When you want to make the most of your IT career, it isn’t uncommon to jump online and learn about high-paying opportunities in the field. However, this usually results in article after article discussing the highest-paying jobs in IT, and this isn’t always helpful to tech professionals who aren’t interested in switching specialties.
After all, it can take a significant amount of time and training to go from a focus on networking to concentrating on cybersecurity. Additionally, you may have to take a few steps down on the career ladder to make a transition like that viable, and that isn’t always a lucrative approach.
However, you can still enhance your earning potential without having to fully reshape your IT career. By acquiring specific high-paying skills, you can make yourself a more valuable employee, even within your current niche.
If you are wondering which skills are potentially worth pursuing, here are some of the highest-paying tech skills of today.
As companies continue to become more data-driven, having skilled professionals who can understand and enhance the complex relationships between systems, applications, and databases is a must. Additionally, they also need IT pros who can design and implement new storage and management systems, ensuring they have the ideal solution for their needs.
While data architecture may be managed by someone specifically in a data architect role, these duties may also be assigned to other professionals. For example, database administrators, application developers, project managers, and business analysts may benefit from this skill set, allowing them to earn more while remaining in their specialty.
Complex Event Processing (CEP)
While CEP has been around since the 1990s, it is particularly relevant in today’s business world. Big data, cybersecurity, and IoT have increased demand for this form of data processing, allowing data correlations based on information stored in multiple systems to be more easily identified.
CEP may be helpful for cybersecurity, IoT, data analytics, and a range of other IT professionals, making it a valuable skill to add to your repertoire.
A subset of artificial intelligence (AI), machine learning skills are increasingly valuable as more companies look to create systems that can improve how automated tasks are performed without the need to explicitly program them at each juncture. Additionally, machine learning is relevant to a range of IT specialties, including cybersecurity, data analytics, IoT, e-commerce, and more.
Since the technology has so many potential applications and is still relevantly new in the business world, adding machine learning skills to your arsenal can be particularly lucrative.
Another subset in the AI space with significance in multiple IT specialties, prescriptive analytics involves processing historical data, identifying trends, and locating patterns as a means of creating meaningful predictions about future events that are accompanied by actionable recommendations. The suggestions provided take this technology beyond predictive analytics, and it is likely to become more prevalent as companies learn to harness its power.
Since prescriptive analytics can be relevant in a number of specialties, including cybersecurity, data management, IT operations, and application development, it’s a skill that can provide value to a variety of IT professionals.
Ultimately, all of the skills above are some of the highest-paying ones in the IT world today. By adding them to your repertoire, you are empowering yourself to have a more lucrative career, even without having to change IT specialties.
If you are interested in learning more or are searching for new tech job opportunities, the professionals at The Armada Group can help you explore your options. Contact us to speak with one of our experienced recruiters and see how our expertise can benefit your career today.
When you move on to a new role, the idea of staying in touch with your old boss may seem odd. This is especially true if your relationship wasn’t always ideal or was downright challenging at times. Even if you had a strong connection, which can occur when a supervisor isn’t just overseeing your work but also helps you grow as a professional, touching base regularly might feel strange, particularly when it comes to discussing how happy you are in your new job.
However, remaining in contact with your former manager is actually a smart move, especially when it comes to the success of your career. If you are sure why, here aren’t four reasons to stay in touch with your old boss.
Just because you’ve started in a new position doesn’t mean your old boss can’t offer you guidance during trying times. In fact, they can be an excellent sounding board when you run into challenges, as they aren’t personally involved in your new work situation.
As long as you aren’t in a profession where discussing the details of your new role with someone outside the company could be an issue, don’t discount how valuable your former manager’s advice could be during a time of need. They could become a helpful mentor during your career journey, but that can’t happen if you don’t stay in contact.
Ultimately, few people understand your professional strengths and weaknesses like your former manager. This makes them uniquely positioned when it comes to helping you determine what areas you should focus on if you want to grow your skills.
While they may have shared some of these details with you while you were part of their team, they may be able to speak more bluntly now that the relationship is over. By staying connected, you can invite them to discuss these points with you without being hampered by policy or formality, and you may learn valuable tidbits you wouldn’t hear about any other way.
