Author: gbell

A Leadership Dilemma

Leadership is a topic that I see a lot of posts about on LinkedIn and other social channels. Frequently, it’s some quip about what leadership is or isn’t, or posts about specific behaviors that represent good leaders or bad ones alike. Everyone has an opinion on what makes a good leader or a bad one, but the truth is that there is no specific formula on what constitutes good leadership.

There are certainly basic human qualities that are important to all relationships such as humility, empathy and kindness. Lacking those can certainly make someone poor a leader, but on their own they do not ensure a successful leader. Successful leadership skill requirements vary with specific roles much like any other job. Most successful football coaches tend to be demanding task masters with strong attention to detail, while successful marketing leaders typically espouse flexibility, loose boundaries and playful environments to drive creativity. While there is no one correct way to successfully lead, specific leadership roles will typically dictate the importance of certain skills more than others.

I have always felt that leadership by example sets the bar for a good leader, but that in itself is ambiguous as well and could mean many different things to people depending on their work environment. Being the hardest worker on an assembly line demonstrates an aspect of leadership by example, but doesn’t necessarily make that person a good leader of people.

In society we tend to think of certain roles as being “leadership roles”. A drill sergeant in the military is certainly a leadership role, but are all drill sergeants good leaders? How about the volunteer Boy Scout Troop Leader or even the average high school principal? The obvious answer is…maybe. Leadership skills are definitely required to be successful in these roles, but just because an individual has been hired to perform a role doesn’t necessarily mean that they have the skills necessary to be successful.

I believe that point to be root of the issue within most of the corporate workforce today. Typically, in corporate America, people are promoted into leadership or management roles because they have become proficient within their current role. They may be an expert in technology or marketing or possess some other unique skill, and they may be one of the hardest working and most successful people in the organization. Due to their track records of success and in order to advance their careers and salaries, they are promoted into positions of leadership where they will typically have oversight over a department, a project and likely other people.

This is usually when things get a bit interesting…

We have a highly successful and proficient individual who has mastered the skills of a functional or technical role, taken them out of the role of a doer, and put them into the role of a leader. Their overall goal changes from delivering value and results through their own work to one of delivering value and results through others.

It’s been my experience that most organizations don’t even routinely provide training for this new leader, and they basically assume that their functional or technical proficiency will naturally translate into the role of leader.

For example, in the field of technology, let’s say a Senior Programmer with 10+ years of successful experience in delivering software solutions is promoted to Software Manager and is now responsible for eight resources with varying technical skill sets. As a Senior Programmer, their success criteria is derived from delivering quality code, staying up-to-date on technology, meeting deadlines and delivering innovative solutions. As the Software Manager, the same success criteria applies to their team overall, but some of their new success criteria includes representing the team in management meetings, providing strategic direction and expectations for the group and motivating and engaging the team while supporting their career growth.

As you can see, the success criteria for the individual has changed dramatically, and with little or no training or experience, what do you think typically happens? You guessed it…the individual continues to focus on the aspects of the role that they already know, such as delivering code and delving into new technology. In many cases the individual will still focus on writing code themselves because they enjoy it or may feel it is easier to deliver results on their own rather than relying on their team. This generally leads to team dysfunction and employees feeling not trusted or valued by their boss.

This example obviously focuses on technology, but similar principles apply to most any line of business from marketing to operation to sales. We’ve all experienced it – all you have to do is read your LinkedIn feed to learn about the crappy bosses that are out there. “A good leader cares about me”…”A good leader doesn’t take credit for the team”…”Bad bosses don’t set expectations and then blame me when I don’t meet them”. The list of quotes goes on and on…

Maybe it’s time that we stop blaming the bad bosses out there and focus on the lack of leadership development and leadership selection processes in corporate America. Just think of the example that I outlined earlier – we not only took a highly skilled and successful individual out of their role, which weakened our technical capabilities, but we then placed them in a role that they were either not ready for or not capable of, and ultimately drove disillusionment and disengagement through the entire team. Think of how damaging that is for the team, the department and ultimately the organization.

Maybe it’s time that we make it acceptable for strong functional or technical resources to grow and develop their careers within their areas of strength and not be forced to take on leadership roles to adequately grow their salaries. I recognize that some progressive companies do have dual career paths, but that is not the norm.  A good leadership development programming can also go a long way in helping grow leaders from within your organization, but just as importantly, we should identify the critical leadership skills for a role and develop a method to measure them within a candidate and hire or promote for those skills rather than defaulting to functional or technical expertise.

One of the worst experiences that you can have in your career is being saddled with a bad boss. It’s a helpless feeling that has lasting impact and ultimately drives many people from their jobs. If employee engagement and retention is a goal, which I believe it is for most corporations, focusing on this root problem might be a good place to start.

Then maybe we’ll stop seeing all of the “Good Leader…Bad Leader” quotes on social media.

Five Logistical Benefits in Working with an IT Staffing Company

Hiring a new employee is a large task for any company, and hiring for the IT department poses an even greater challenge. Right now, information technology professionals are in high demand, yet the industry is also vast and nuanced combining both the need for refined match-making and extreme hiring competition. The effort of hiring in this environment is enough to see why many brands are choosing to work with a specialized staffing company instead.

What makes an IT Staffing Company Different?

An IT staffing company has the ability to understand, reach, and network technically skilled professionals and connect businesses with the right pros for each task at hand. IT staffing companies can provide temporary dedicated IT teams or help you find permanent IT staff who’s skill set is expertly matched to your needs and company culture. Let’s take a closer look at the logistic, financial, and gap-bridging benefits of working with a staffing company to source your IT talent.

Skip the IT “War for Talent” Competition

IT is among the most highly contested talent pools on the market. Every business needs more computer, cloud, and security infrastructure, and the need for these jobs has outgrown the supply. This has made marketing for IT talent into a typical representation of the “war for talent” environment with high competition between employers on job boards and through recruiters.

