With so many resources available online, self-taught developers are becoming more common. While some may have formal education or training in development, augmenting their skills on their own time, others have never set foot inside a classroom.
When you’re a self-taught developer, you may face obstacles that hinder your ability to find a new job. Many employers rely on resumes to make hiring decisions, and not having a degree to back up your capabilities could lead them to eliminate you from contention even if you have the right skills.
Luckily, there are things you can do to increase your odds of landing a great employment opportunity. If you are a self-taught developer, here’s what you need to know.
Even if you are generally satisfied with your position, the idea of expanding your role can be exciting. This can include getting your hands into a particularly interesting project, gaining a new skill, or working with a team that you admire.
Branching out isn’t always easy, especially if you don’t want to overstep any boundaries that may exist within the organizational landscape. But failing to expand your tech role could lead to missed opportunities and stymied growth, making an attempt typically worth your while. To help you explore new opportunities without stepping on any toes, here are some tips to get you started.
Before you ask to be added to a specific project or request additional responsibilities, it is essential that you have a full understanding of how you can provide value to the business by getting involved in those tasks. This allows you to explain how your participation positively impacts the bottom line, making your case more powerful, especially if you can quantify the result.
Ultimately, you have to create a pitch to “sell” why the company should let you expand your duties, and your points can’t all be self-serving. Demonstrating your value shows the business what is in it for them, making it easier to secure their approval.
Make the Most of Learning Opportunities
At most companies, there is a range of learning opportunities available to employees; you just have to know how to spot them. Anything from formal training to workshops during lunches to job shadowing can be effective ways to branch out and increase your knowledge.
Start by exploring the kinds of options that are made available to workers and see if any catch your interest. If so, examine the requirements for participating and explore the value of your attendance.
In some cases, offerings that may not be specifically aimed at you could still be helpful, though you may need to pitch the idea to your manager to get approval. To do so, use the advice above and demonstrate how your participation benefits your department or the company as a whole. Whenever possible, use specific examples and quantify the information, as they will be the most effective approach.
Invest in Yourself
Sometimes, your company won’t have the kind of learning opportunities you need to help you meet your goals. However, that doesn’t mean you can’t invest in yourself and pursue additional education on your own time.
Often, the majority of your professional development falls squarely in your hands, so don’t let a lack of options in your workplace stop you from exploring skills that interest you. And, if your company has a training budget that allows them to cover educational costs for things like classes and conferences, see if you qualify.
If you are interested in branching out by finding a new position, the team at The Armada Group can connect you with leading employers in the area. Contact us today to see how our services can benefit you.
The idea that the IT staff remains tucked in the back room surrounded by machines, emerging only when some technical problem occurs that no one else understands, is rapidly becoming a myth. Today’s IT shops are moving toward greater collaboration, with the understanding that when users and IT work together, better systems result.
Increased collaboration between IT and customers is best-accomplished through greater integration with the rest of the business. This organizational collaboration can not only improve the technologies being used, but also help IT pros advance their careers through better soft skills and more recognition.
Here are four ways your organization can bridge the gap between IT and its customers, whether they’re business users or company clients.
Partner IT staff with other departments
In an organization with multiple departments, IT typically serves a function for all of them. One of the best ways to bridge tech people with the rest of the company is to assign IT staff to a specific department, allowing them to partner with a business unit and focus on solutions for that unit.
By working directly with another department, IT can solve problems more efficiently. In these types of partnerships, technology may actually be the last solution IT turns to — the partner should first consider whether the issue can be solved by bringing in different people, or implementing new processes. This improves IT efficiency, reduces costs, and diminishes wasted time and resources.
The partner approach can also help IT professionals enhance their careers. Opportunities to work directly with another department allow them to broaden their soft skills and increase problem-solving abilities, while exposing them to different processes within the company.
In larger organizations where IT is responsible for keeping multiple departments up and running, creating centers of innovation can vastly improve processes and efficiency. Build small, specialized IT teams, each focused on working directly with one department, and maintain a core IT department to oversee the individual teams.
This type of structure works best in organizations that rely on innovation and integration, such as medical facilities, corporations, and large-scale or industrial production. A decentralized IT program also encourages tech employees to participate directly in other aspects of the organization, and develop a greater understanding of their focus areas to streamline operations and drive innovation.
Connect IT with end users
Even integrated IT staff are often confined to working within the organization, and rarely have the opportunity to interact with the people who use the company’s products or services. By facilitating interaction between IT employees and end users, you can encourage fresh ideas and stronger motivations to perform.
There are several ways to connect IT people with customers. Regular visits to other business units is a good start, but you can also send IT staff out with sales reps or other external-facing employees to shadow their interactions, or even organize business functions where the staff and customers have the chance to mingle. When IT is able to see the impact their work has on real people, they’re more engaged and motivated to deliver the best possible experience for end users.
Come out of the cave
In small to mid-sized companies and more integrated work environments that don’t necessarily have many departments, IT employees should be encouraged to leave the back room and spend time on the shop floor, so to speak. The more interaction IT has with the rest of the employees and the rest of the business, the better their understanding of their own function within the company.