When you land a new job, the idea of having to secure another one in the future is usually the farthest thing from your mind. However, unless you are approaching retirement, there’s a decent chance you’ll end up on the job market at some point during your career.
Like you, your old boss maintains their own professional network, and they may hear about exciting job openings at other companies. Additionally, like you, your boss may secure a new opportunity with another business, giving you a connection to a new organization.
By staying in touch with your old boss, you can count on them as part of your network. That way, when it’s time to find something new again, you can reach out and see if they are aware of any jobs that may suit you.
When you need to provide a prospective employer with contact information for a reference, being able to list a former manager is often ideal. In most cases, your old boss’s input is valuable for a few years after you leave that position, so keeping in touch ensures you can provide their details should the need arise.
Even if you landed your dream job, it’s always wise to have a plan in case you end up on the job market sooner than you expected. Unanticipated events, like a layoff or emergency move, can throw your career off track, so having important references available is always essential.
Those are just a few of the reasons why it’s smart to stay in touch with your old boss. If you would like to learn more or are hoping to land a new job soon, the staff at The Armada Group can help. Contact us to speak with one of our highly skilled team members today and see how our career management expertise can benefit you.
At some point, nearly everyone experiences stress related to their boss. However, when your manager is genuinely incompetent, dealing with the situation can be incredibly taxing.
While severe ineptitude is generally rare in the workplace, it does occur. Usually, it is the result of an individual receiving a promotion for the wrong reasons or being tasked to oversee positions when they aren’t overly familiar with the person’s specialty.
Luckily, it is possible to thrive at work, even if you have an incompetent boss, though it does require getting into the proper mindset. Here’s how to get started.
What may initially appear to be incompetence may, in fact, be something quite different. If your boss is overtasked or under significant pressure, their missteps may be the result of those stresses and not a lack of understanding.
By assuming an empathetic mindset, you may be better equipped to discover the nature of the issue. This could lead to a revelation that they aren’t actually incompetent or at least make it easier to understand that bosses, like all people, are human and can make mistakes.
Sometimes, your frustration can cloud your judgment, making it hard to find a reasonable approach to the situation. If this occurs, requesting advice from a trusted colleague or mentor may help you gain perspective and find workable solutions, giving you the tools necessary to cope with an incompetent boss.
When you discuss an issue with your boss or have a request, don’t just approach them with the problem. Instead, also provide them with potential solutions that can help them fulfill your needs. For example, if you need their help, require their input, or need permission to go forward in a particular direction, make that clear. Then, if your boss can’t fulfill that need, present an alternative that allows you to get what you need.
This approach allows you to help your boss solve the problem, making the entire situation easier on everyone.
Prolonged periods of stress can be harmful to your health, so practicing self-care is a necessity while you navigate the situation. For example, resist the urge to victimize yourself or spend a significant amount of time complaining to others, an approach that typically doesn’t yield positive results.
Instead, focus on the positives of your job and use those points to stay motivated and happy, limiting the psychological impact of working for an incompetent boss.
In some cases, looking for a new job may be the best solution if your manager is genuinely incompetent. It gives you the ability to find a boss and environment that better meets your needs, allowing you to obtain greater job satisfaction and reduce stress.
If you are interested in finding a new position, the skilled professionals at The Armada Group can connect you with leading employers throughout the area. Contact us to discuss your ideal role today and see how our services can benefit you.
Whether you are applying to an IT job or a position with a tech company, you typically expect to be asked certain technical questions. After all, they either apply to the role itself or the organization’s business model, so these inquiries have an innate level of relevancy.
However, it isn’t uncommon to be asked non-tech questions as well. Typically, questions that fall outside of the tech landscape serve a critical purpose in assessing whether you are a strong fit for the position or the company as a whole.
Even tech giants like Google and Amazon branch into non-tech areas, regardless of whether the position is tech-oriented. If you are wondering why they ask their candidates these non-tech job interview questions, here’s what you need to know.
Soft Skill Assessments
Communication skills, problem-solving capabilities, and leadership potential are often highly relevant to nearly every company, regardless of the position itself or their industry. Hiring managers will often ask non-tech questions that help them assess a candidate’s soft skills as a means of determining whether the job seeker possesses the right mix to be successful in the role.