An IT staffing company, however, provides your team access to a more stable and manicured marketplace of technical talent that regularly take contract work, are looking for their next job or long-term role, or are looking for more meaningful work in their job search. Companies that hire IT through a staffing company can skip the “war for talent” and more reliably find the technical staff they need, when they need it, without months of job marketing.

Save Time and Money on Job Marketing and Vetting

Speaking of job marketing, a staffing company has the unique ability to save you the time and budget of the whole hiring process. Marketing your roles on job boards, vetting initial applicants, and handling the first few rounds of interviews all happen “off stage” from the business’ perspective, as a staffing company has their own method for sourcing talent and match-making for jobs in their company.

Instead of the rigorous job marketing and candidate filtration headache, businesses can send their request to the staffing team and receive a prepared shortlist ready to assess for specific project and team needs. This allows your IT or HR department to refocus those funds and the time that would be spent toward more productive measures.

Hire Skilled IT Without an IT Hiring Manager On-Staff

One of the greatest challenges in IT hiring is that you need an experienced IT manager to hire a good IT team member. Naturally, the interviewing manager must be able to spot people who know their stuff vs those who can parrot keywords. If skill-based assessments are used, someone on the hiring team should understand the skills and assessments involved for these jobs. This can make it difficult for small teams to hire their first IT pro. Who will interview them?

The answer is your staffing company. An IT staffing company has experienced technical professionals ready to assess IT candidates on a wide range of skills and specialties. This makes it possible for your business to hire a skilled, capable, and vetted new IT staff member without the on-staff experience to vet their technical skills. You don’t have to guess which IT candidate is the genuine article, because every candidate we send to you will be someone who has already proven their know-how and previous jobs to an experienced IT hiring manager. Your role in the interview process is to determine which of your short-list candidates are the right fit for your team.

Flexible Short-Term and Long-Term IT Team Members

Staffing companies also offer the benefit of flexibility.  Many businesses need a differing size of IT room depending on the season and projects at hand. An IT staffing company can help you with both temporary and long-term jobs, and further your technical team building. Should you need a contractor or team for the duration of a project, we can arrange that and ensure each IT pro is ready for the contract’s end. Short-term team members can come in to help with the aftermath of a single emergency or the ongoing needs of a single large-account client.

Should you need medium-term IT professionals for the duration of an ongoing contract or until one very lone project is done, an IT staffing company can find you access to dedicated technicians to work on each item with an agreed-upon schedule. You can even book contractors in perpetuity if you need the steady part-time services of an IT professional for certain jobs. If your ranks swell and shrink with the seasons, your staffing team can help you meet that need and get the right tech expert hired.

Match-Making for Permanent IT Staff

Of course, if you’re looking for a permanent IT administrator to add to your ranks, you can also rely on your IT staffing company to provide access to a permanent recommendation. Permanent placements are IT experts who are also looking for a long-term arrangement for top talent and hope that your initial encounter will turn into a permanent and full-time job offer.

Match-making is an essential role for a staffing company because it is what enables both businesses and talent to skip the hectic hubbub of the job boards. Many of the IT professionals accessible through a staffing company are not officially job-seeking – they are getting their roles from the company – opening up a new job pool for long-term hires that could be the perfect fit for your needs and team culture.

Staffing Your IT Team with the Provato Group

Here at Provato Staffing, we are passionate about helping both tech experts and businesses find the right match for every role. We have cultivated a ready network of top talent technical professionals looking for opportunities to build their skills and find jobs they love. Let us select a short list of IT talent to accelerate and streamline your technical hiring.

To explore the possibilities of short-term and long-term IT staffing with the help of the Provato staffing company, contact us today. We look forward to matchmaking your roles with the right IT experts for every occasion.

Onboarding: The Forgotten Step

In this day and age when finding the right talent is so difficult, particularly in technical fields, the onboarding process is a component of hiring that many organizations completely overlook. We spend a significant amount of time, energy and resources in identifying, recruiting and hiring just the perfect individuals. As most experienced managers have heard over and over; the most important and potentially costly decisions that we make are directly related to hiring. If you hire the right resources it can pay significant dividends for years to come, but if you swing and miss…that mistake can have just as significant of a negative effect on your organization and possibly your career. Onboarding new employees may seem like a less important step compared to the hiring process, but ensuring that the employee onboarding process is prioritized ensures that your new hires are well acquainted with the company culture, increases employee satisfaction and employee retention, and sets off your new hires on the right path.

The Onboarding Process and Why It’s More Important Than You Think

For the purposes of this discussion, let’s assume that you have found the exact right person to add to your team. He or she has the perfect skill set to complement your team and is a strong cultural fit. You’ve interviewed no less than 10 people over the course of 2 months, complete with phone screens, in-person interviews and personality testing. You make a competitive offer and the new employee accepts. They now transition into your background screening process which may include criminal, drug and credit screens among potentially others. After all of this is completed, you schedule a start date and finally your hiring process is complete!

Deep sigh, it’s been a very long arduous process, but your sense of accomplishment is quite high.  Unfortunately, this is the point where many organizations drop the ball as hiring begins to transition to the onboarding process. While it is tempting to give your new employee their hire paperwork, employee handbook, and their badge and call it a day, it’s critical that your new hire is introduced to your company structure through a employee onboarding process flow. Otherwise, your efforts in finding the right new hire could yield less employee retention, employee satisfaction, and result in having to find another new employee all over again.

An Onboarding Program Is a First Impression

Just like in any new relationship, you only get one attempt to make a great first impression with your new employees. I contend that while the candidate is certainly gathering an impression of your organization during the interview process, the true first impression happens when your new hire walk in the front door. What does that first day, or even first week, look like for the new hire? Are they armed with knowledge for jumping into their new role prepared? Or is no onboarding process established, and are they handed their new hire paperwork, employee handbook, and thrown to the wolves?

