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It’s often safe to say that managing a tech team is somewhat different than managing salespeople or customer service staff. Clear and ongoing communication, however, remains a core principle of successful project completion. The following tactics will help you establish and maintain productive interaction.

Definitions & Deadlines

Whether members of your team pride themselves on promptness or are prone to procrastination, your project will languish in ambiguity and confusion if there’s just one main objective and deadline. Serve your team’s need for clarity by breaking down the project into smaller tasks with shorter deadlines, and make sure everyone knows who’s doing what. The various roles and their responsibilities should be clearly defined, and their important connection to completing the project should be understood.

Consider asking for volunteers for certain parts of the project, instead of just assigning duties – many IT specialists thrive on new opportunities that challenge them and expand their expertise.

Use Tech Tools to Communicate

You could create a flat outline of the project flow on a whiteboard somewhere, but the best way to keep the dialogue flowing is to use technology. There are many project management tools out there for your team, from free and basic cloud solutions to multi-layered and enterprise-level programs. You know best what you’ll need, but it should be something your team can quickly and easily use to share ideas, information, and project documents with an eye on the deadlines you’ve set.

Make a Habit of Meeting

Even if some of your tech team fall into the introvert category, don’t assume they want to stay hunched over their computer for the duration of the project. Bring them up for air and remind them they are a valuable team member by scheduling short, regular meetings with the entire group.

Avoid the negative rap of meetings by staying focused. Refer to your project outline, and utilize the chosen communication tool. Most importantly, really listen to your team when they talk about their progress, frustrations they’re experiencing, and their thoughts in general. Take notes, and be sure to make positive, meaningful comments.

Follow up, but Don’t Micromanage

Great leaders remove roadblocks to keep their group moving forward. Follow up individually with team members. Using your notes, remind them of what they said during meetings. Are there problems unrelated to their assignment that you can handle for them? Do they need more tools or training? Don’t hover, nitpick, or second-guess how they’re doing their work, or you’ll risk compromising any trust they have in you.

Managing people effectively can be challenging, especially when the project is particularly important. With carefully planned communication, regular and relevant interaction, and an atmosphere of trust and support, you can help your IT team not only complete a successful project, but develop a more productive work environment for the future.

If you are looking for IT employment agencies in Santa Cruz, contact the experts at The Armada Group today.

Staffing your team with people who fit your culture and who promote your mission is an involved process—one that many organizations choose to outsource. Get the most out of recruitment services by cultivating a connection with your vendor. When you make them feel like a valued partner, they will be dedicated to bringing you excellent and enthusiastic candidates. Responsiveness and clear communication are vital to developing this relationship.

No Time to Stall

If you gave your recruiter a clear picture of your ideal IT professional – a thorough job description, education and experience requirements, salary range, and the type of person who thrives in your working environment – be ready to receive several qualified candidates. Don’t delay in reviewing the information your vendor sends; not only does it slow down the process and create frustration, but you’ll miss out on top IT talent. Make a short list of candidates to follow up with, and keep the momentum going.

Be Objective to Reach Objectives

Once you review what your IT recruiter sent over, take the time to make some detailed notes about each candidate, even ones who don’t make the cut. Focus on each candidate’s suitability for the specific information technology position you want to fill. Creating a few objective questions and comments about your impressions while they’re fresh in your mind will give your recruiter some insightful feedback, helping to narrow the field of potentials.

Further Filtering

The next step is to set up appointments through the recruiter to screen your top candidates. This is as much a chance for your potential employee to find out about your organization as it is for you to dig a little deeper into what they have to offer. Your recruitment firm should have prepared both of you for this stretch, but now is the time to pay special attention to flags that signal possible success or catastrophe.

Winning the Winner

The IT talent you were searching for is now unmistakably narrowed down to one. Don’t dawdle in making your offer—and remember, recruiting requires some negotiation. Keep your IT recruiting firm filled in on the process and expected start date. You also don’t want to burn bridges with the candidates you screened out; they may fit a future position, so give them the courtesy of an update.

