Technology changes fast, and developers need to keep their skills current to keep up with the marketplace. If you want the opportunity to work on the most challenging new projects, these are the skills you need to know now.
Companies are gearing up for big data projects, hoping to gain a competitive edge from analyzing the data collected by all their interactions with customers and suppliers. There's a vast range of skills needed to support big data work, ranging from engineering tasks that focus on managing and storing these giant collections of data, to analytical tasks that focus on understanding the business and using that data to create insights that drive business success. For the engineering-oriented jobs, focus on skills like Hadoop, Spark, and NoSQL databases like MongoDB. The analytical tasks require data science skills, such as statistical methods and text analysis, plus the ability to program in languages like R and Python.
More and more companies are implementing a "mobile first" development strategy. Because of the small screen size, strong UI and UX skills are needed to build an effective interface. Android is by far the dominant platform; iOS trails in second and Windows, Blackberry, and other mobile operating systems barely register. Learn the languages of choice for both Android and iOS development – Java and Swift, respectively – plus a cross-platform development framework such as Sencha will give you the most options for mobile application, and mobile career, development.
Float on a Cloud
Cloud computing is fast becoming a dominant method of application delivery. Learn the features and APIs for the major cloud platforms, including Amazon Web Service, Google Cloud, and Microsoft Azure. The cloud is also a major contributor to the growth of DevOps, opening up deployment and support career paths for those who understand how to automate the process and monitor deployed applications.
Work With a Staffing Agency
Working with a staffing agency like The Armada Group is a great way to explore the jobs your current skills prepare you for and help you identify the skills you need for the best jobs on the market. Search our jobs or contact us to learn how our services help you build your career, not just find a new job.
Technology has a diversity problem. The shortage of women and minorities in STEM fields including computer science and engineering is well known. As a result, it's difficult to have a diverse workforce. That doesn't mean it's not possible; it just means diversity won't happen on its own—you need to work at it. Make sure diversity is addressed by every step of your hiring pipeline.
Look for Candidates in the Right Places
If you look for candidates in just one place, you're likely to find just one kind of candidate. Widen your net to find a bigger, more diverse pool of potential employees. For example, don't limit yourself to elite universities; graduates of second tier schools aren't second rate. And while there are definite advantages to hiring based on employee referrals, those candidates are likely to be similar to the employee who referred them.
Write Job Descriptions That Appeal to a Wide Community
No one writes job descriptions today that say they're looking for a man, but the language you use can unintentionally turn off women. So avoid describing the job by making analogies to the military or sports teams; even terms like rockstar developer can drive away diverse applicants. Think carefully about word choices; to build a team, lead a team, or manage a team can all attract a different applicant pool. Even the way the job description is formatted can have an impact, with high or low numbers of bullet points driving away male or female applicants.
Make Sure Technical Screenings Focus on Technical Skills
While you want to evaluate all candidates' interpersonal, communication, and leadership skills, don't mingle that evaluation with the technical interview. Conduct a separate assessment that focuses solely on technical ability to avoid any impact from unconscious biases. For coding tasks, ask the candidate to solve them on the computer. This ensures they can solve the problem in a situation close to the real work environment; some candidates are uncomfortable working at a whiteboard, which isn't a requirement when building technical solutions once hired.