Through direct observation of business processes, IT professionals can often spot issues that no one had been able to pinpoint previously, and make changes that will improve efficiency. Encourage IT staff to ask other employees questions and listen carefully to the responses, so they can develop a sense of the real needs of the business — and come up with more creative ways to meet them.
Regardless of company size, frequent interaction with other employees and end users can help IT professionals further their careers. They’re able to develop skills that are underused in direct IT work, and demonstrate that tech people are people, too — breaking down the stereotypes and perceptions that would otherwise prevent them from advancing.
As the digital landscape becomes increasingly crowded across every channel, and users continue to tune out traditional advertising, it’s more challenging than ever to differentiate online. For this reason, more companies are seeking IT pros who are able to provide exceptional user experiences.
What makes a great user experience? Here are 10 important considerations for making your websites, apps, or programs user-friendly — and more likely to succeed.
The majority of companies still use Windows tools and operating systems for one primary reason: It’s what they’re used to. Familiarity is a key component for a successful user experience. Basically, it means that accomplishing something within the environment should be obvious and not require explanation, such as a back button — a familiar tool that’s used in every Internet browser.
2. Responsive feedback
Websites, programs, and applications often include a number of micro-tasks, such as login screens. These tasks should include validation through feedback whenever possible — such as notifying users when they’ve successfully logged in. Without relevant and responsive feedback, users end up focusing intensely on micro-tasks and become frustrated.
3. Smooth performance
It goes without saying that performance is a crucial issue for user experience. If a website, program, or app suffers from performance issues, the user perceives the product as poorly designed or malfunctioning, and won’t be likely to continue using that product.
This attribute relates to the level or degree to which the use of an application, website, or program is obvious to the user. In addition to an intuitive interface, efficiency in features and functionality can enhance the user experience — particularly if there are more advanced tools that can be used with greater efficiency as the user becomes more familiar with the product.
Products that are actually helpful to users in accomplishing real goals deliver a better user experience. If a program, website, or application solves a business problem but disregards user needs, the experience is diminished for the user.
6. Relevant content delivery
A satisfying user experience should include relevant and valuable content, delivered in a timely manner. Ecommerce giant Amazon has mastered this aspect of the user experience with features like product recommendations, customer reviews, and a powerful and intuitive search function that deliver the right content at the right time.
7. Internal consistency
The user experience is enhanced when an interface or application handles similar tasks in similar ways, making the overall experience more intuitive and shortening the learning curve. In addition to internally consistent functionality, consistence in visual design is vital for presenting a professional and well-organized product.
8. External consistency
This refers to the visual appearance of a program, website, application, or interface aligning with its purpose and matching the expectations of its target audience — such as a polished and professional look for a website offering legal services, versus a fun and colorful theme for a site offering products for children.
9. Contextually appropriate
The interface for the user experience should match the environment in which the product will be used. For example, a product used for military applications should be more compact and rugged than one used in a restaurant, where the environment allows for a larger and more detailed interface.
In many cases, there is an implicit trust when users first work with an application or interface that the product will work as intended. Any issues that impact user engagement, such as error pages or non-working features, can erode that trust and diminish the user experience.
Especially after a very strong interview, most candidates impatiently await the news from a recruiter. However, it’s a professional faux pas to call a few hours after interviewing to see if the interviewer has made a determination. This causes frustration and – chances are – there’s other candidates who have yet to interview. Here are a few keys regarding recruiter etiquette and proper follow up contact:
- Be patient. There are usually between three and five final candidates for a single slot, and some companies require interviewing them all prior to making a determination. Most recruiters have a massive workload, so it’s nothing personal – there’s just a lot going on behind the scenes.
- Send a follow up email first. This is the best and quickest means to professionally tell the interviewer and recruiter “Thanks for your time and the opportunity.” It’s generally accepted best practice to send this email the day after. The only exception is if your interview is early in the morning; in this case, sending an email that afternoon is acceptable.
- If you don’t hear back from your recruiter after a few days, don’t fret. The worst mistake a candidate can make is to not follow up. The second worst is to call the recruiter repeatedly.
- After three days or so, it’s within the expectation to call the recruiter. If he or she doesn’t answer, leave a voicemail. Most professional companies will call you and tell you either way, but after a few days, a reminder is warranted.
- If, after following up, you don’t hear from the recruiter for a few days – try again. Try different methods every few days, and vary calling times. However, it is not customary to call or email more than twice a week. Any more than that is unprofessional. However, after a two week period – it’s probably time to send a final email thanking them again, and request that they hold on to your resume for future career opportunities.
- Asking for the position subtly is great – especially in person – but on a follow-up call, do not ask “Did I get the job?” Instead, try “I wanted to follow up and see if you and/or the manager have made a determination?”
Finding a new job can be stressful, but it’s worth it once you get the best offer from the right job. There’s a lot of time that goes into it on the recruiter’s end, and it’s not usually an overnight process. Follow these tips for professional etiquette in following up.