For example, if you are asked for an example of a time when you used data to make actionable recommendations (something Amazon has been known to do), the hiring manager is looking for insight into your analytical skills and how you use them to benefit the company.
Similarly, being asked how you would prioritize or choose from assignments from multiple leaders in the organization gives the hiring manager information about how you assess your skills, any preferences you may have, and how you approach challenging situations involving workplace dynamics.
Since soft skills are incredibly valuable assets, hiring managers want to know which you possess and how you use them to be effective in a position, and non-tech questions are a common approach for making these assessments.
When it comes to determining whether a candidate fits into a company’s cultural, tech questions aren’t always ideal. Instead, hiring managers use non-tech questions to assess whether the environment is right for you.
For instance, questions about your preferred management style can let them know if you would thrive or struggle under the position’s manager. Asking you to describe an ideal physical environment helps them ascertain whether the workplace itself matches your preferences.
Similarly, requests for examples of how you function as part of a team provide powerful insights into how you work in group scenarios and whether your approach would mesh with your coworkers.
Ultimately, non-tech questions help the hiring manager get to know you beyond your technical capabilities. Since cultural fit and soft skills are so important in every workplace, it’s wise to anticipate that you’ll face similar questions yourself, as they are practically guaranteed to arise.
If you are interested in learning more or are seeking out new job opportunities, the team at The Armada Group can help. Contact us to discuss your goals today and see how our services can benefit you.
It wasn’t long ago that IT functioned in a supporting within nearly every business, learning about the business rules and processes and identifying corresponding solutions. Now, technology is evolving at a rapid pace, having the capacity to define the business and serve as a source for positive organizational change.
As things have shifted, IT is tasked with being a leader in innovation and has certainly become a more visible component within the company thanks to its ability to be the root of future successes. This makes matching your tech to the business incredibly critical.
If the idea of making your technology match the company is new to you, here’s how you get started.
Concentrate on Creating a Competitive Advantage
With the number of IT solutions available on the market today, it’s easy to become sidetracked by offerings that don’t align with your larger strategic goals. Instead of allowing yourself to be automatically caught up in the latest developments, focus only on those that will enable you to create a distinct competitive advantage, preferably one that is sustainable.
Ultimately, every business has mission-critical tasks that help with market differentiation, and supporting these activities through updated tech can allow your company to stay ahead in the overall marketplace. Identify the areas where the organization truly stands out from the crowd and seek out tech that can make it easier to maintain that advantage.
At times, you’ll need to dig deep into how the business operates to figure out which areas truly deserve special attention. You may need to ask certain questions, often repeatedly, that allows you to drill down to the core areas where a competitive advantage exists as many people want to believe that their company outshines the competition in every possible area. However, every organization will have a core focus that separates them from similar offerings in the marketplace, and those are the areas that truly deserve additional innovation as a means of staying ahead.
Befriend Best Practices
Once you’ve identified the company’s competitive advantage, it’s time to build best practices that keep everyone aligned with this goal. Generally, this means standardizing specific activities and simplifying your core objectives so that everyone can operate on the same page.
In the end, every project IT takes on should be for the betterment of the primary competitive advantage. Those that don’t align with that concept should usually be set by the wayside, at least temporarily, so that the larger goal of remaining ahead can be the focus.
By ensuring your tech matches your business, you can increase your odds of maintaining your advantage without wasting time, energy, or other resources on tasks that genuinely aren’t as critical to your success.
If you are interested in learning more or are seeking a tech professional who can help you reach your goals, the professionals at The Armada Group have the expertise you need to succeed. Contact us to learn more about how our services can benefit you today.
If your developing a career in DevOps, the idea of being a Senior DevOps Engineer may be particularly enticing. Like any upper-level position, you’ll need to possess the proper skill set and also make an effort to separate yourself from your peers.
To help you begin on your way to becoming a Senior DevOps Engineer, here are some tips to get you started.
First and foremost, you’ll need to be especially proficient in a range of scripting languages, including options like Bash, PowerShell, and Python. You may also need to be familiar with working on multiple computing platforms, such as Linux and Windows.
When web services are a component of your development efforts, being experienced in RESTful services is beneficial. And, to meet project objectives, you may need a thorough understanding of continuous integration and delivery, as well as knowledge of configuration management concept.