What NOT to Do When Onboarding your New Hires

We’ve all experienced first days of work in our careers, and how many of us can think of a company whose employee onboarding process truly met our expectations? Most have had employee onboarding experiences similar to these examples:

• General orientation for new employee onboarding to the company was not prepared or offered.
• Workstation, cube or office for new hires was either undefined, unprepared or uninhabitable.
• Hardware for new employees such as computers, phones or printers were not ready.
• No communication to new hires of ground rules, basic expectations or initial assignments from your supervisor.
• No training plan for new employees or training resources identified to help with your transition.
• No specific welcome to new hires had been prepared such as introductions or team lunch.

These are just a few examples of a bad employee onboarding process, and I am quite sure there are many other examples of employee onboarding horror stories. The emotional change that situations like this can have on a new hire is significant. Their thought process can very quickly change from being excited and eager to join a great new organization and company culture, to having an oh-sh*t moment of wondering about what a huge career mistake they’ve made.

In a period of less than 1 week, your company’s bad employee onboarding process destroyed the good will that you obtained during the hiring process and may have turned a potential long-time employee into a short timer. Obviously, you hope your culture, your work environment and the career opportunities that your organization offers will ultimately win back the sentiments of your new hire over time, but in the competitive environment of today, can we really afford to wait?

How to Make Your New Employee Feel Right at Home

Creating a set of standards for an effective onboarding process for new employees is easier than you think and is the final piece in ensuring your new hire is here for the long haul and will perform at their best capacity. While every new hire is different and has their own preferences, these steps ensure that they are well prepared for their new role throughout the entire process.

Pre-Board as Much As Possible

Provide as much general information as possible before their first day. This can include brief introductions to who they will be meeting with during their onboarding process their first week, a schedule, a list of subjects that will be covered, a new employee checklist, or any other light reading material they can scan before their first day at your company. This establishes a trusting relationship before they even walk through the door and gives them a sense of structure so they’re not worried about being unprepared. Remember, they want to make a good first impression too, so provide any general info they would want in order to give them the tools to do so.

Provide Paperwork Before Your New Hire’s First Day

The First Day for any new employee will be a flurry of important information that they will need focus and time to process. Allowing your new employee the time before this to fill out any paperwork will allow them to focus on the job duties, feel prepared, and know that they are a part of an effective onboarding process.

Introduce Your New Hire to the Team, and Give Your New Hire a Go-To For Questions

Giving your new employee an overall scope of the Team and who does what is a quick and easy way to integrate them into the organization. If they know how everything works, and how existing team members contribute, they will immediately envision themselves as a part of the bigger picture. The onboarding process can be confusing at first, so letting your new employee know who they will be working with and who they can ask if they have questions provides security and agency into their role.

Give Your New Employee Something to Look Forward To

Who says that a new employee’s first day has to be boring? Put yourself in their shoes: when your new company gives you a warm welcome, wouldn’t you be significantly more invested and excited about your new role? Whether it’s catered lunch, or icebreaking activities, it’s good to give your new employee an introduction not just to the role, but to the team and the company’s culture. Think about your new employee onboarding process not as adding another cog to a machine, but instead as welcoming another thinker to a collective.

Final Thoughts

The onboarding process is the critical final piece of the hiring process. Most companies do not have standard onboarding processes and rely on individual managers to design and perform the process. The problem with that approach is those same managers have their normal day to day duties to attend to, and it is very difficult to carve out time to focus on planning for employee onboarding. While some managers likely do this quite well, it is an afterthought with most.

Could it be time for organizations to take ownership of the onboarding process and standardize it in the manner that they would prefer to represent themselves? While investing time and effort into creating a good employee onboarding process may seem like extra work, it sets your company, and your new hire, up for success. Considering the costs and challenges associated with hiring good people, I believe taking the time to flesh out a good onboarding process for new employees would pay off ten times over. Remember, the first impression has lasting impact, and you only get one shot at it. Why not make it a good one?

Four Best Practices for Hiring Remote Workers

The last few years have redefined what companies are willing to offer in terms of remote work arrangements. And for good reason – it’s growing in popularity among employees. According to Flex Jobs, one survey found that 97% of respondents favored either to fully work remotely or hybrid work model. Other research shows that 70% of companies are looking to move to hiring remote workers, or at least a hybrid environment.

From both an employer and employee perspective, embracing remote workers is both an optimal and beneficial move. When a company makes the decision to hire remote employees when appropriate, it majorly increases employee retention, as you are giving them agency as a remote worker. You’re saying that their time and energy is valuable. With all of this in mind, the question for employers then becomes: “How do we improve our hiring process to better attract remote workers?”

Let’s take a closer look at some best practices you can use when recruiting and hiring remote workers. Keep these in mind and you’ll be sure to bolster your workforce with remote candidates who aren’t just highly skilled but also offer a fit for your corporate culture.

Pre-Interview: Distinguish Between Your Needs and Wants in a Remote Worker

While there are many aspects of hiring remote workers that differ from hiring someone for an in-person role, some elements remain the same. Prior to interviewing the candidate, build your checklist of skills, qualities, and experiences you’d like your ideal candidate to have. Sort these qualities into two lists: “must-have” and “nice to have.” The must-have list is all things your candidate needs to perform the job functions, while the nice-to-have list will be valuable but not necessary.

You’d do this with a more traditional candidate, but the fact that you’re hiring remote workers might influence what falls into each bucket. For example, in either scenario, you’d want someone who’s a strong communicator. That means something different for a remote worker who isn’t within view of the team daily. It’s more important for them to have a mastery of videoconferencing or other communication software like Zoom or Google Meet. Digital communication is a vital component to remote work, and it will be crucial to ensure that your remote employees are familiar with these modes of digital communication and conferencing.

Emphasize Candidate Centricity During the Process

The concept of candidate centricity means you’re placing the emphasis on the candidate throughout the process, centering them as someone you’re actively recruiting. You’re certainly giving them opportunities to show they’re right for the role, but ultimately, centricity is about focusing on the benefits to them. You’ll communicate that you are trying to prove yourself to them as well.

