There’s a new market for organizations to find and recruit the best IT talent—your company. With the war for talent heating up, savvy companies are bringing their IT employee searches to the competition, effectively doubling the blow by enhancing their own talent pool and weakening their rivals.
If your best talent is jumping ship to work for your competitors, you need to understand how they’re being lured away and what you can do to keep them on board. Here’s how your talent is being poached, and how you can turn the tides.
Professional search tactics
Professional search firms employ a subtle approach to luring in talent. They research and identify potential targets, then make contact with them to discuss a “great opportunity” through social media, professional networking events, industry events, and conferences.
Companies looking to tap their competitors’ talent pools will often hire these firms—or if it’s not in the budget, they’ll use the same subtle strategies to entice even employees who like their current jobs to consider a move.
Career matchmaking services
Recruiting passive candidates—IT talent who are not necessarily looking for a new job, but will make a move if they get a better offer—is a challenging strategy, but one that can pay off for hiring managers and recruiters. In the current market, both candidates and employers are interested in passive tactics: candidates for the opportunity to demand higher pay, and employers in the interests of solving the talent shortage and lengthened time-to-hire for IT jobs.
But hiring managers struggle with finding the right passive candidates, and employees who are working full time and not necessarily unhappy often don’t have time to search for passive opportunities. That’s where new tools like Poachable come in.
Poachable is an “anonymous talent marketplace,” geared for IT. Employees create a profile that describes their skills and experiences, and outlines their dream job—one that would lure them away from their current position. Employers then search these anonymous profiles for a match. The service, which has been called “Tinder for job searches,” makes passive candidate strategies easier on both sides of the equation.
Baiting with benefits
Smart companies looking to attract talent from the competition understand that money doesn’t always make the world go ‘round. Many talented IT professionals place a high value on the benefits and perks offered by a job—sometimes higher than the salary itself.
And they’re not just looking for healthcare, although a great employee-paid healthcare package is important. According to a recent study from Dice.com, tech pros are driven by benefits like flexible work schedules, free food, and the opportunity to work with cutting-edge technologies. Remote work opportunities, subsidized child and elder care, job sharing, on-site fitness facilities, and generous vacation time are also highly valued by top talent.
Showing them the money
While benefits can and often are a deciding factor, offering a truly competitive salary is crucial to retaining top talent—because if you don’t, your rivals will. Paying your IT talent well demonstrates that you’re invested in their future, highlighting their recognized and valued role in your company.
The best monetary incentives are more than a salary. IT talent values meaningful pay increases (those not tied to length of employment), generous bonus structures, and long-term incentive plans that hinge on the overall success of the organization as well as individual performance.
Keep your IT talent from working for the competition by offering competitive, meaningful compensation and great benefits, and being alert to strategies like passive recruiting and professional search tactics.
The role of the IT manager is changing as rapidly as technology itself. And while the normal mode of operation for IT concerning internal end users used to be rigid control over technology choices, many of today’s CIOs and other IT leaders are realizing the benefits of saying “yes” to user requests for new technologies, while finding ways to maintain standards and mitigate risk.
In the past, IT managers were able to tell employees and end users that they had access to the best technology available — even if it wasn’t completely true. But today’s employees have access to the latest apps and industry information. They’re savvy, they know what’s out there, and they want the right tools for the job.
On the other hand, allowing access to any tool your employees want to use can create security risks and productivity issues. Here’s how to balance end user demands for new technologies with best practices and a degree of control, so you can bridge the gap for end users across departments.
Give end users tools that work
Many CIOs are realizing that when employees use tools they don’t have permission to use, it’s not because they’re contrary or looking to break the rules. They just want to get their jobs done — and if a tool helps them accomplish that, they’re going to use it. Often this means the tools IT has made available to them simply aren’t working well.
It’s important to make sure you’ve authorized tools, apps, and services that help employees do their jobs. You may have enterprise solutions in place that are confusing, or that don’t integrate well with existing systems. This is when employees start to look for workarounds in the form of easier tools that may or may not be authorized.
How can you figure out what users want? One strategy is to use a cloud visibility solution like Skyhigh to see what services employees are actually using — and instead of restricting usage, look for common needs and deploy solutions that address them. For example, if a lot of end users are engaged in file sharing, look into the app or apps that would work best for them without risking security, and authorize its use.
Collaborate on tech budgets
Even as technology expands and advances, many IT budgets are shrinking. The primary reason is that other departments are receiving higher budgets for technology investments — marketing, for example, typically invests heavily in analytics and Big Data strategies. For many organizations, marketing departments are becoming the largest software centers.
