In the IT industry, change is accelerating — and a large part of that change is due to big data. With organizations just beginning to realize some of the massive potential that big data holds, the demand for IT professionals working in big data-related areas is rising fast.
In fact, technology research firm Gartner predicts that 2015 will see 1.9 million IT jobs created to support big data in the United States alone, with each of those roles creating positions for three non-IT people. In total, Gartner says, the information economy will generate 6 million jobs over the next four years.
The challenge for businesses is filling those jobs, because there simply isn’t enough talent to go around. Gartner estimates that only one-third of IT jobs can be filled with the current talent pool. So if you’re considering a career in IT, there will be ample opportunity to jump on the big data bandwagon.
Here are four areas revolving around big data that will be in high demand as companies struggle to close the talent gap.
The cloud can be described as the foundation for big data. All of the areas that feed into this discipline are build on the cloud — big data itself leans heavily on cloud platforms and apps, social media is powered by the cloud, and mobile is basically a personal cloud.
One of the most talked-about advantages of the cloud is the potential cost savings, but today’s cloud environment is about more than saving money. Employers are now looking for IT professionals who can leverage the potential for new capabilities, architectures, services, and approaches to app design — with big data as the lynchpin for powering the effectiveness of the cloud.
According to Gartner predictions, by 2016:
- 40 percent of the workforce will be mobile
- Two-thirds of the mobile workforce will own a smartphone
- More than 1.6 billion smart mobile devices will be purchased globally
The outlook for tablets is equally strong, with an expected 20 percent of sales organizations to use tablets as their primary mobile platform, and 70 percent of mobile workers using a tablet or hybrid device by 2018. Even now, CIOs are purchasing iPads by the tens of thousands.
With an increasing reliance on mobile devices comes a growing demand for IT professionals who specialize in mobile — including app development, big data integration, and mobile device management. BYOD policies also require mobile specialists to manage the corporate network across disparate platforms.
Even as the biggest social networks reach their limits in terms of growth, social is becoming even more important from a business standpoint as organizations develop a more disciplined approach to social media. Gartner forecasts that at least 10 organizations will spend more than $1 billion each on social media in three years.
Part of that spend will be on talent as organizations hire more IT pros who specialize in social media and big data. There are massive amounts of valuable social data available, and as big data tools and platforms become more refined, more businesses seek talent who can extract actionable insight from this information.
Information and analytics
Finally, big data itself will create more job opportunities directly. Organizations can access a continual flood of information from both internal and external sources, providing them with endless opportunities to innovate, optimize, discover new insights, and transform the way decisions are made.
With big data, companies are able to turn information into revenue. This opens up career opportunities for IT pros who can work with structured and unstructured data, and mine “dark data” — data that is being collected, but not used — for business value.
There are more IT specializations than there are flavors of ice cream. The best way to communicate your knowledge is to supplement your experience with a certification. Seasoned professionals and recent graduates alike can benefit from these standardized measurements of expertise. But how do you know which one(s) will best top off your career?
What's Your IT Demographic?
Unlike the average person, you know that IT doesn't just translate into "good with computers". So are you a network specialist, or have you focused on security? Maybe you're a web developer or an app programmer. Getting certified in one area when you're experienced in another only makes sense if you're switching. Otherwise, there's plenty of diversification within your own specialization. Focus your certification efforts to collaborate with your experience.
What Are Your Career Objectives?
How far do you want to go? Do you want to become a CSO and oversee all of a company's security efforts? Or are you content with the next level of maintaining the firewall? Define what you want before investing the time and money educating yourself. Be SMART with your objectives – Specific, Measurable, Achievable, Realistic, and Timely. Be aware of trends within your IT specialization, such as cloud computing and mobile security. With clear goals in mind, research which certifications might be useful in obtaining your objectives. Remember that many require a commitment to maintaining a certified status.
What Career Path Interests You?