For a remote worker, this means creating the right experience for them. For one, you need to overcommunicate during the process. Keep them updated on where they stand regarding what kind of skilled talent your organization is looking for, where they are in the talent pool and interview process, and what open positions you are considering them for. Both hiring remotely and working remotely require more communication, as face-to-face conversation is not as frequent. To hire remote workers, it is important to show them that remote work will not mean disconnectedness, and further, show them that your remote workforce is an efficient one. Failure to do so could result in them pursuing another opportunity.

For hiring remote employees, it is also important to consider having multiple interviews via zoom or teams. Hiring remotely means every conversation is via email or scheduled video chat, so it may be easier to stay focused on specific conversations or tasks at hand if calls or conversations are increased. If you have multiple interviews with a remote candidate, explain who they’ll be speaking with each time and why you’re doing more than one. With hiring remote workers, you won’t have the benefit of a face-to-face interview. Helping them understand why you want to have multiple rounds remotely will allow them to feel like they’re being recruited rather than vetted or qualified. You’re less likely to turn them off and frustrate them, and additionally, you’re introducing them to your company’s remote workplace.

Focus on creating a seamless experience for your remote candidate. Provide them with a clear job description and salary range. At each step of the process, be transparent about where they stand and what the next steps look like. It’s often said that a company will never treat a better candidate than they do during the recruitment process. While this may not always be the case, they’re certainly evaluating how you’re treating them here. It’s best to make your remote candidates feel wanted.

Be Flexible and Interview Remotely

This one should go without saying, but you should obviously be prepared to interview your remote workers remotely. Ask them if they are comfortable with a videoconference over a standard phone call. This allows you to observe more of their mannerisms and body language, which can be helpful in assessing a candidate. You’ll be able to better gauge how confident they are in their responses.

If they decline a video interview and opt for a phone call, don’t hold this against them.  Communicating remotely isn’t the same as doing so in the office, so you’ll want to be flexible with how comfortable employees are showing their home to an employer they haven’t agreed to join yet.

You’ll also want to be flexible in when you can interview them. If your remote candidate has a job, you may have to interview them in the early morning, late afternoon, or early evening. You can’t expect a candidate with a 9-5 to be able to meet whenever is most convenient for you. Show some leniency when scheduling and accommodate a time that works with their calendar.

Be Open About Your Expectations for the Role

When considering hiring remote employees, determine the following: Is the job 100% remote? Are you offering a remote position for now until an eventual return to the office? Will it be a hybrid role?

Your answer to this question may vary. But whatever your expectations for your remote candidate, you need to make them 100% crystal clear as early as possible. If it is a fully remote role, say that. If it is not, say that as well. While it is beneficial for your company to offer a fully remote position to attract top candidates who may be located outside your metropolitan area, you may not be ready to do so. Or if the role will undoubtedly mean coming to the office every month, ask if the job seekers you are interviewing are open to monthly travel. Whatever your posture, the role should be well-defined for the candidate upfront, so the remote work is clear and the candidate knows exactly how flexible work arrangements are at your company.

If you don’t agree on where the candidate will be working in the short-term and long-term, it can lead to frustration and confusion later. The employee may feel as if they’re getting a job they didn’t sign up for. This can lead to the company losing out on a great employee due to a communication breakdown.

If the assumption is that the position is fully remote, state that during the screening process. If the remote candidate moves to the hiring stage, make sure to put in writing what their work arrangement will be.

The bottom line is that hiring remote workers is much like hiring someone who would sit in your office with a few important distinctions. By tailoring your staffing process to the remote worker’s unique situation, you’ll be able to identify the right people for your company and create a winning experience for the candidate that leads to more hires.

Employee Engagement and the Role Leadership Plays

Employee engagement is a familiar topic to most anyone involved in leadership, whether you manage a small team or run a large corporation.  Engagement is hugely important for any type of organization because it is ultimately your people that comprise who you are as a company.  If your team is not adequately engaged, it becomes very difficult to represent your brand or your business in the manner that you prefer. As an example, you can represent yourself as the most customer-focused company on the planet, but if your customer service rep who answers the phone is not feeling particularly “customer- focused” when the phone rings, the person on the other side of the call probably isn’t going to be experiencing your brand in the manner that you intended.

Now, many people much smarter than me have spent significant time and energy defining employee engagement, developing tools to measure it and building action plans to help improve it. There are also very large consulting organizations built around helping other large corporations manage their employee engagement efforts. However, in my simple view, employee engagement really comes down to how much passion each individual employee embodies in representing the company they work for, every day. 

Communication is Important, but is it Enough?

One of the most important factors in any relationship, business or personal, is communication. As leaders, it is hugely important that we communicate our vision, our mission, our values and even our policies to our employees so that they know exactly who we are as a company, and what we expect.  Unfortunately, defining and communicating all of these is not nearly enough to drive employee engagement. No, engagement is driven more by actions than words.

Ultimately, I believe the things leaders typically never hear about within their organizations impact employee engagement more than the high-level vision and cultural statements they espouse. What do I mean by “things they never hear about”? As a leader of an organization, the larger the entity, the more layers that it has and the higher you sit within the structure will directly impact how much you actually know about the details of what is really going on within that organization.  In other words, the further you are from the people who actually do the work, the less likely you are to know what things are truly affecting those people and their engagement.

Frequently, it is the seemingly small, under the radar frustrations that people experience every day that have the most impact on their engagement.  The cumulative effect over time can have lasting impact if not resolved. 

Real Life Engagement Crushing Examples

• The mid-level manager who micro-manages their team and never acknowledges anyone’s work, but is quick to take credit for team success
• Valueless inefficient processes that do not support the greater good, but suck up time and energy simply because “it’s the way we’ve always done it” or “this is what the Director wants”
• The people on “in-house retirement” who never appear to do, produce or respond to anything, but have been around for years
• The workaholic leader who expects everyone to be workaholics like them, even though they will tell you they do not.  Actions speak louder than words…stop sending emails on Sunday morning
• The “ladder climber” who manages up very well, but leaves a wake of bodies behind them
• Politics that get in the way of doing what most everyone knows is right
• The “pain in the butt” team member who no one wants to work with because everyone wants to avoid the misery…including their boss who will not manage them
• The internal departments that are known by everyone to be roadblocks to productivity. They vary within organizations, but most have them
• The peer who sucks at their job and the manager’s method of dealing with them is to pass their work on to someone else to pick up the slack

I could go on and on, but you understand what I am talking about, and I guarantee you have all had similar experiences at one stop or another.  Many of these are items that would likely never garner the attention of senior leadership because they have neither the focus nor desire to manage down to these levels, but that does not make them unreal or less impactful.  Unfortunately, allowing these types of issues to persist over time can send a message that leadership does not care or is simply out of touch.