Since cloud services and tools can play a vital role in DevOps, being familiar with CM tools and frameworks like Chef and SALT can help you get ahead. Expertise in test automation is also highly desirable and can help you stand out from your peers.
Like most IT positions, Senior DevOps Engineers also need a range of soft skills to excel. Most importantly, you’ll need strong written and verbal communications skills, including the ability to make complex information more accessible to stakeholders who may be less tech-savvy.
Planning and organizational skills are incredibly useful as they make it easier to keep projects on track and ensure you are handling your tasks based on any applicable deadlines. Being able to work as part of a team is also crucial.
Senior DevOps Engineers may also need to guide junior team members, so leadership skills can help you move up the ladder to the next level position.
Securing a Promotion
While there is no guaranteed way to obtain a promotion, certain efforts increase your likelihood of success. For example, volunteering for leadership roles can help you develop your skills and assert yourself as someone who can direct and manage the work of others. Taking on new challenges shows your interested in expanding your knowledge base and growing in the field while participating in professional development activities also demonstrate you are working to keep your skills sharp and relevant.
You also need to meet the fundamental requirements of your current position, such as meeting your deadlines and maintaining high-quality standards. Additionally, you need to be open to feedback and work diligently to follow any advice that can allow you to become a top employee.
Securing a promotion is generally about more than just being technically proficient, so aim to become a well-rounded employee who is willing to go the extra mile and support larger team goals to ensure the company has everything they need to succeed.
If you’re looking for a new DevOps position, the professionals at The Armada Group can connect you with some of the most innovative employers in the area. Contact us to see how our services can help you get ahead in your career.
With competition for top talent in the IT field being fiercer than ever, many companies are exploring new options to help with recruitment and retention. One such benefit involves paying for employees’ certifications.
While the benefit to workers is clear, as having a business cover the cost of any form of continuing education is seen as a boon, some organizations struggle to see the value it provides to them. However, paying for employee certifications can actually be a very smart move when handled wisely. Here’s what you need to know.
Fill Skill Gaps
Even in today’s tech-oriented world, it can be hard to find candidates who possess the skills you need to round out your team. And, with unemployment among IT professionals remaining well below the national average, it may only become more challenging.
Choosing to pay for employee certifications can ultimately help you overcome any existing skill gaps as you can sponsor the training of your top employees, giving you access to their new skills. Essentially, you can mold your current staff into an ideal team, covering all the competencies you need to move forward towards your goals. And, by selecting truly talented workers for the task, you can almost guarantee they’ll come back with the level of understanding you need.
Many businesses turn to traditional offerings, like raises, to keep talented employees on staff. While a larger paycheck is likely to have a positive impact on workers and may improve retention rates, the direct benefit to employers isn’t necessarily as high as with paying for certifications.
Most IT professionals see the value in additional certifications, as it can help them move forward in their career, and companies can benefit from their increased skill level, helping them achieve their goals as well. In some cases, offering certifications in lieu of salary increases can have a similar effect on retention, won’t necessarily cost more than a raise, and gives your company access to skills that may otherwise be unavailable.
Having an employer support professional growth can be seen as a substantial benefit for workers. Not only does it save them from having to pay out of pocket for additional training, but it also proves the company is invested in their forward progress and various personal goals.
In the end, this can lead to a happier workforce, increasing productivity and improving retention. In addition, employees who are satisfied with their employer are more likely to stay for the long haul, and may also share their appreciation with others, making recruitment efforts easier as well.
Offering to pay for employee certifications does require a strong plan, as you need to exude a level of control over which options are supported and who would qualify for such a program. However, by investing in this area and creating a strong guiding structure, your company has a lot to gain from the arrangement.
If you would like to learn more or are seeking an IT professional to join your team, the skilled staff at The Armada Group can help. Contact us today.
Some people shout. Some people whisper. Some people use metaphors to make a point, others appeal to emotion, and others pile on fact after fact to lead you to a conclusion. There's nothing wrong with any of these methods, and all of them can be effective. In fact, if you understand your audience, you can tailor your communications to use the method that will work best with those particular people.