If career objectives describe your destination, a career path is the map of your journey to get there. Just like there is more than one way to go from Philadelphia to New York City, your career path has alternate routes. Some may involve lateral moves to positions with the same pay and responsibilities as your current one, but will offer opportunities to gain the skills and experience you need to move forward. Some routes may leapfrog you ahead, provided you jump through a few hoops while in "mid-air". Both ways may require certifications, but different ones. Talk to your supervisor and/or human resources representative to discover if what you want is a possibility and if your ideas on achieving advancement coincide with theirs.
What Certifications Will Have a Significant Impact?
While certain skills are emphasized more than others at times, a few are essential. Some certifications have also been around for many years, and are simply updated as technology evolves. Whether these or newer/trending certifications are right for you can only be determined by your career objectives, path, specialization... and the demand.
Right now, project management is a hot topic, so PMP certification is highly desired for professionals looking to manage more IT projects. As Linux continues to broaden its market influence, Red Hat Certified Engineers are becoming more necessary in the system administration. RHCEs can also benefit from related but more specialized Linux certifications. There is also a high demand for virtualization (VCP), security (CISSP), networking (particularly Cisco's CCIE), and all the different flavors within Microsoft's family of domains (MCITP varietals).
Pursuing a certification for the sake of having a few letters next to your name is not going to help drive your career. Taking the time to define, discover and discuss what you really have a taste for will make you happier with what you choose and get you closer to your dreams. If you are looking IT job opportuntiites in California, contact 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.
Integrating the cloud into building your app
As the cloud takes a more predominant position in everyday life, it’s replacing old standbys and traditional processes. This leaves many people curious, confused, or concerned. Application development is one area that seems hardly old enough to be set in its ways, and yet many developers are ignoring—or even actively avoiding—working with the cloud.
Even so, the collaborative opportunities of the cloud create an environment in which multiple minds can provide input, and processes can be streamlined to reduce repetitive tasks. There are some great cloud development tools available—read on for some different approaches to developing within the cloud.
When it comes to working together, one of the best contenders is Cloud9 IDE. This development environment uses multiple languages and provides a collaborative function, ensuring that you can be anywhere in the world, working with others around the globe to write and edit code. You retain your personal environment, while the new app creation takes shape through shared effort. For a far-flung group or a close-knit community, Cloud9 IDE is a great choice for development.
Google may have given up on Collide, but the platform is finding new homes throughout the development world. A host of software tools collaborate to bring you an equally collaborative experience, which runs on Java 7 JRE. The source code is out there for the taking, so if you’re feeling adventurous, let Collide take you up into the cloud.
Taking it to the skies
As with every aspect of app development, cloud platform choices depend upon the needs and whims of each developer. These four options are hardly all that’s out there; a little digging will unearth plenty more ways to send your project skyward. But for the befuddled, or just those looking for a little guidance, Cloud9 IDE, UmbrellaSDK, Codenvy, and Collide will all start you on your way to cloud-integrated success.
If you are looking for application developers in the Santa Cruz area, contact the staffing experts at The Armada Group today!
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.
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.
Three Errors to Watch For
The saying “the devil is in the details” certainly didn’t originate with programming, but it’s an apt truism for the world of code. Three simple categories of mistakes and oversights can cause numerous headaches for developers, but it can be difficult to stay on top of all the minutiae. Are you prone to one or more of these missteps? They happen to everyone, but a little practice can give you a sharper eye and reduce your workday stress.
It isn’t always easy to remember what you’ve named a past piece of data, but when you’re dealing with thousands of bits of information, consistency is your best friend. Call a spade a spade, every time you reference one—or as the case may be, refer to a “product number” as ProductID or ProdID, but not a conglomeration of the two. The same goes for dates and times: rely on the internal clock, or set a company-wide standard—otherwise, you might be faced with endless debates on whether 6/8 refers to June 8th or August 6th.
Sometimes, excitement can impede logical thinking, and a fad is born. These fads can be genuinely good trends, but they’re easily overused or pushed on the wrong audience. Just because something is in style, doesn’t make it the right choice, and could actively harm your end goal. Another common error due to overenthusiasm comes from code completion tools. It’s great to have help with code, but you need to stay on top of even the best tools, even when it’s all too easy to click away and wait for the magic.