A Potential Solution

This brings me to my main point: I believe the only way to truly build a strong level of employee engagement is through a culture founded in empathy. A company culture that cares about employees nearly as much as they care about profits, and demonstrates it through actions, not just words. We have all heard leaders say something like “our strength is our people,” or “our people are our most important asset,” but rarely does the work experience actually feel that way.

What our employees feel and experience on a day-to-day basis defines our culture and drives our employee engagement. If we truly want our employees to be highly engaged, then we as leaders need to engage with our employees. I do not think this can be adequately achieved through surveys, town halls or skip-level meetings as many corporations leverage. It requires individual leaders to be as focused on the people beneath them as they are on the activities above them, and to demonstrate it on a daily basis. Truly seeking to understand and improve the work environment and company culture from the employee perspective is the key to solving the problem of poor employee engagement.

This does not mean that a leader should not focus on profitability and productivity, or that employees should never be disciplined or laid off. At the end of the day, leaders are responsible for the well-being of the organization and sometimes that requires difficult decisions.  However, a focus on empathy will generally make the impact of those difficult decisions a little easier to swallow and likely a little easier to recover from for employees.

Culture Change Starts at the Top

I recognize that it is not easy to change culture, and there will always be conflicting opinions, but a focus of self-interest will never move the needle on employee engagement. It is never too late to change, but it all starts and ends at the top, as our actions speak the loudest. Updating our value or vision statement is not going to get it done. If our employees are truly our greatest asset, maybe we should stop talking about it and start demonstrating it in the way that we manage and run our organizations.

A Quick Guide to Networking with Recruiters on LinkedIn

There’s a reason why LinkedIn is the best place to connect with recruiters: it is the largest and most popular professional network for job seekers. It also links recruiters and candidates, simplifying your job search and making it easy for suitable organizations to notice you.

The beauty of networking on LinkedIn is that it connects you directly with recruiters and gives you straightforward contact channels with job openings. As you search through jobs as a LinkedIn member, update your personal profile, fill out your job history and skillsets, engage with a LinkedIn post, or join a LinkedIn group, the LinkedIn algorithm then learns what kinds of jobs you are looking for and for which of those jobs you would be a qualified candidate. This then allows you to have in-depth information on the job, company information, the position’s qualifications, and expectations that are not in the job description.

Studies show that approximately 95% of recruiters use LinkedIn to find prospective candidates. While this is significant, it’s often challenging to connect with hiring managers and LinkedIn recruiters effectively. Due to the hundreds of LinkedIn profiles of job seekers that recruiters and human resources managers get for each job post, how do you stand out in the crowd? In this guide, we’ll take a closer look at how and why you should network with recruiters on LinkedIn. Let’s dive in!

Why Should You Network on LinkedIn?

The most significant advantage of LinkedIn networks is the magnitude of impact that they can have on your career. For starters, talking to recruiters through this platform gives you a prime opportunity to showcase your passion for your career. When your profile is completed, you’re following relevant linkedin profiles, and you’re showing that you are using social media platforms to further your career, you are much more likely to show up on a recruiter’s radar.

Investing in these relationships early on in your career will definitely pay off. This is because connecting and communicating with an array of recruiters not only allows you to stay on top of the job market but also gives you an opportunity to have in-depth knowledge of the trends in your field of expertise that most people don’t meet. Engaging with LinkedIn content or posting your own shows that you are an active participant in your field of expertise.

Additionally, the connections you make with recruiters give you access to various career development resources. And the truth is, having a source to recommend you for job opportunities can do wonders for your career. When there is a job opportunity that you could qualify for, the more active you are in LinkedIn, the more memorable you become to LinkedIn recruiters.

While this is a major plus for building your presence in your field, it should be noted that networking with recruiters is not all about your career. To invest the time to build a supportive network on social media platforms is not only a benefit to your career and employment, but it’s also beneficial to you as a person in your field. The beauty of LinkedIn as a network is that you’re also making connections with your peers, and further, making connections with people that have been or are going through the same thing in their careers. Ultimately, simply talking to others who understand your situation can go a long way. Yes, it can take a long time to build your network, but networking on LinkedIn is also beneficial to a person’s life beyond their employment.

How should you Network with Recruiters?

So how do you make the first move when networking on LinkedIn with potential recruiters? The truth is that it’s often difficult to land your ideal job. As such, it is important that you get your LinkedIn profile noticed by recruiters to increase your chances of success.

What most candidates don’t realize is that sending blind connection requests to a LinkedIn recruiter isn’t the only way to network with them. There are other ways to ensure that your networking efforts have the impact you intend.

Below are some tips to help you with building your professional network on LinkedIn:

1. Invest in Your Profile

First impressions last, and networking on LinkedIn all starts with your profile. Having a plain profile doesn’t cut it anymore. It has to be not only complete, but unique as well. Keep in mind that getting noticed by the recruiter is the most crucial step to landing the job.

For the best chances, your profile should be:

• Straightforward: Your professional experience, job title, accomplishments, and education should all be highlighted in your profile, including a list of your professional skills, both general and industry-specific. Recruiters will use this in locating you in their searches for opportunities you might be qualified for and more effectively match you with the right job.
• Professional: Your profile should show your professionalism in your career. Avoid grammar and spelling mistakes as they could cost you dearly. Any unnecessary information on your profile will most likely put you off with most recruiters.
• Content: Incorporate rich keywords into your profile bio. This makes you stand out from other job applicants in your job search and will push your profile to the top of searches. The keywords keep your profile more noticeable, so take the time to research what keywords your ideal job opportunities would match.