Staying Connected is Essential

Your association with the recruiter doesn’t end when you hire the IT specialist. Providing non-confidential feedback on your new team member and your experience with the vendor are two important ways to strengthen the relationship. Keep the recruiter abreast of what’s happening with your IT department; if they know you’re growing, making upgrades or changes, or in need of specialized IT services, chances are good they’ll keep a now-weather eye out for the perfect people to keep your information systems on track.

By investing in a partnership with your IT recruiter, you’ll lay the foundation for a strong employment relationship with your new IT professional. The better your IT recruiter knows your company’s mission, culture, and focus, the better they can supply you with a high-performing team as you grow. If you are looking for IT recruiters in California, contact the Armada Group today.

Published in Recruiting
Wednesday, Aug 07 2013

Top IT Candidates in California

 Senior Project Manager/Scrum Master

•Results driven, hands-on project leader and scrum master with an outstanding record of 15+ years delivering complex technology and system integration projects on time and within budget.
•Expert in Agile software development and release management.
•Skilled at managing projects with budgets of $2 to $20 million; effective in keeping projects on-schedule and within budget;
•Project management expertise in providing overall responsibility for all project management deliverables that support projects and programs including scope management, quality management, resource management, schedule management, risk management, communications management, 3rd party contract management.
•Expert in Scrum, its roles, ceremonies, artifacts and best practices.
•Technical knowledge and hands-on experience with architecture design, database performance and software application functions in complex environments.
•Analytical skills in creating project plans and establish timelines to ensure milestones are achieved using industry accepted tools.
•Proactive, works closely with end users and development team during the design, configuration, application development and implementation and training stages.
•Extensive full life cycle program development experience.
•Focused on exceeding customer expectations while providing value and insuring organizational profitability. Monitored and maintained Customer Satisfaction by engaging in weekly or monthly status meetings.
•Ability to manage a several highly technical and complex projects or programs concurrently.
•Program management skills, ability to analyze complex problems and give recommendations, comfortable communicating at all levels of the organization, able to adapt communications and presentations according to the audience, ability to command respect.
•Matured ability to communicate complex concepts clearly and effectively. Ability to run project update meeting with both technical and non-technical attendees.
•Excellent communicator, both written and oral.
•Strong knowledge of Microsoft project, Microsoft office suite (PowerPoint, Visio, Outlook, Excel, etc), and other project management tools including Clarity, PPM, RTC, Rally and SharePoint.


Android Developer

•4+ years of extensive experience in Design, development, testing and System Integration in Telecom applications 2G-3G UMTS and Mobile Applications
•Extensive experience in design, development, troubleshoot and porting video streaming application across multiple mobile platforms of Android, RIM, J2ME
•Development, System Integration and Technical Evaluations on J2ME, MID, Windows Mobile, Linux, Android, UMPC, RIM/Blackberry, WML, WAP, etc. in the 4G/3G and Mobile Advertising group for Sprint Nextel
•Core expertise in application development using Object Oriented Design, UML, JAVA, C++, XML, Perl, TCL, JAVA, SNMP programming
•Experience in Object Oriented Design and Programming using C++.
•Extensive experience on working on various Unix/Linux environment including Sun Solaris and Linux


iOS Developer

•4+ years of experience with Xcode, Instruments, Cocoa Touch, and Objective C
•Updated knowledge of XCode 4.5, iOS 5 and 6
•Complete understanding of Object Oriented Features (Inheritance, Polymorphism, Abstraction and Encapsulation)
•Experienced in XML and JSON Parsing with NSJSONSeralization and NSXMLParser
•Experienced with using GCD and NSOperationQueue with Multithreading
•Familiar with UI design implementation using Storyboards and NIB files
•Efficient storage of data using SQLite, Core Data and Database
•Recognition of all features of and differences between iOS 3.0-6.0
•Experienced in all aspects of iPad application development including designing for all types of screen sizes and orientations.
•Experienced with SVN and Git
•Experienced with Security framework and AFNetworking Library.
•Experienced with SCRUM, Waterfall, and Test Driven Development SDLCs.
•Familiar with deploying applications using 1st party and 3rd party methods
•Developed native based iPhone applications and beginning knowledge of hybrid development


Front-End Developer

•Professional software engineer with 5 years of industry experience in creating web and mobile applications most recently at PayPal.
•Worked with HTML and CSS for 5 years and HTML5 and CSS3 for 2 years.
•3 years of experience working with JavaScript and 2 years of JQuery.
•Enjoys delivering software on tight deadlines with a positive user experience.
•Quick learner, pays great attention to detail and would be outstanding contributor to all of the projects they participates in.