Forgetting the basics
After weeks, months, and years spent tackling complex programming, it’s easy to forget the initial lessons you learned. This most commonly shows up when checking the logs—or, rather, not checking them. You need to find an error message before resolving a problem, but programmers often seem to skip over that first step and then find themselves befuddled. If something isn’t making sense, step back and make sure you’ve checked all the avenues for gathering information before calling in reinforcements.
Don’t beat yourself up
If you catch yourself making some of the above mistakes, don’t stress. Even advanced programmers get caught up in little details and find themselves wading through inconsistent timestamps or gleefully showering clients with the latest UI fashion. Instead, take an error as a warning sign, and keep your eyes peeled. These common programming flubs are only true problems if they are consistent; one or two won’t hurt your reputation or work output. But for fewer headaches all around, beware the details that can try to trip you up.
If you are looking for a career in IT, contact the staffing experts at The Armada Group today. We have the network and resources to help you land your next job.
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.
The Ins and Outs of New Hire Success
Bringing on a new employee is the end of the tedious searching and interviewing process, but it is only the beginning of integrating that person into your existing team. The training process for a newly hired software engineer depends on the company and the individual’s level of experience; regardless, there are some basic guidelines—and some pitfalls to avoid—when it comes to getting the best out of your new hire.
The most important factor in a training program for a recently onboarded software engineer is to make it specific. Break out small steps, as opposed to only focusing on a larger, more vague plan. Give your new hire specific tasks, with measurable results.
Identify the areas your new hire will need to become comfortable with: company-specific tools, platforms, and code base; the development process for new concepts; and the details of any new job environment.
While larger companies frequently have the resources and budget to hold classes, send new hires to conferences, and provide focused, long-term, one-on-one training, smaller organizations cannot afford the expense and loss of productivity that those options entail. Much of this knowledge can be acquired intuitively over time, but the purpose of the training program is to speed up the acquisition of knowledge so that you can quickly have a productive employee.
A focus on books and online training can replace expensive classes and seminars. Reading the code and code reviews, staples of most software engineer training programs, are still highly beneficial for learning the environment, though they run the risk of making the new hire feel like they’re being put under a microscope prematurely.
The obvious pitfalls of many training programs are that they either overwhelm with new information, or proceed so slowly that your new employee is bored. Balancing new information with preexisting knowledge can be difficult; many say the best ratio is 50% prior knowledge (such as simple problem-solving, reviewing the code base, development methodologies, or working with a familiar interface) and 50% new learning (such as company-specific systems and complex architecture).
Learning from a base of knowledge is the general key to a successful training strategy. By gaining familiarity with the newest member’s background and prior experience, you’ll be able to build off that platform as you introduce new concepts and requirements. Start with small goals to keep them excited and productive, and build upon each day’s successes.
A Good Investment
A new employee has immense long-term potential to benefit a company, but the initial training stages will create a temporary drain on your resources, as current employees will have to take time to train the new hire. If you can balance this short-term loss of productivity with a customized, effective training program, you’ll see an exceptional return for your efforts, in the form of another dedicated, enthusiastic, competent employee.
If you are looking for software engineering talent in California, contact the staffing experts at The Armada Group today.
Red flags to avoid
You have finally scheduled an interview for the position you’re hoping for, but you’re far from the finish line. The hiring manager has clearly reviewed your resume and expressed interest in your as a candidate, so a strong interview could be the last hurdle before you land your new job. While the basics of interviewing can be easily accomplished—don’t be late, dress professionally, and so on—there are more subtle actions and phrases that can turn off an IT hiring manager. Don’t fall prey to these common mistakes.
Mistake #1: Not doing your homework on the company you are interviewing with
Just because you’re the perfect fit for the position description doesn’t mean you’re right for the company, or that it’s right for you. It’s an embarrassment, to say the least, to go into an interview and be asked a question like “What 3 things did you learn about our company from our website?” and not being able to articulate an educated answer. A hiring manager can immediately tell if you haven’t done your research—if you aren’t willing to invest time to learn about the company beforehand, they’ll likely assume you won’t after being hired.