2. Research Recruiters

While spending time on LinkedIn, you’ll be sure to get at least one LinkedIn message from a recruiter. It’s important to know that all recruiters are not the same. Therefore, you have to do your due diligence. Some recruiters are messaging you with real recommendations for job openings, while others are using mass messaging as part of their marketing strategy. There are even scammers on LinkedIn, making it all the more confusing what messages are legitimate in your job search. When you’re looking for a new job, a recruiter’s promise of promotion can easily be tempting, but you should be wary of engaging with just any recruiter on LinkedIn.

Consider your specialization, the role you believe you would be best suited for, and how you may assist a specific company or agency. Recruiters who work in your primary industry will thoroughly understand what you’re looking for and be able to match you with appropriate job opportunities. Any recruiter who is pushing you to apply for a job that does not match your LinkedIn profile is likely not going to match you with a job that you will want. Any recruiter who asks you to fill out paperwork or provide personal information is either unprofessional or just a scammer.

3. Make Connections

When your LinkedIn profile is all set, and you feel ready, take the plunge and start making connections. Recruiters will always favor the job applicants who reach out first, as this saves them the hassle of looking for candidates. That way, it is easy for them to fill the position faster.

The good news is that making connections on LinkedIn is easy. Here’s how:

• Connection Requests: Introduce yourself to the recruiter with the easy 300-word connection request. Remember that recruiters are looking at hundreds of profiles a day, and that a simple written introduction goes a long way when they are connecting with many other new candidates.
• Personalized Messages: The key is to get noticed. Mention anything you have in common, that you’d like to learn more about their field of work, and that you’d like to connect. Maintain a straightforward approach. You don’t want to overburden the recruiter, who is likely preoccupied with other matters.
• Share your Network: Working with recruiters is a two-way street. They are more likely to assist you in return if you assist them. So, consider how you can make their work and lives easier. Make recommendations to them for people whom you think are best suited for a job opening.

4. Keep Contact

Once you’ve made contact, send a follow-up note thanking them for their time and mention that the job advertisement piqued your interest. Ask them what they look for in a candidate for this role. This is a courteous approach to expressing your interest in the position while gently requesting feedback.

The idea of networking is about establishing strong working relationships. You may not get what you want but don’t stop there. Even if they don’t respond positively to your job application, attempt to keep in touch by liking, sharing, or commenting on their posts.

Make the Most of Your Linkedin Networks!

Job hunting is a tedious and frustrating process, especially when you’re in a competitive field. You should, however, refrain from quitting if you don’t receive the results you want right away, as it takes time and effort to create relationships. It is also important to manage your expectations. Your passion and perseverance will undoubtedly leave an impression. 

Looking to leverage your Linkedin profile for career growth? Contact us for more information on how you can improve your chances with potential recruiters.

How to Write Job Ads that Attract Top Performers

For IT companies in the recruitment process, it can be challenging to attract the most talented candidates with a job ad. You have to identify an effective strategy to help consistently replenish your recruiting pipeline. On top of that, you have to be sure that you market the position in your job advertisement correctly so that you attract the right candidates with the necessary skills and experience needed to thrive in your IT staffing roles.

How do recruiters accomplish this? By posting a great job ad for each position. This is a critical component in the recruiting process, and it all comes down to the information you capture within the ad itself. What makes an effective job posting? A job posting that is as specific and descriptive as possible.

The information you include within your job ad is going to be the difference between identifying the right candidates and the wrong ones. By providing a detailed overview for job seekers, you increase the likelihood you end up with a group of qualified candidates in terms of skills, certifications, and knowledge during the hiring process. 

Here are a few best practices on how to write IT job ads that get the best results, and attract top performers. 

Be as Specific as Possible With Your Job Description

IT is a diverse and varied field. There are numerous roles with highly variant roles and responsibilities, all of which often share the same job title. The best method for finding the right people for each role is to create a list of all the job responsibilities and include them in your job ad. 

Before you’ve even hired the candidate, you’re showing them that your company places a premium on crystal clear communication. You’re outlining the scope of the position prior to it starting. Remember that job seekers are also interviewing you, so being transparent establishes trust from the job posting.

For your potential candidates, this helps them know exactly what they’ll be doing. From the job title, job description, outline of their job responsibilities, they can then gauge whether they possess the recquired skills or if there are skill gaps. Once you’ve identified the right candidate and are looking to move forward, the job description serves as your candidate’s roadmap for success in the role. 

Don’t forget other critical aspects of the job such as where the work is performed. Is this an on-site or a remote position? What is the salary range? Are there multiple spots or is there only one open position? Does it require a bachelor’s degree? The more information that you can provide in your job postings to give potential candidates a general idea of whether or not it is a good fit, the better.

Include the Necessary Skills 

Beyond just describing the responsibilities of the role in the job description, you’ll also want to be clear on what skills are needed. For example, if you’re looking to hire a programmer with the job title “Full Stack Developer”, you’ll list the coding languages the candidate will need to know if they will be able to provide the solution your company is looking for. This sets the appropriate expectations in the job description and immediately transforms your job ad into a great job ad. 

It also allows candidates with the needed skills to find your job when searching job postings and search engines. You’re more likely to identify a skill fit if you’ve got a comprehensive list of the IT skills needed to function in the role. 

What happens if there are skills that would be great for your candidate to have, but aren’t required from day one? There is a strategy for addressing this: compile a list of skills you envision a high performer having in this role. Break these bullet points into two separate lists: “Must Have” and “Nice to Have.” If there are skills the candidate absolutely must possess to function within the role, include those on your “Must Have” list. If there are skills the candidate doesn’t necessarily require but would help separate them from the other job seekers, include those in that second list. Then identify the candidates who have all the “Must Haves” and as many of the “Nice to Haves” as possible, right in the job ad. You’re making a list of clear expectations, and also giving them an idea of what skills would boost their chances in landing the job.