Rather than fight this shift, CIOs and IT managers would fare better by cooperating with other departments and gaining a say in how technology budgets are allocated across the organization.
Separate departmental decisions on IT spending can fragment an infrastructure and cause more headaches for IT. Instead, tech leaders should focus on working cross-departmentally and acting in an advisory capacity for marketing, sales, HR, and others with budgetary discretion. It’s easier to create a unified solution that successfully integrates with multiple systems from the start, than to throw a bunch of disparate systems together and try to patch things over after the investments have been made.
The new role of the IT manager is to bridge technology gaps for end users throughout the organization, and keep things running smoothly, efficiently, and securely. Being open to saying “yes” more often, and willing to cooperate with other departments, is the key to success in today’s business IT landscape. For more information on how to use this knowledge to benefit your organization, contact the IT recruiting experts at The Armada Group.
Honest and constructive feedback is a valuable tool for any manager. But while you may have no trouble offering feedback to your IT employees, receiving honest feedback can be challenging. There are many reasons your employees could be reluctant about being honest — but overcoming those roadblocks and encouraging feedback can benefit your team in a big way.
Why employees avoid giving feedback
Even if it’s solicited, a lot of IT employees are worried about offering feedback. One of the most common reasons is concern that their opinions will be used against them, resulting in a more difficult working environment or negative consequences for their career. If this concern exists, employees will typically either give falsely positive feedback, or not speak up at all.
Another popular reason employees refrain from giving feedback is the belief that their thoughts and suggestions won’t be taken seriously, or even considered at all. If they feel, rightly or wrongly, that you’re just asking for feedback to humor them or because it’s expected, they won’t waste their time offering it.
How to encourage honest feedback
Whether your employees are afraid of recrimination or feel they won’t be taken seriously, you can overcome these issues by clearly communicating what will and will not happen when feedback is offered, how you’ll use the feedback you receive, and how your employees can help.
Trust is essential to giving and getting honest feedback. In order to find out what your IT employees really think, you need to create a company culture of open, authentic communication that encourages honesty. To do this:
- Start with yourself. If you can’t be honest with yourself, you can’t expect to do better with your employees. Genuine feedback can be a powerful tool to help you identify opportunities for improvement and change your company for the better — but only If you really want to hear it. If you’re just going through the motions, your efforts could have negative consequences.
- Show your commitment. Simply asking for honesty isn’t enough to get real feedback. Demonstrate that you’re offering more than talk by acting on the feedback you receive and making changes that address employee concerns. When you show that you’re serious, you’ll find your employees far more open and willing to participate in feedback.
- Enlist your people. It’s far too common for leaders and managers to solicit feedback from employees, and then vanish while they “fix” everything themselves. This not only places more pressure on you, but also keeps employees from seeing the efforts you’re making to incorporate feedback. Make sure your processes are designed to engage everyone in making changes.
- Check your reactions. If you’re known for reacting poorly to bad news or things you don’t want to hear, don’t be surprised when your employees fail to offer honest feedback. Taking note of and tempering your reactions will go a long way toward an open and secure workplace environment.
As a leader, your actions and attitudes set the tone for your IT team. Encouraging and gathering honest feedback — whether you use simple surveys, focus groups, interviews, team meetings, or informal hallway chats — can benefit you significantly and help you build a successful, productive, and focused workplace that gets results. If you want to find out how to better solicit honest employee feedback, contact The Armada Group today. They are industry experts who know exactly the types of feedback you should be seeking from employees, and how to get it.
With the explosion of the IT sector the last decade (or two) it seems to logically follow suit that onboarding and hiring should be automated and streamlined. Recruiters who have trouble communicating with either the candidate or other personnel involved in the decision will waste considerable time and effort, not to mention the undue frustration that will inevitably result. Here are a few reasons why streamlining the hiring process will help your business tremendously.
Time. Having a single source of all documents required and an integrated task list will eliminate a substantial amount of time, and free up recruiters and HR personnel alike for other tasks – like hiring other candidates. Time is always of the essence, and streamlining a hiring process can help you recover what is otherwise lost.
Efficiency. In addition to time, having a streamlined process puts all the documents in one place. This is especially important if there’s more than one person involved in the hiring process. The hiring manager can look and see what the recruiter still needs to do, and the HR manager can quickly access forms that need to be filled out for background checks or a W-4. Having everything integrated and streamlined avoids the frustrations of a disorganized service.
Communication. A streamlined process will enable everyone to see who needs what done, and when. This eliminates several people running back and forth with a stack of papers to complete, unnecessary conference calls for status updates, or losing paper applications. Telling a candidate that they need to re-complete an application because it was misplaced is a great way to make them question the company’s ability.