Sr. Manager & Release Engineer

•Sr. Manager for Software, Build and Release.
•80% of his time on build and release and 20% on management.
•Has over 15 years experience with Python, Perl, Shell, JavaScript.
•10+ years of solid build and release experience.
•10+ years experience with software branching with the release level process.
•Currently manages 300-400 releases per day.
•Looking for an exciting new career opportunity.


If you are interested in any of our top candidates, contact The Armada Group today.



Published in Recruiting

Most employers are past the point of weighing the pros and cons of joining Facebook. These days, they know that utilizing social media is a smart and essential strategy for building and growing a business, making new contacts, and staying ahead of the competition. If you use the Internet and technology in your business and workplace—and who doesn't these days? —then social media platforms are one of your greatest allies.

It’s Not the Number of Fish—it’s the Quality of the Water

Many employers assume that social media strategy is all about simple mathematics. Do you have more “likes” than your competitors? How many followers do you have on Twitter? The truth is, numbers matter very little if there isn't true engagement from those liking and following you, and the most reliable way to ensure engagement is to give your social media contacts something worth their time and attention.

Are you providing potential customers with meaningful, ongoing content via Facebook or Twitter? Do you interact across social media platforms in ways that spark conversation? Are you actively listening to, learning from, and participating in online conversations? If you don't have at least one employee (or, if you have a large company, a team within your organization) tasked with keeping your social media presence fresh, interesting, and real, your online relationships will suffer.

It's Not Who You Know

Actually, it is. Social media platforms can dupe employers into believing that these sites are just free, virtual billboards that can be clogged up with advertising. Don't be fooled. Utilizing social media to its fullest potential requires even more care and expertise than traditional marketing.

A buckshot mentality is even less likely to work on a social media platform, because everyone is suspicious of a business that dominates social media space. To create a personable brand, offer a voice on social. Let your audience know there is a person behind the logo. Build a positive reputation by showing your passion and expertise for what you offer.

The best rule of thumb is to be the kind of business you would want to interact with online. From friends on Facebook to followers on Twitter to pinners on Pinterest, everybody is looking for some authenticity in this competitive market.

Don't Hire the Tailors Who Made the Emperor's New Clothes

One of the most valid and useful ways employers can benefit from social media is with more informed hiring and recruitment. It used to be that a resume and a couple of phone calls were all you had to go on to determine whether a candidate would be a good fit. These days, almost everyone has an online profile in at least one, if not many, online platforms. Do some research to find out if this person's claims are legitimate and if they would be a good fit for your organization? You can bet they're doing the same about you.

These suggestions just scratch the surface of how social media, if used properly and consistently, can strengthen your businesses. Jump in and get started. The results are worth it.

If you are looking to attract top IT talent in California, contact the staffing experts at The Armada Group today.

Boring resumes go to the bin

It’s a harsh reality, but if your resume reads like a vague primer on Developer 101, chances are high that it’ll get sent to the recycling bin before the hiring process even begins. There are a quite a few facts that a hiring manager can get from your job title—basic responsibilities and tasks that you’re obviously capable of—and they don’t need to be restated as bullet points.

One of the other biggest resume flaws is talking about your team as opposed to yourself; it may seem self-aggrandizing, but resumes are one place where you need to tout yourself. After all, the hiring manager isn’t looking to hire your team. You need to make it clear what you can do—and what you, yourself, have done in the past.


It’s tempting to highlight all your great accomplishments in an effort to overwhelm hiring managers with your prior work. The truth is, resumes with long bullet lists tend to get skimmed over, and half those bullets are likely to be implicitly stated in your job title. By focusing on a small handful of truly outstanding contributions you made to your company, you’ll demonstrate proficiency and talent. And keep it brief: one to two lines for each bullet is the optimal length to be read and digested.


