The world is becoming increasingly mobile. Nearly every professional has a smartphone with them practically 24/7, and many prefer their handheld devices to desktops and laptops. As a result, opportunities to advance your Android engineer career are more plentiful, including the chance to become a lead.
However, to land a job as a lead Android engineer, you do need to bring the right skills to the table. If you are ready to take the leap, here are the skills you need to add to your resume.
Big Data is big. The technology is now being used across all industries, from manufacturing to healthcare to even relatively low-tech retail and hospitality firms. The main technology behind Big Data, Hadoop is a framework that lets calculations on massive data sets take place on clustered nodes of inexpensive hardware, often in the cloud.
Big Corporate Commitments to Big Data
According to the research firm Gartner, more than 40 percent of companies they surveyed will invest in Hadoop development over the next two years. In the manufacturing industry, another survey showed big data was a priority for more than 80% of firms.
For many companies, one of the biggest stumbling blocks is a lack of familiarity with the technology and a lack of staff with the necessary experience. Because of this, developers with Hadoop skills are able to pull down big salaries – the average annual salary for Hadoop developers is more than $115,000.
Multiple Options for Companies Using Hadoop
Companies that sell big data products are trying to reduce the skills threshold in several ways. All vendors offer training, of course. Cloud providers including Amazon and Google offer Hadoop as a Service, letting businesses more easily spin up a Hadoop environment. These on-demand environments let companies dive right into the analysis that matters to them, rather than focusing on details like provisioning nodes and tuning clusters. Companies like Oracle provide pre-packaged analytics for specific industries.
Multiple Options for Developers with Hadoop Skills
All of that means that developers with Hadoop skills have lots of opportunity available to them, including working with a company implementing its own big data projects, a cloud vendor implementing big data environments on demand, and a packaged software vendor creating standard analytics reports.
Get Training in Big Data Skills
Developers who want to work with Big Data should get training in Hadoop, but that's not the only skill they need. Big Data depends on databases, and NoSQL is the chief database technology used. Although many Big Data developers will work with vendor analytics products, understanding data mining and statistical analysis is still necessary. Big Data developers should also have real familiarity with at least one of the vendor Hadoop as a Service offerings.
Currently, most big data opportunities are in geographic areas with large clusters of technology firms, like Silicon Valley, New York, and Seattle. As big data usage continues to spread, so will the need for its skills, meaning the opportunities will spread across the country.
Making the right hiring decisions the first time is crucial to the success of your organization. If you hire someone who’s not suitable for the position, you’ll typically end up losing significant time and money — simply by having to start the hiring process all over again. In fact, the Society for Human Resource Management finds that the average cost of a bad hire is five times the amount of the salary for that position.
This includes hiring the right IT and engineering contractors. Recruiting top IT talent is a major challenge, especially considering that there is no guaranteed recruiting roadmap you can use for every open position. However, you can increase your hiring success rate by knowing where to go in order to find the best candidates.
The following resources will help you source and retain top IT and engineering candidates, so you can hire the right person for the job.
Your job description
The job posting you provide for open positions is one of the biggest and most effective tools you have for successful recruiting. The job description is usually the first thing candidates will read about your company — so make sure it’s clear, concise, and candidate-focused, with an emphasis on how working for you will benefit the job seeker.
Once you have a great job description, make it easily accessible to a wide pool of candidates by posting it on:
- Your company’s website
- Popular job boards, such as Monster and CareerBuilder
- Niche IT job boards like TechCareers, Dice, 37Signals, and FlexJobs
Social media has become a very common tool for both employers and job seekers to connect, network, and find the best matches between professionals and careers. In addition to helping you get the word out about your open job positions, social platforms also give you the opportunity to communicate your employer brand, and attract the best talent to your open positions.
Build your social media presence on:
- LinkedIn: The largest business-oriented social network in the world offers a wide range of tools and features for employers, recruiters, and job candidates
- Facebook: Still a highly effective platform for making connections, Facebook gives you an opportunity to showcase your employer brand and interact closely with potential candidates
- Twitter: This fast-moving network can help you gain a broader reach and quickly spread the word about your job opportunities
The recruitment process is a complex and time-intensive undertaking. In fact, recruiting the best talent is a full-time job by itself. If you’re struggling to devote the necessary time and resources to recruiting top candidates, there are third parties whose sole function is to recruit, screen, and interview candidates according to the needs of your organization. These include:
- Staffing agencies and firms
- Recruiters (both contingent and retained)
- Executive search firms
- Recruitment process outsourcing (RPO) firms
Many of these third-party organizations specialize in sourcing IT talent, and have an existing pool of highly qualified candidates to choose from.
While recruiting is a nuanced and time-intensive process, there are many ways you can leverage your own contacts in order to locate top IT and engineering candidates. Within your HR department, some of the available resources can include:
- Resume databases
- Internal databases of past candidates and contractors you’ve worked with previously
- Referrals from existing employees
You can also reach out through personal connections using resources such as online user groups and alumni groups, business schools and technical institutes, or professional networking contacts. Finally, look for talented candidates by getting involved with IT forums or programming competitions on sites like HackerRank, InterviewStreet, and GitHub.