When it comes to hiring and onboarding, technology plays as much a part as it does anywhere else. Having a streamlined and automated process will eliminate overlaps and duplication of efforts, as well as avoid “bottleneck” efforts which are held up by one person’s task.
At The Armada Group, we use a streamlined process to help you find the top tech talent. We work with some of the most innovative and fastest growing companies in the nation, and recruit the most diverse talent with a wide array of skill sets. Contact us today to see how we can help you!
With the IT career field exploding, an increasing number of candidates are applying for new positions. One common problem, however, is that a fair amount of personnel are trying to “stretch” their credentials a little too far. Here are a few red flags for IT candidate resumes to ensure you’re spending time interviewing qualified candidates:
1. Too many keywords, not enough substance.
Most IT workers and business savvy candidates understand that recruiters search for keywords on LinkedIn and resumes. Using a disproportionate number of keywords – without actually saying anything – is usually an indication that candidates might be borrowing one too many skills from a search engine. If their resume reads like a SEO cluster, don’t bother calling them.
2. No quantifiable experience or improperly paired certifications.
It’s not completely abnormal for a recent college grad to have higher certifications than experience. However, someone who claims to have a CCIE, but received a BS in networking a decade ago with no experience in between is probably not being honest. Similarly, someone who claims to have a CEH but works in desktop support is not likely telling the full story, either. It may not be a bad idea to hear the other side, but be prepared to perform due diligence in finding out the legitimacy of their credentials for yourself.
3. Higher level position without a duties description.
Having a fancy title is nice, but titles are important because they mean something. A candidate who claims to be a software development manager, but cannot comprehensively list their duties (besides programming) is a red flag. Instead, look for words like “increased,” “reduced,” “performed,” and “productivity” followed by figures or percentages to show that there is not only a valid description, but legitimate, quantifiable results as well. These are the terms managers think in – and the words they’ll most likely use.
Ascertaining what’s relevant in a job field can be tricky, but determining the validity of a resume can be nearly impossible, especially if that candidate has had some exposure to what they’re claiming. Unfortunately, interviewing the wrong candidates can cost considerable time and resources.
At The Armada Group, we routinely work with elite talent, and we know exactly what to look for. We’re a Silicon Valley based group, and we work with some of the fastest growing and largest companies in the world. We can help you find the high caliber talent you’re looking for, and the best mix of soft skills to maximize productivity. Contact us today to see how we can help you.
Motivation can be a difficult concept to pinpoint and identify. Different people have different reasons for taking or working a job, and subsequently, different aspects they like in a job. Tailoring one specific aspect may work for one, or even several employees, but certainly not everyone. Therefore, understanding a multitude of reasons is ideal for maintaining high morale and an effective, productive work force. Here are the top five things tech employees want in a job:
1. Compensation and benefits.
IT workers know how much they’re worth – and it’s considerable in comparison to other verticals. Paying a fair wage ranks among more than 50 percent of IT professionals as their primary motivator. However, pay is unique because it’s often the primary, but almost never the only motivator.
2. Job Stability.
When a professional accepts an offer, there is an unspoken agreement that both sides commit long term. When a professional is unsure about their future, or the future of their IT department, this creates a perpetual undertone of instability – which often can create or encourage self-serving behavior in employees.
IT workers, perhaps more than other sectors, enjoy being challenged and solving complex problems. Mundane, routine, and repetitive tasks can wear on a professional’s enthusiasm. Workers want new tasks and responsibilities, even if they aren’t attached to a pay raise or promotion. Allowing workers to trade tasks can be an effective means to combat this.
4. Flexible schedule/Remote working.
Most IT workers are on a computer most of the day – enabling a large plurality the ability to work from home. Many workers are even willing to take a pay cut to work from home or work their own hours. Regardless, this is also one of the top requests from tech employees.
5. Relation with superiors.
This is a broad category, ranging from effective leadership to employees feeling that their opinions are valued. Often, workers want “attaboys” and praise or recognition, and will opt for a company that offers them more freely. Other professionals simply want to have a say in the direction of a company or project. Whichever the case may be, your company should strive to avoid an oppressive environment, instead allowing ideas to transfer freely.
There are a number of reasons different people choose different employers. The business culture of a company is often equally as important as the compensation and pay. Thus, creating a culture suitable for innovation is the most important aspect of an effective IT workforce.
At The Armada Group, culture is one of the ways we create lasting relationships between employer and employee. We carefully vet candidates to understand what they’re looking for, and match them to businesses of a similar vision. This method has enabled us to recruit for some of the top companies in the U.S., as well as the fastest growing companies in the world. Contact us today to see how we can help you.