Next, check your bullets for detail. Make sure they clearly state your personal impact, and add specific details about what you did. If a bullet seems vague—“designed new features”—edit it to more accurately reflect what you spent your time doing. Sure, you were designing new features, but doesn’t it sound more appealing to say that you created an automatic thesaurus tool to cut down on typing time? It can be difficult to balance the need for specific details with the brevity required on a resume, but the right combination makes a key difference.


The ultimate in detail is hard numbers; they’re difficult to argue against, and give you an objective recommendation. It isn’t always easy to come up with numbers, particularly for something as general as “saves time,” but a little research and a good estimate will go a long way toward making a solid case for your new employment. How much time was saved, how much was something optimized, and the effectiveness of your new method can all demonstrate the benefits you’ll offer as an employee.

A dramatic first entrance

Your resume is the first impression you’ll make on a hiring manager, so it only makes sense to put your best accomplishments forward and do a little tooting of your own horn. Clear, concise, detailed bullet points that focus on your specific accomplishments are the polite, two-dimensional version of throwing open the door and yelling, “Here I am—hire me!” You’ll be memorable and relevant, which are two ideal starting points for new employment.

If you are looking for IT jobs in Santa Cruz, CA, contact the staffing experts at The Armada Group today.

Published in Recruiting
Friday, Jul 05 2013

Making Feedback Useful

Methods for success

Customer satisfaction ranks as one of the most vital facets of a successful company, as it demonstrates more than anything else the effectiveness of a brand in retaining and pleasing its clientele. Where it becomes complicated is in the accurate measuring of—and response to—customer feedback, which is the ultimate barometer of your market’s satisfaction. Thankfully, a few keys for both before and after data collection can make the most of this essential info.

Get the right data

As with any survey-type collection, a proper sample makes the difference between an accurate measurement and a less than useful one. The right tools and methodologies create a base that lend credence to your results, which means you can follow the rest of these tips with the assurance that the data is reliable. Without this foundation, all the analysis you can tackle still won’t be able to accurately translate.

Focus on the forest, not the trees

When customer feedback is received, particularly negative responses, many companies’ first reaction is to contact the individual or release a statement to “fix” whatever went wrong. Where this errs, however, is that surveys and other common satisfaction measurements are best taken in aggregate; looking at just one or two negates the valuable overall impressions that these collections can provide.

Check your policies

A commonly forgotten step is to go beyond problems with a customer service representative and reevaluate the procedures and rules your workers are following. Sometimes customer satisfaction data is enlightening—multiple complaints can be more reflective of behind-the-scenes policies that need changing, not representatives’ behavior.

Wednesday, Jun 26 2013

Top IT Candidates - June

Sr. Visual Designer

• 25 years of industry experience with most recent experience at Symantec.
• 5 years of experience with UX design in mobile app's and web design.
• Lead visual design for projects from conception to development, translating rough ideas into working, intuitive and elegant solutions.
• Understands responsive design, web 2.0 standards, SEO best practices, browser compatibility issues and usability testing.

Program Manger –Scrum Certified

• 20 years experience in engineering, development and QA with most recent experience at Ellie Mae Inc.
• Experience in building and managing QA teams both Onshore/Offshore and globally distributed teams (50 + QA engineers) following 24 x 5 sun model in known silicon valley companies.
• 7 years of experience as a Scrum Master and Agile coach.
• Certified Scrum Master and is currently in the process to get CPM.
• Well versed with 2 – 4 week sprints, user stories creation/product backlog grooming/sprint planning/Agile release planning.

Sr. QA Automation Engineer

• Master's Degree in CS with more than ten years extensive experience in SDLC
• Working experience in Java, C/C++, Spring/Hibernate, Servlets(JDBC), Tomcat/Apache, XML,HTML XSLT/CSS, Perl, Php, and Oracle/MySQL
• Proficient in data modeling using Microsoft Visio, working knowledge in OOA/OOD, Design Patterns, and experience in J2EE
• Proficient in writing automated tools using Java and scripting languages (Perl, Python) on server side, QuickTest Professional, Selenium on GUI side
• Highly self-motivated team player and fast learner.