Understand Who You Are Speaking To
If you are speaking one on one with a person you know well, you can choose the style that they respond to best; it's not true that everyone who works in technology thinks like Mr. Spock or Mr. Data. When you speak with a group, you can't match each individual's preferred communication style, and may need to make some assumptions. It's fairly safe to assume that a technical audience wants to hear facts and a logical argument. Managers may also prefer this. Other audiences may need a more emotionally based discussion.
Just the Facts, Please
When speaking with someone who prefers to see the data behind an argument, give them the facts in a logical order. Help them reach the conclusion you want by showing how the facts link together to support their position. Don't bring in extraneous points; keep the discussion focused. Respond to questions straightforwardly. Allow these logical thinkers time to review the facts and reach a conclusion.
When speaking with someone who's driven more by emotions than simply data, it isn't enough to simply present facts and show how they lead to a specific conclusion. While you can't ignore the facts, you need use stories and present them in a context that shows their impact. Expect and encourage an open, freewheeling exchange of ideas.
Build a Great Team that Communicates Well
Communicating with your team is easier when the team is made up of highly skilled professionals who are good at their job. The Armada Group has a deep database of candidates to match to your open opportunities. With our understanding of our candidates and the requirements of your open positions, you can quickly add top talent to your team. Contact us to get started.
Gartner estimates that there will be more than 20 billion connected devices by 2020. All of them need to be designed, programmed, and supported by workers with leading edge technical skills. Here's a look at the technical skills that will get you hired.
Circuit Board Designer
Prototypes of IoT devices are often built with off-the-shelf components, but once a design is ready to be turned into a product, companies often need custom circuit boards that are optimized for the product's key features.
Making IoT devices perform useful functions requires programming their microcontroller. While the devices can be programmed in their own assembler language, it's more typical to develop applications in C or C++. The Arduino prototyping platform provides a library of C/C++ functions for developer use.
While IoT devices are often small, they generate large amounts of data, such as sensor measurements recorded every few seconds. Building the backend systems that can store, manipulate, and generate meaning from the data requires familiarity with big data and analytics skills.
Many smart devices need to incorporate location awareness into their functionality. Developers should learn how to work with coordinates and map data.
IoT devices must be connected to networks, which makes them potential entry points for hackers who could then gain access to other sensitive information. In addition to protecting the devices themselves, the devices are often managed through web or mobile applications that contain personally identifiable information that must be kept secure.
If you've got these skills, The Armada Group can help you find a job that puts them to use building IoT devices that will transform the world. Contact us to learn how our decades of experience and understanding of the technical jobs marketplace leads to rapid placements and career success.
Happy employees are good for business. They're less likely to quit, and more likely to focus on customer satisfaction. But you can't buy happiness – this is true for companies as well as for individuals. Bigger paychecks only go so far. One study shows less than six percent of an employee’s happiness comes from how much they make.
The rest of their happiness comes from social factors, like intellectual achievement, recognition, work-life balance, and friendships on the job. These can be challenging to achieve at work, but the good news for businesses is that it doesn't always take a lot of money to boost employee satisfaction and engagement. Use these tips to improve employee happiness:
1. Keep employees challenged. Some workers may be happy doing the same thing over and over again, but for most it gets tedious and unsatisfying. Give your staff variety in their assignments. They'll get to use their brains in new ways and develop new skills, which makes both them and you happy.
2. Give employees autonomy. People derive more satisfaction from completing tasks through their own efforts. Micromanaging the details of how employees do their jobs takes away that satisfaction, and also leaves the sense that you don't trust them.
3. Give employees the tools they need to succeed. Giving employees autonomy to solve problems themselves doesn't mean withholding support. Make sure your staff has the training needed to complete an assignment. If there's a software package that will make completing the task simpler, go ahead and buy it.
4. Recognize their accomplishments. Public recognition lets employees know that their work is important and that you value it. Giving certificates of recognition, mugs emblazoned with sayings, or gift cards isn't necessary; it's the public expression of worth that matters.
5. Accept that employees have a life outside the office. Help employees achieve work-life balance. This can mean offering an employee-assistance program to help with counseling when needed, but it can also be as simple as planning realistic and achievable project schedules. In the long term, you'll get more out of your employees when they're able to take a break and recharge away from the office.