There was a time when job searching was largely confined to the local newspaper, and maybe a few friends or bulletin boards. Today, you can conduct your entire job search from your computer—or smartphone, tablet, or Internet-connected device of your choice.
Along with online job boards and electronic applications submitted through company websites, social media is playing an increasing role in the job market. The business world connects through online social channels, and you can use this vast network to find and land the perfect IT job.
Here are four ways you can use social media to find great IT job opportunities.
1. Leverage LinkedIn
For professionals looking for a job, there is no better social network than LinkedIn. This business-oriented social site, closing in on 300 million members, is built for connecting people with careers—so if you’re not on LinkedIn, now is the time to join.
One of the fastest and most direct ways to find jobs on LinkedIn is through the social network’s massive jobs board, categorized by industry and location. You can also find opportunities—or have them come to you—by being active on the site. Follow industry leaders and potential employers, participate in conversations, and post your own content to engage and share with others.
Also, make sure your LinkedIn profile is completely filled out, with detailed work experience and links to your online resume or portfolio, when applicable.
2. Advertise your availability
Referrals are one of the best ways to land a new IT job, but your online friends and acquaintances can’t refer you if they don’t know you’re in the market. Use your primary social networks (especially LinkedIn) to professionally announce that you’re on the job search path.
On LinkedIn, you can use your “professional headline” to establish your status, by adding a phrase to your job title such as “in transition” or “seeking new challenges.” This subtle cue can also be copied on your other accounts, such as Facebook or Twitter.
If you already have contacts in your industry, you can use social media to contact them personally, refresh the relationship, and tactfully find out whether they’re aware of any opportunities that might be a good fit for you.
3. Say it with status updates
Whether you post, tweet, or note, status updates are a good way to periodically remind your current network that you’re looking for a new opportunity. Be sure to note the types of IT jobs you’re looking for, and any companies you’re particularly interested in.
The best way to gain results with this strategy is to give back to others. Monitor your connections’ statuses so you can identify anyone else looking for a job, and forward appropriate leads or connections to them. People are more willing to help those who’ve helped them.
4. Expand your network
The more people you’re connected to through social media, the better your chances of finding the right job. It’s all about who you know, and who they know. With a larger network, you’re more likely to find someone who knows someone, who can get you a foot in the right door.
Start by ensuring that all your social profiles are filled out completely and ready for viewing by prospective employers. Then, invite everyone you know to connect with you—those you’ve gone to school with, worked with, people in your community, and anyone else who would recognize your name.
Finally, consider joining relevant groups on various social networks. You can find alumni networks, industry groups, interest groups, and even job-seeking groups on LinkedIn and Facebook that will offer even more potential connections.
How will you use social media to find your next IT job? If you are looking for tech employment in San Jose, contact our team today.
If we’re being honest about ourselves, we try to fit a 12-hour day into eight or nine hours. It’s not just you; it’s the IT field in general. It stands to reason that IT professionals gain the most when they maximize time in their areas of expertise, and minimize time in the areas that other experts can perform on a higher level.
There’s always a SQL database to maintain, or a network to patch – and there’s always an empty occupation to be filled, but there are better things you could be doing to lighten your load without stressing out over a vacancy.
So, like anyone performing at maximum efficiency, you partner with a staffing firm. What’s next?
- Consultation. This allows the firm to analyze current staffing situation compared to optimal productivity. The agency develops an understanding of your operations as well as the peculiar and unique methods that set you apart from other businesses. This is arguably the most crucial step, as the efficacy of the partnership relies on a complete understanding.
- Collaboration. After the agency comprehensively understands your needs, the firm and your business collectively create and implement a plan of the next steps. The agency understands both the IT portion AND the recruiting facets; hence, it is important to trust your agency here – they know what works!
- Implementation. This is the handoff period. This is where the agency starts putting the system you’ve jointly created into place. The Silicon Valley staffing agency is able to use their developed talent network to find you top candidates for your positions.
- Work. With the firm now fully handling your recruiting plan, you can get back to the 1s & 0s, default gateways, and PHP source code. This is where the firm operates and refines the plan, based on the comprehensive solution. This also reduces operating costs and lowers churn (and coincidentally, your blood pressure).
All staffing firms are not created equal. That’s why we’re here. At the Armada Group, we’re a Silicon Valley based IT staffing firm, specializing in on-demand solutions, and while our full, proprietary methodology is a little more involved, it has won us several awards, including “Best of Staffing,” several years in a row. We also offer a complimentary 8 point consultation to benefit you, and to demonstrate our subject matter expertise so you’ll see why we’re the best. If you are looking for a Silicon Valley based staffing agency, contact our team today.