FE Java Developer

● Around 5 years of IT experience in Software Design, development & Implementation/Integration.
● Proficient with Object Oriented Programming using Java and J2EE technologies.
● Experience in Software Development Life Cycle - SDLC (Analysis, Design, Development and Testing), requirement gathering, use Case Design and understanding
● Experience in design and implementation of applications based on MVC pattern.
● Strong experience in data analysis and Proficient in writing Mysql/SQL queries.
● Excellent communication and analytical skills, self-motivated, ability to conceptualize, document and communicate project ideas and plans.
● Strong module management skills including Planning, providing estimates Problem Solving and Decision Making abilities.
● Team player with good interpersonal & communication skills and ability to multi-task.
● Self-motivated professional providing creative solutions, working constructively as a team member or independently.
● Experience in testing, defect tracking and management.
● Strong experience on Innovative development with new ideas, tools development to reduce development time.

Sr. Java Developer

• An IT/IS professional with around 9 years of experience in building robust, reliable and intelligent software solutions for networking, utilities, energy and other industries.
• Highly experienced in developing Java/J2EE based Web applications (Web Client Model), Client-Server model; loosely coupled Distributed applications using Web Services (SOAP, REST), XML-RPC.
• Experienced in front end (WebUI) development based on GWT (Google Web Toolkit), GXT (GWT on top of EXT-JS), Java Script, JQuery, JSP and HTML.
• Strong hands-on skills in design and implementation of distributed mission-critical systems (involving proprietary and commercial technologies, database components); processing and managing huge data contents. Knowledge of mature technologies that give a manifold increase in quality and productivity of product, while significantly reducing implementation time.
• Complete SDLC experience: Requirements gathering; Writing Business Requirement Documents, Technical Design Documents; Design database schema and components; Complete application development (Interface/backend); working closely with QA and providing support for the applications.
• Extensively used UML in writing Technical Design Documents, exposure in reverse engineering existing code.
• Experience in developing Model-View-Control Architecture (MVC) applications using Spring, Struts, Casper frameworks and with application/understanding of various design patterns.
• Experience working on ORMs like Hibernate and eMatrix (GE proprietary)
• Good experience in designing the database schema model, developing database components using SQL, PL/SQL and worked extensively with Oracle databases.
• Extensively worked with the XML based technologies like XPath, XQuery and used various parsers for processing XML files.
• Experience developing Enterprise applications using EJB and JMS and JPA
• Extensively worked with application servers like Tomcat and JBOSS, WebLogic.
• Well versed with CMM level 5 methodologies, Six Sigma Green Belt Trained.
• Exposure to SDLC methodologies like Agile/Scrum, and worked in TDD - test driven development using JUnit.
• Good domain knowledge on networking, utilities, energy; complete working knowledge of Energy Axis Smart Grid (Utilities).
• Worked on Python scripts for file processing and developing a meter data factory interface.
• Exposure with Java, C++ integrations using Jawin (JNI) and Java, Python using Jython.
• Worked with charting utilities like JFreeCharts.
• Great ability to work both independently and in a team. Versatile and adaptable team player with strong analytical and problem solving skills.
• Experience in coordinating work with global teams, worked extensively in onshore – offshore model.