At The Armada Group, we take the stress out of the process. We work directly with candidates to ascertain their skill set and company view, and pair them together with the best fit. This helps long-term job satisfaction, and increases overall success. We work with elite talent from some of the largest and fastest growing tech companies in the world. Contact us today to see how we can help you
Looking for Java Developer Jobs in Mountain View?
Java has been around since the 90’s, but that doesn’t stop it from being one of the world’s foremost object oriented programming languages. With the tech boom the last decade or so, IT has positively exploded once the average person realized how revolutionary it really is. Along with this explosion was the abundance of new positions. Now, twenty years later (has it been that long?) Java has evolved into a lucrative and defined (no pun intended) field.
As there is much debate as to the differences between programmers and developers, we will report numbers for both. Here are some of Palo Alto’s salaries for these positions.
If you’re new to Java, and have very little or no experience, it is a great place to begin – and with an average salary of $66,600 for a Java Programmer I, there are certainly worse entry-level career paths. The lower 25% still brings in $59,500, whereas the upper 25% yields $75,500. Not too shabby, Palo Alto, not too shabby.
After 3-5 years, it’s time to move up in the world to Java Programmer II. The mean income rises to $83,400, and the lower quartile rakes in $73,500. Finally, the highest quartile brings home $94,300.
As a Java Programmer III, or Senior Programmer (generally 5-10 years in) the average jumps to $103,600. The upper and lower quartiles are $14,700 and $93,000 respectively. There are certainly worse ways to earn a living.
On the Development side, the average is $99,000, with $83,100 and $110,600 as the outliers. (One can debate about what “Developer” means, but the general consensus is that developers attend more meetings. While it may or may not be true, it does pay more, to be sure.) Most people in this position have 3-5 years’ experience and a strong background in Java programming.
As a Senior, there is (naturally) a sizable pay increase. As a senior Java Developer, one can reasonably expect to be offered $114,800, although between $101,700 and $132,800 are all possible, depending on experience and company. The top 10% net $149,148, though it’s doubtful their experience level is 5-*10 years like the rest of the senior positions.
Regardless of where you are in your career, Java is an incredibly important computing language that pays well, especially around Silicon Valley. And we want to help you get there.
At The Armada Group, we specialize in elite, on-demand talent. We work with some of the most innovative ad fastest growing companies in the world, and we recruit for a variety of roles and positions. If you are looking for java developer jobs in Mountain View, contact us today.
When considering the hottest skills for software developers, the first thing that comes to mind is usually programming languages, platforms, and technology types. But you may be surprised to learn that the most important skills for developers might not be the kind you use for writing code.
The reason is that many software developers have the same technical skills set—but not all of them have the right non-technical skills. For today’s employers, good soft skills are in high demand. In a field crowded with candidates, these skills can help you stand out and land the career you want.
Dealing with people
The notion of the awkward, anti-social IT person that everyone tolerates because they can talk just fine to the machines is heading for extinction. No matter what kind of work you do—unless you’re a solo entrepreneur with a huge, independent cash flow—your software development career is going to involve other people.
Employers are looking for software developers who can work well not only with the rest of the development team, but also co-workers in other departments, managers and executives, investors, board members, and even customers. These people skills involve tact and diplomacy, a willingness to listen and take feedback, and often, the ability to explain complicated technical concepts in non-technical terms.
This is an absolutely critical skill for any software developer, because it is the definition of the work you do. No matter how complex or time-consuming the work, every software development project is about solving problems.
Software itself is something that solves a problem for the end user. Developing it means solving a series of problems on the way to the final solution. Without good problem-solving skills, you can’t be a good software developer. This is why technical interviews are often so difficult—employers want to know that you can solve problems, preferably quickly and creatively.
Technology is changing rapidly. Every day, some portions of technology decline toward obsolescence, while other portions rise to take their place. For this reason, employers prefer software developers who can learn new things on their own, quickly.
Even more importantly, you should be able to demonstrate your enthusiasm for learning and trying new technologies. It’s often easier than you might think to learn a new programming language, framework, or platform—because in most cases, you’ll have a decent foundation in place. Earning new certifications or developing side projects using different technologies is a good way to show an employer that you’re all about learning.
In software development, naming is important. You’ll often deal with reading and understanding code that includes components named by someone else, and when you write code, you’ll have to come up with several names for objects, concepts, and data along the way. These names need to help other people understand your code—and serve as a directory for yourself as you make changes.
You can impress an employer if you hand them a piece of code you’ve written, and they’re able to follow it through your logical naming methods, variables, and classes. Naming is a skill you need, both to make yourself more employable, and to improve as a software developer.
Developers need to have a solid foundation in some core technical skills. But when it comes to getting hired, you’ll also need these essential soft skills that enable you to work within a team and demonstrate your value to employers. Be sure to invest your time in improving your soft skills as well as your tech knowledge.
If you are looking for software developer employment in Sunnyvale, contact us today.