There seems to be a stigma attached to hiring that, in today’s economy, anyone can find a qualified IT candidate, to the dismay of many great HR professionals. The IT industry has an enormous skills gap where many managers simply cannot find enough qualified candidates. Consequentially, it’s not uncommon to find candidates in a position where they’re underqualified or simply in the wrong place for a mutually beneficial career opportunity.
Often, a skilled recruiter or staffing agency is able to avoid these situations. The problem often arises when one has a particular IT talent, but doesn’t have the required understanding of hiring and recruiting. Here are five mistakes technical managers make while recruiting.
- Keywords can be learned overnight. Often, technical managers listen for certain acronyms or keywords to vet a candidate – just because a candidate is able to define a “variable” in a colloquial sentence doesn’t mean they’re a Java programmer. Knowing how to declare a variable and write an if/then statement doesn’t lend them any credence.
- A week of lost productivity is bad. Several months are worse. If you’re looking for a networking technician, taking the first person with a CCNA doesn’t always make sense. Make sure they have experience and references to back it up. Many technical managers want to fill a spot yesterday. If you don’t maintain a list of passive candidates, it will take time to find the right fit.
- Hiring underqualified personnel. This isn’t always as simple as it seems. Initially, it seems very straightforward – does the applicant know the subject matter and have the degree or certification required? Rooting out who is really qualified is something that takes practice and skill. A resume says only so much; experience in asking the right questions – and listening for the right answers- is paramount.
- Talk too much. The interviewer should be asking the questions and listening to the answers. Many technical managers like to ask a few basic questions then rave about the advantages of their company and their job for the remaining allotted time.
- Hire the wrong business culture. Skills are the obvious first priority – but hiring the right person also entails the candidate with a viewpoint and methodology that is in lockstep with the company and team. The wrong culture and mindset can cause personality clashes and generally raises the likelihood of turnover, thus costing more money.
Technical managers have a wealth of experience in their role – and there’s something to be said about that. However, it’s also fair to say that their role is not hiring, but managing current employees.
No matter what your recruiting process is, we can help. The Armada Group is a Silicon Valley based staffing agency specializing in many areas of on-demand talent. We specialize in bringing the most elite candidates to some of the fastest growing and most innovative companies in the world. Contact us today to see how we can help you. If you are looking for a technical recruiting agency in Silicon Valley, contact our team today.
For some reason, the IT industry places a different emphasis on certifications than other industries. Perchance it’s because there are so many “self-taught” IT professionals who understand the subject matter but never set foot in college. Or perhaps it’s because IT is such a wide vertical that even a degree can’t teach you everything. Whatever the case, there’s no doubt that certifications provide one of the best measures of demonstrating subject matter expertise.
With that in mind, your career path will help determine which certifications are right for you. Here are some of Microsoft’s certifications to help advance your career:
MTA, or Microsoft Technology Associate, is the most basic MS certification, and usually entails an entry-level (if even that) understanding of the subject matter. The MTA is presently offered in Server, Desktop, Database, and Developer categories. The MTA by itself will not likely land you a job, but it may help familiarize you if you’re new to the field.
MCSA (Microsoft Certified Solutions Associate) is a more common “entry-level” certificate and proves a solid understanding of the fundamentals. This is widely accepted as the standard in beginning an IT career, and is offered in servers (Windows Servers 2008 and 2012) desktop, (Windows 7 and 8) applications and database roles.
After the MCSA is the MCSE (or MCSD for developers) which is a notch above, and is the pinnacle of Microsoft’s certifications since the retirement of MCM/MCSM/MCA programs at the first of the year. The Microsoft Certified Solutions Expert certification is for the elite, and requires documented hands-on experience – as well as the MCSA – prior to testing. Servers, databases, and developers (MCSD) all have this as an option.
The Microsoft Office Specialist and MOS Expert are unique to the applications field. The MOS is the base; while MCSA is the middle and MOS (Expert) is at the top.
When examining credentials, the most important factor to consider is “where will this take me, and is it worth the time, effort, and cost?” The best way to discern the above is to plan out a career path with where you want to be, and then ascertain which certifications will get you there.
This is when talking to a staffing agency becomes the logical next step. At The Armada Group, we know what certifications are important, and as we deal with many different talents, we can help you in terms of finding the right career opportunity for you. We work with some of the most innovative and fastest-growing companies in the world, and we want to help you find the opportunities you’re looking for, and develop the experience along the way. If you are looking for technical employment in Silicon Valley, contact our team today.