While IBM is certainly a tech giant by today’s standards, it isn’t the industry leader it once was in the eyes of many. While the company has been around since 1911 – showing that it is certainly doing many things right – IBM has lost some of its perceived sparkle, but it is working on getting it back.
In IBM’s research division, researchers work diligently to identify trends in the world of technology and help businesses adapt to what is coming. At one point, the company was also a leader in artificial intelligence (AI), though many newcomers later took over the spotlight, unseating the amazing development that was Watson.
However, IBM is striving to regain its AI crown, partnering with the Massachusetts Institute of Technology (MIT) and other universities to study and focus on emerging technology. Here is a closer look at how IBM is using AI to make its big comeback.
Hiring for technology positions isn’t always like it is in other fields. The world of IT changes rapidly, so tech hiring managers can’t focus solely on whether candidates have college degrees from specific schools or a particular set of technical skills. Instead, they have to dig deeper, ensuring they can find candidates that can adapt with ease and as often as necessary.
Essentially, tech hiring managers have a different set of priorities, and certain soft skills and traits are incredibly valuable. Without them, a new hire may not thrive in the fast-paced technology world, hindering overall productivity and profitability.
If you want to know what tech hiring managers look for, here are three things that most would consider must-haves.
Some job seekers spend hours trying to perfect their LinkedIn profile. Others throw theirs together in minutes, hoping that just covering the basics is enough to catch the eye on a recruiter. However, few actually have a chance to find out what recruiters think of their LinkedIn profile, so most never really know if they have gotten theirs right.
What a recruiter may think of your profile depends on a few factors. With that in mind, here are some insights that can let you know if your LinkedIn profile is hitting its target.
Many women who work in technology-oriented fields feel that they are battling against discrimination often, possibly on a daily basis. In some cases, they struggle to advance their careers or don’t have access to the same opportunities as their male counterparts, hindering their growth.
While there isn’t a quick solution to the gender discrimination problem, there are things female tech pros can do to help ensure that their career stays on target. If you are dealing with gender discrimination, here’s what you can do.
When you are looking for a Ruby on Rails developer, the goal is to find candidates with a very specific skill set. While you could put all of the potentially viable job seekers through a technical interview, allowing you to assess their skills in greater depth, that is an incredibly time-consuming process.
Luckily, there are things that you can tell your recruiter to make sure only the best candidates are screened, eliminating those who don’t actually have the right skills before the interview process starts. If you are looking for Ruby on Rails developer candidates, here is what you need to tell your recruiter.
Every manager expects their team to not only finish their tasks but also to do them well. When a developer keeps turning in sloppy work, it can create a variety of headaches. Along with potentially having to clean up their work, there is a chance that a deadline will be missed or that others will lose respect for the developer, hindering morale. Essentially, that one person’s mess impacts the team and potentially the whole company, so it needs to be addressed.
Figuring out how to speak to a developer about their low-quality deliverables isn’t easy, but it is a necessity. If your developers are giving you sloppy work, here’s how to fix it.
In 2019, the push to break up Big Tech has gained traction. Many fear that giants like Google, Apple, Amazon, and Microsoft have gotten too large, prevent smaller competitors from gaining traction, or have too much power, leading some to believe that splitting up these tech leaders is the smart move.
However, not all feel that breaking up Big Tech is the best move. While many support investigating the practices of these companies – some of which have come under scrutiny over privacy concerns and possible anti-trust law issues – at least one expert thinks that there is another option on the table for managing Big Tech: make them share data.
Finding the right candidate to fill a vacant position can be challenging. Often, the interview is your best chance of separating the okay job seekers from genuine top performers. As a result, asking the right questions is critical. Otherwise, you might not find out important details that can help you figure out who can actually excel in the role.
Luckily, there are questions you can ask to gain insights into which candidates are the best and brightest. With that in mind, here are five interview questions to ask if you need top performers.
Having the right positions represented on a team is critical to a company’s success. Similarly, if you are a professional, understanding what various job titles mean is crucial for career planning, as many that sound alike are actually very different.
At times, data engineer and data scientist are used interchangeably, mainly because they have skills associated with Big Data. However, these two roles have distinct differences, so using one title in place of the other can lead to confusion, skills gaps on a team, or a career that isn’t what you pictured.
If you want to make sure you are using the right job title, here are three major differences between data engineers and data scientists.
If your goal is to land a security analyst position, you need to make sure that you bring the right skills to the table. Along with technical ability, a range of soft skills are also necessary, ensuring you can excel while you are in the role.
Often, the more technical skills are acquired through formal education, training, and on the job experience. Soft skills may be developed anywhere, including through school, work, and volunteering opportunities.
If you are ready to become a security analyst, here are the skills you will need if you want to impress a hiring manager.