The advantage of separating your IT skills this way is that you can attract candidates who are high performers and intelligent and have all of the required skills, but who may not have all the skills you’d love to see in an ideal candidate. By considering other elements (like attitude, background, other experience, and coachability), you can allow the individual to upskill in the role. Remember, you’re hiring a person, not a list of skills. 

Include the Necessary Certifications

For many IT positions, certifications are an absolute requirement. Let’s take a cybersecurity analyst, for example. They have specific certifications that showcase their ability to detect and respond to various cyber threats. 

If these are needed for the role, include them in the job ad. That increases the likelihood you’ll get candidates with the certifications they need to perform the role. 

Some example certifications for various IT roles include: 

• Certified information security manager (CISM)
• Certified information systems security professional (CISSP)
• CompTIA
• Certified ethical hacker (CEH)

Additionally, there are other certifications that aren’t limited to the IT sector but can often prove useful in an IT-focused role. For example, if you’re hiring a project manager for an IT helpdesk support team, you may want to hire a candidate with a Project Management Professional certification (PMP). 

Include the Systems and Tools They’ll Need to Know

What kinds of software will the candidate use in this role? What is your company’s tool stack? Make sure to include them in the listing as well. 

Remember your “Must Have” and “Nice to Have” list? Map your tool stack in your job ad over these lists as well. If you have a software platform that requires proficiency from day one, include this as a must-have. If you have software tools that can be more easily learned (i.e. project management or communication tools like Asana or Slack), then consider including them in the “Nice to Have” portion. Job seekers have different career paths and experiences, so giving them an idea of what relevant qualifications are needed vs desired is a good way to target top talent.

By identifying the tools you use in your job ad, you’ll attract the candidates you have experience with them. This decreases the amount of time it will take you to ramp up new hires after they join your organization. 

Sell Yourself 

Job ads are so role-focused that often companies can forget they’re trying to impress the candidate just as much as the candidate is trying to impress them. 

The U.S. Bureau of Labor Statistics forecasts that IT jobs will grow by a whopping 13% between 2020 and 2030. That means that top talent in IT roles are likely to have a wide variety of positions and companies to choose from. You’ll want to highlight your company’s unique value proposition in your job posting. When you’re writing your job ad, highlight the benefits to the candidate. 

What differentiates you from your competitors? What elements of the employee experience do your current employees value the most? How competitive are your salary range and benefits offerings? Do you offer additional compensation such as bonuses or stock options? 

Whatever advantages you have, include them in your job descriptions. This will stand out to IT professionals who want to know why they should work for you. Remember that the recruiting process is a two-way street, and when it comes to top talent, they’re vetting you as much as you’re vetting them. 

If you’re looking for guidance on IT staffing, recruitment, or any other general IT support best practices, look no further. Provato Staffing can help. For more on how we can partner with you, contact us today. 

Four Ways a Bad IT Staff Hire Can Cost You

When it comes to hiring a member of your IT staff, it’s critical to get it right. They have the ability to impact so many aspects of your team’s overall performance and operations.

Having the right team in place for your IT support can save you both time and money. But what happens when you hire the wrong person? A bad hire can have a damaging effect on your overall organization in ways that significantly hinder your bottom line. One study examined the cascading effects of a bad hire and found the following:

• 75% of managers surveyed reported having made a bad hire
• 64% say the negative impact of a bad hire was even worse a year after making the initial hire

When it comes to executing IT services, you don’t want to get stuck hiring the wrong person for the job because it can cost you in both the short term and long term. The Department of Labor estimates that hiring an employee roughly costs around a third of their salary – meaning that when hiring managers hire the wrong person, you’re out a significant amount of money with nothing to show for it but poor performance and the hope that you can get it right the second time around.

Let’s take a closer look at four ways a bad IT hire can cost you big time and how you can combat those issues their hiring causes by partnering with a professional IT staffing agency.

It may lead to poor service that costs you with your clients

When it comes to IT support, results matter. Having an effective information technology staff in place with the right skill set can be the difference between IT disruptions acting as momentary blips or being disasters that shutter your operations for days or weeks at a time.

Imagine you have a service outage while working on a critical project. Your IT team will need to be ready to handle an influx of service requests from your other team members while providing fast, effective solutions.

If you hire the wrong person, they may not be able to keep up with this breakneck pace. Worse yet, they may insist on quick fixes that don’t address the root cause of the problem. As this is more reflective of a pattern of behavior and problem solving, they are likely to make the same mistakes over and over again.

If someone you hire for an IT position does poor work, it has the ability to severely impact your entire organization’s ability to execute their roles. If they work inefficiently, it can cost your other staff members time as they wait on responses to their queries. A new hire is always a bit of a gamble, but putting your human resources department or employing staffing firms to assist in the recruiting process can minimize the guesswork.

One advantage of partnering with an IT staffing firm is that you’re outsourcing your IT tasks to proven experts you won’t have to supervise or account for. You won’t have to worry about making a bad hiring decision, because the staffing firm handles nothing but IT team members. They’re experts in identifying well-qualified, high-performing IT staff. They have a better idea of what good employees to look for, increasing the likelihood that you’ll get results out of your IT support. Overall, staffing agencies that specialize in IT services know what specific skills and patterns to look for, so these errors are less likely to occur.

It increases management’s workload

Ultimately, a bad hire reports to someone who is responsible for their productivity and output. While during the onboarding process they may be reporting to a hiring manager, once the real work begins, it may very well be another IT person or a more senior-level supervisor they need to answer to.

When a bad hire fails to do their job effectively, it puts the onus on management to address the problems the bad hire is unable to solve. This leader may or may not have the necessary skills to do so, compounding the problem if they don’t have an IT background. Bad hires may just need guidance or constructive criticism to get to where they need to be in their role, but if their project manager or supervisor does not have an IT background themselves, they may have a hard time determining what skill set they need to improve to perform effectively.