Data Warehouse Engineer

• Over 10+ years of experience in delivering Data Intensive solutions in Data Warehousing, Business Intelligence, Analytics, Data Quality/Profiling,MDM, ETL and various OLAP applications.
• Specialize in the strategy, design, and implementation of Enterprise Data Management solutions including Big Data and Cloud based BI solutions.
• Experience in deriving physical data models from a logical data model and reverse engineering a physical data model. Experience developing both OLTP and Data warehousing data models.
• Knowledge of reporting and ETL technologies/methods, including data warehouses, operational data stores, data marts, star and snow-flake schemas.
• Experience working with and managing large data sets with large relational databases (e.g., Teradata, Oracle, MS SQL Server) , including extraction and merges from source systems, data cleansing and transformations, and providing preliminary descriptive statistics.
• Execution experience with project management (PMI -PMP) and Agile (Scrum) software development methodologies.
• Translate the strategy into an integrated project roadmap, key performance indicators and metrics for measuring progress. I ensure that the strategy is adapted and modified to be measurable in terms of customer outcomes.
• Have hands on experience in information management, data warehousing, data quality, advanced analytics and data integration with ERP and CRM application.
• Involved into customer-facing role including deep analysis, developing dashboards, KPI's using OBIEE, Microstrategy utilizing data from source systems like SFDC, Siebel CRM, SAP, Mainframe legacy systems.
• Hands on experience in data modeling for data warehousing - star, snowflake schema designs and consolidate data using ETL tools.
• Strong understanding of Data Mining concepts and techniques.
• Good Understanding of HADOOP eco system – Hive, HBASE, Sqoop and enterprise data integration.

Interested in any of our top candidates? Call today (800)408-2120

Published in Recruiting

Contacts happen on the go, so get your info moving

Employees have long provided connections to potential candidates for open positions—and with mobile referrals, that process can be easier than ever. Take advantage of your employees’ networks and knowledge by providing them with the tools to effectively connect their peers to your positions. You’ll reap the benefits with great new hires and even more loyal workers. With a solid mobile employee referral setup, everything will be in place to direct people to your door. Connect with a successful staffing firm to help you expand your network and utilize their connections.

Mobility is power

In a world where everyone has gone mobile, keeping your referral system tethered to the workplace means most likely missing out on a host of good leads from your employees when they are not on the clock. Along with pretty much everyone else, they are already mobile, with nonstop social media and perpetually closer access and connections through messaging, emailing, and texting. The social interactions already occurring among your employees and their friends are prime locations for you to find new talent, so capitalize on what they can offer.

Information is vital

By enabling employees to access a referral program from anywhere, you also receive the added benefit of keeping them more aware of your openings and needs. If someone is talking to a friend who happens to be looking for a specific type of position, your employee will have the capability to find job specs for a possible company match.

Additionally, a mobile employee referral system lets employees inform the recruitment team or manager right on the spot, bypassing the need to write down details at a weekend event to email or call days later when the office is open. After all, there’s no reason to delay and risk forgetting, misspelling, or losing what could turn out to be your best lead.

Connections are key

A lead doesn’t require nearly as much effort as an application; it’s simply a preliminary step. Sending a name and contact information, with perhaps a brief bio, is easy for both the potential candidate and the referrer. There will be plenty of time to collect a resume, references, and other details later. For the moment, focus on making the connections that help you satisfy those hard-to-fill positions. To effectively expand your company, it only makes sense to utilize the people you already have, as well as their networks. An experienced staffing firm has developed networks that they can use to find pre-screened talented candidates.

Power to the people

There are plenty of options for mobile job seeking, but fewer companies have jumped onto the bandwagon of mobilizing employee referrals. From a simple dedicated email to a more back-end complex arrangement of writeable forms and a downloadable app, putting your open positions in the hands of current workers is never a bad call. As ever more pieces of the world become mobilized, you can stay on the leading edge of getting leads, anytime and anywhere. The Armada Group has the resources to help you find the most talented IT professionals in California. Contact us today to help develop your job search strategy.

Published in Recruiting

Self-analysis can help define your career

First developed over fifty years ago, SWOT analysis is still a useful tool to chart a career path that capitalizes on what you have to offer and where you want to be. It stands for Strengths and Weaknesses, Opportunities and Threats—two dichotomies that can direct your future along a course that you’ll both enjoy and prosper at. Self-analysis isn’t easy, and requires owning up to your less than optimal traits and patterns. Still, it gives you a valuable look at your true potential at work.

From the inside

Strengths and weaknesses are internal factors, built into you by predisposition, education, interests, and other shaping forces. Your strengths, where they align with your passions, will determine your dreams, goals, and objectives, both in life and your career. Analyzing your strengths and weaknesses is a challenge, and requires uncomfortable honesty; ask yourself, what do I avoid doing? What are the areas where I’ve received less than positive feedback?

