to other business, the impact will actually extend beyond those businesses. Anyone who uses firms that rely on H-1B visa holders to function as contractors for the firm may also feel the sting.

 

Exactly what impact the changes will have, aside from requiring employers to reveal information about clients they provide contractors to, isn’t entirely clear. However, the US government hopes it will help them combat H-1B visa fraud, which is actually beneficial to companies who use the program properly.

 

Some organizations that need H-1B visa holders to maintain operations have previously had difficulty securing enough visas, and some suspect that large contracting firms played a significant role in those challenges landing the majority of the visas. If those activities are even somewhat curtailed, the impact may be positive for companies that previously struggle.

 

Additionally, businesses that rely on reputable staffing firms for contract or contingent workers likely won’t see any difference. Many recruitment agencies don’t rely on (or even use) the H-1B visa program to secure enough workers to handle their client’s needs. Instead, they focus on the existing US workforce, using their recruitment and hiring skills to obtain top talent.

 

Contact The Armada Group for Questions About H-1B Hiring

If you would like to learn more about how the H-1B visa change may impact you, the team at The Armada Group can help. Contact us with your questions or concerns today and see how our services and H-1B visa program expertise can benefit you.

 

 

Be a Rock Star in your FIrst 90 Days

 

Your first 90 days on the job are critical. During that period, your coworkers learn what to expect from you and managers are deciding whether you were actually a good hire or not. Your initial few months at your new company set the tone, and missteps during this time can haunt you.

 

Luckily, there are things you can do to make sure that you shine during your first 90 days. If you want to make sure you make the best impression, here’s what you need to do.

 

Find the Flow

Every workplace has patterns. They may expect certain tasks to be completed in a particular order or have an innate understanding that some phrases should be interpreted in a specific way.

 

By finding the flow, you can integrate yourself into what is already there. Not only does this makes you seem like a more natural fit, but it can also save you a lot of frustration. Instead of pushing against the norm, you are recognizing it and working with it, which is going to be universally appreciated.

 

Now, this doesn’t mean that you can’t be a champion for change in the future. However, coming into a new workplace and asking people to conform to what you want isn’t going to win you any allies. Similarly, telling a group of colleagues that you don’t know well that their wrong is going to leave a sour taste in their mouths.

 

Always strive to make yourself a part of how things are first, as this gives you a chance to have the full experience. Plus, you may learn that things are the way they are for a reason, and that change isn’t actually necessary. If you do have a potentially beneficial idea, then you can share it once you garner the respect of your colleagues, and that usually won’t happen in the first 90 days.

 

Seek Out Expectations

Exceeding expectations is usually a great way to make a positive impression. However, you can only do that if you actually understand what expectations exist in the first place.

 

If your manager hasn’t clearly defined any expectations, objectives, or goals associated with your role, schedule a meeting and ask about them. You can also talk to your coworkers about what they anticipate you’ll be able to provide, giving you an idea of how they think your position fits into the bigger picture.

 

As you learn about the expectations, don’t make grand promises about exceeding them. Instead, acknowledge them and make commitments that give you a little breathing room whenever possible. Remember, it can take time to familiarize yourself with a new environment, so it’s always better to under-promise and over-deliver in the beginning.

 

Contact The Armada Group for More Help with Your Career!

By following the tips above, you can excel during your first 90 days on the job. If you would like to learn more about making a great first impression, the professionals at The Armada Group can help. Contact us to discuss your questions with one of our skilled team members today and see how our workplace expertise can benefit you.

 

Simple Ways to Keep Your IT Employees Engaged at Work

 

When it comes to motivating your staff to remain productive during the holidays, money is only one solution. While holiday or year-end bonuses can raise morale, not every business can afford to shell out a significant amount of cash.

 

Luckily, there are simple things you can do to keep your tech team engaged during this hectic holiday season. If you aren’t sure where to begin, here are a few tips to help you get started.

 

Close the Office (or At Least Offer Flexible Scheduling)

Many tech professionals feel guilty if they take time off around the holidays, especially if it tends to be a busy period for the company. Additionally, many wonder if it is worth the effort if they are going to be contacted regardless of whether they are on vacation, making their time away feel like work anyway.

 

If possible, consider closing your office on more than just the federal holidays. That way, everyone gets time away and the likelihood that they’ll be contacted by their manager or coworkers during their time off decreases dramatically.

 

However, if that isn’t an option, consider institution a flexible scheduling policy. Give your tech team some level of control over when they are available, allowing them to handle personal obligations while still covering their duties. Even if you need to make certain core work hours mandatory, adding some flexibility can go a long way when you need to boost engagement.

 

Embrace Telecommuting to Promote Work-Life Balance

The ability to work remotely can alleviate stress. It allows your tech professionals to work in environments where they are comfortable and spend more time with their friends and family since they don't have to accommodate their commute.

 

Often, your employees will be at least as productive at home as they are in the office. If a worker’s duties tend to require concentration and focus, they may even be more productive when telecommuting as they don’t have to deal with any office-related distractions.

 

Plus, your team can work remotely from nearly anywhere as long as they have a suitable internet connection. This can even allow them to travel during the holidays without having to take time off, something that can keep your team productive and engaged.

 

Recognize Their Contributions

Even if you aren’t offering bonuses, recognition can help boost engagement during the holidays. When employees feel that their efforts are seen and appreciated, they feel more connected to their employer. This can boost morale and enhance productivity, allowing your tech team to be at their best.

 

Anything from a simple “thank you” to small gifts to a catered lunch can make a difference. Consider what options are both meaningful and affordable, and make sure to make recognition a priority.

 

Learn More About How The Armada Group Can Boost Your Hiring Efforts!

If you are interested in learning more about increasing engagement, the skilled team at The Armada Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our workplace productivity expertise can benefit you this holiday season and beyond.