Mistake #2: Failing to listen actively
Interviews are your opportunity to present yourself and your qualifications. That doesn’t let you off the hook for listening to what the hiring manager is saying—and if you don’t breathe long enough to actively focus on what you’re being told, you’ll be on your way posthaste. Active listening goes beyond simply hearing words, and requires digesting and responding to what’s being said. Without it, you can’t connect with the hiring manager, and they’re likely to not value your input since you don’t value theirs.
Mistake #3: Being a Robot
The ability to work as a team is important, and a hiring manager will likely make sure you have that experience before taking you on. However, it’s possible to be TOO team-oriented in your interview, to your own detriment. If you consistently talk about “we”—as in “we took this approach”; “we implemented this software solution to solve X”—you run the risk of appearing to be an insignificant contributor to the initiative. It’s a fine line: don’t act like you single-handedly delivered a 50 person, 25 man-year project; at the same time, make sure the hiring manager knows your specific contributions to a successful outcome.
Mistake #4: Giving robotic answers
One of the biggest turn-offs for a hiring manager is when an interviewee fails to present herself as an individual, with specific talents and expertise. This goes beyond setting yourself apart from the “we” of your team, and involves telling detailed stories and real-world practical answers from your past. If all you offer is methodology, you’ll be perceived as no different than any other potential employee. It’s the specific facets of how you approach your work that will set you apart.
Become a shoe-in
Obviously, you want to make a lasting, positive impression at your interview. By learning as much as possible up-front about the company, actively paying attention to the conversation with the hiring manager, asserting your initiative as well as collaborative skills, and focusing on your qualities in addition to book smarts, you’ll position yourself as someone to keep an eye on—and, better yet, someone to hire.
If you are looking for top IT positions in California you need to be prepared for the interviewm. Let The Armada Group help you develop a job search strategy, and land you an interview with your ideal company.
The power to hire
LinkedIn is quickly becoming known as the place to be seen if you're on the hunt for a new job; it's easy to post your resume, connect with others in your industry, and seek out new opportunities. Blindly filling out a profile, though, won't garner the results you're hoping for. Instead, enact a strategy for utilizing LinkedIn's tools to promote yourself successfully. With the right words and the right apps, you'll be found by the right people.
Focus on the bones of your profile
The profile section on LinkedIn provides an up-till-now unheard of benefit: the chance to put what is essentially your complete resume online, in a location where you know recruiters will see it. The first step, then, is to get that information on your profile. You never know who is looking around, but you do know that your info won't be seen if it doesn't exist.
Add enhancements to your profile
When you're confident in the main components of your page, start investigating apps that you can add to boost your content. The SlideShare Presentations app makes LinkedIn go multimedia, with the ability to upload PDFs, share presentations, and even post video. Wordpress can integrate with your LinkedIn profile, syncing your blog posts automatically, so that you reach a wider audience and don't have to think about copying posts yourself; an option to filter enables you to control what syncs. There are plenty of other useful apps, too—look around and see what best fits your profile.
Use your profile to network
Obviously, LinkedIn is best used for networking. Making connections offers you ins to new companies and people, giving you a foot in the door for your dream job or even just creating a cadre of individuals you can contact for various needs. Another app, Events, shows you what events are happening in your industry or within your network. Attend the events, engage in conversations on LinkedIn, and list your profile on your business cards: take advantage of any way you can spread the word about you and/or your business.
Stay on top of your profile
Once you've established a solid, useful LinkedIn profile, don't let it sit while you do your networking and contacting around the site. If you update your resume, do the same for your profile; keeping your information current is invaluable even when you aren't job hunting. Even information that wouldn't necessarily be included in a resume, like conferences attended or books read, can be added as it occurs, so that anyone looking has your most up-to-date details.
Link yourself in
With a readable, informative profile, eye-catching additions, community involvement, and continual evolution, you know you're getting the best out of LinkedIn. Every industry and employee is different; by making your profile your own, you project a confident presence that's much more likely to be noticed.
If you are looking for more California IT jobs, contact the staffing experts at The Armada Group today. They have the network and resources to help you develop a job search strategy, and land your next job.