At the same time, ensure you acknowledge and celebrate your strengths: Which tasks do I enjoy doing? In what work environments do I thrive? Knowing both the positives and negatives about your internal talents will give you a clear base from which to examine the outside factors surrounding your career.

From the outside

Opportunities and threats are factors that affect your career externally. You have minimal control over them, if any, but you can use opportunities to your advantage, and minimize the risk of threats. This section of your SWOT analysis is less personal, but equally important: it’s where you integrate reality into your self-investigation.

Not all advantageous openings or unexpected concerns can be predicted, but a thorough look at where your career might go and what events or people might hinder it can help prepare you for your best future. Ask yourself what could potentially be coming your way, and whether it’s something you want to pursue or avoid. Having that direction will allow you to more effectively utilize your strengths and weaknesses.

From others

Feedback from one or more individuals outside your job, preferably who’ve known you for years, can really tighten your SWOT analysis. They can point out areas you excel or typically avoid, and bring an outside perspective on your workplace and desired career path. By connecting with someone who isn’t invested in your career, you can trust that they will ask hard questions and bring a more unbiased opinion to the table.

A person who knows you as an individual, not just an employee, will have a broader spectrum from which to draw their queries and conclusions. At the same time, it’s important for you to convey how critical honesty is—this person should be tactful, but not try to spare your feelings too much when it comes to weaknesses and concerns.

On the right path

Conducting a self-analysis will help you chart a vision for your future or at a minimum, have more information at your disposal when a new position opens up, you receive a negative review, or you find yourself contemplating a career move. SWOT is an excellent place to start to get a handle on whom you are and where you can go. If you are looking for IT jobs in California, contact the experts at The Armada Group today. We have the network and resources to help you advance your career.

Published in Recruiting

Interview questions boil down to one of three things

During an interview, you may get asked hundreds of off-the-wall questions. Some don’t seem relevant to the position at all, while others are so specific you wonder who goofed up that intricately in the past. It can be easy to let these inquisitions throw you for a loop, but the vast majority actually fit into one of three categories.

Recognizing the underlying concern of the interviewer can help you make sense of even the most unexpected question in your pre-job interrogation—so take a deep breath, sort your puzzling problem into one of the following groups, and take it away.

Can you do it?

The main factor that interviewers need to sort out is whether you are capable of the job for which you are being interviewed. Rather than ask outright if you can complete the tasks—some of which they’ve surely seen on your resume—they will often pose detailed scenarios involving a capability you’ll need, or probe your work history for clues as to what you’ve handled before. Often, these types of questions will occur on the phone or through the application process, as the field of candidates gets whittled down in preparation for face-to-face interviews.

Do you want to do it?

A trickier set of questions involves discovering if you are motivated to do the job in question. These too can be scenario-based or related to your work history; this section of an interview also talks generally about your interests and passions, in hopes that they’ll line up with the open position.

Here, the interviewer is hoping to uncover your level of commitment, regardless of stress or difficulty. If you can portray yourself as someone who perseveres and doesn’t let trouble get in the way of success, you’ll always have the right answer to a motivation-based question.

Will you do it with us?

This last category of interview questions pertains to the work environment and, frequently, the hiring manager. No matter how great a candidate you may be, the right skills and desires are irrelevant if you don’t mesh with the company and existing employees. You need to complement the team that’s already established. A tip—don’t try to make it sound like you’ll fit if you have your doubts. Be upfront and honest with your interviewer, or you’ll run the risk of getting hired at a place that isn’t right for you, which can breed resentment from all parties.

Revealing the hidden question

It’s almost always the case that the questions posed at an interview are just different ways of asking the same three things. If you’re thrown a curve ball, it’s worth taking a moment to try to categorize the question. When in doubt, be honest, dedicated, and agreeable—that’s what interviewers most want to see.

If you are looking for IT careers in California, contact the experts at The Armada Group today.

Published in Staffing News
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