Even if the bad hire’s manager does have IT experience, handling their direct report’s workload just increases the amount of stress they’ll deal with as part of their day-to-day responsibilities. A manager already has enough on their plate as it is – having to pick up an underperforming employee’s slack only creates more headaches that could then impact their job performance, costing the company employee morale.

When you work with an IT staffing company, you’re no longer responsible for the workload. The staffing agency already has an established chain of command to ensure all tasks are completed per your original agreement with the vendor. They manage not only the hiring process, onboarding process, and search for red flags in their candidates, but also the performance of the new hire, ensuring that your company did indeed get the hire that they were promised.

If you have to replace them, you’ll need to spend time finding their replacement

One of the biggest problems associated with bad hires is that eventually, they need to be replaced with a new hire. As we’ve said before, recruiting and hiring new employees comes at high costs.

How much you spend to hire a new employee will vary depending on your needs and industry, but low-end estimates put it at $3,500 for replacing a sub-minimum wage employee. Your recruiter will need to identify a new candidate, nurture a relationship, and you’ll have to conduct the interview process before human resources performs background checks and completes the hiring process.

That effort and cost adds up fast. When you make a bad hire, not only are you wasting the investment of time and resources on the person you just hired, but you’re also committing to investing time and resources into hiring someone else as well.

After you’ve replaced them, you’ll need to spend time training their replacement

Once you’ve gone through the lengthy process of identifying new talent for your original bad hire, you then have to train their replacement. Even if you nail it on the second attempt with an all-star candidate, they’ll still require a period of time to get to know your organization and the job requirements before they are fully functional. At the end of the day, your time and costs have doubled in order to get the right person for the job.

Just like the hiring process, this training takes time and money. You’ll have to get your new IT staff member the proper credentials, brief them on the IT systems your organization uses, and get them situated with equipment.

One report estimated it costs around $1,200 to train a new employee – this number could be bigger depending on the level of training needed. There are also hidden costs associated with training new employees, like the time their mentor or supervisor spends working with them, instructional materials, and additional equipment they may need.

The recruiting and training costs can be avoided when you have the right IT team in place and avoid having to hire anyone directly at all. Partnering with the right IT staffing firm allows you to focus solely on providing the business solutions you’re qualified to provide. You won’t have to spend valuable time and resources hiring people because you have your own extension of your team in the form of an IT staffing firm.

The Difference Between Hiring and Recruiting: Everything You Need to Know

What is the difference between hiring and recruiting? There is a thin line between the two, and the few firms that see it never go unrewarded. If you’re one of those who struggle to tell the difference or use the two terms interchangeably, you’re not alone. Did you hire or recruit the last employee at your firm? Let’s find out.

What Are The Definitions?

Recruitment and hiring are words that get thrown around with little thought to their actual meaning. When running your firm and keeping up with employment trends, the difference between hiring and recruiting should be obvious and intentional.

Recruitment: Recruitment involves the act of conducting research, analyzing, and searching for potential employees who may fit your company’s culture and needs. This is often done by specialized recruiters working for a staffing firm.

Hiring: Hiring, on the other hand, involves engaging the services of a new employee－either on a temporary or permanent contract.

When you spend an afternoon browsing through resumes on LinkedIn that may fit your company culture with no intention to hire, you’re recruiting. You just don’t know it yet.

Here are some of the differences between hiring and recruitment that can help you navigate the possibility and cost of onboarding a new employee:

Hiring Is Short Term, Recruitment Is Not

Hiring is a short-term process performed to meet the short-term or urgent needs of a firm. Recruitment is a long-term strategy meant to meet the future needs of your firm or company.

If a low-level staff member resigns today and needs to be quickly replaced, your firm will have to hire and move quickly. Subsequently, if there is a chance that your IT specialist may resign in five or ten years, you have to start recruiting. This means creating a pool of qualified specialists to contact in case your IT specialist resigns sometime in the future.

Hiring Is Reactive. Recruitment Is Proactive

If you ever find yourself hiring at your firm, it’s probably a reactionary measure to some unforeseen circumstance. For recruitment, it’s quite the opposite. If you ever find yourself recruiting employees at your firm, it’s probably a precautionary measure for an unforeseen circumstance that may happen sometime in the future.

There are a myriad of circumstances that may force a company to start hiring. They include the resignation of an employee, their promotion, unprecedented growth of a company, or their untimely demise. Whatever the circumstance, a firm should always be prepared to replace their employees within short notice.

The Hiring Pool And The Recruitment Pool

We discussed the difference between hiring and recruiting. However, more specifically, there are significant differences between the hiring pool and the recruitment pool that impact your firm.

Hiring Pool: The hiring pool is usually made up of recently jobless or employed prospects that may or may not meet your firm’s needs and culture. To reach out to a hiring pool, a firm announces job vacancies, collects resumes, and eventually conducts interviews.

Recruitment Pool: Your recruitment pool is usually made up of a network of exceptionally qualified individuals that are primarily employed or sometimes unemployed. Most of your recruitment pool consists of qualified employees who meet the requirements and qualifications of your firm.

Level Of Employee Specialization

Most of the time, the choice to hire or recruit for a firm depends on the circumstances and the timelines of the vacancy. One of these circumstances is the type of job vacancy.

Hiring And Low-Level Staff: Hiring is primarily used for low-level staff. Low-level staff vacancies do not require specialized skills making the employees easy to replace and onboard onto the firm. For example, if you’re onboarding a teenager to mow your lawn, you’ll probably hire.

Recruitment And High-Level Staff: Recruitment is mainly used to onboard high-level and specialized staff like in IT staff recruitment. Since these staff are highly specialized, replacing them at a moment’s notice may prove to be an uphill climb. This creates the need for having a ready pool of specialized employees and their contacts in case your firm needs to hire on short-term notice. Recruiting goes a long way in onboarding the best staff.

Why You Should Switch To Recruiting

Both recruiting and hiring come with their own set of benefits for a firm or company. However, an extensive comparison reveals that a firm will always be better off recruiting than hiring. An excellent place to begin for a firm unfamiliar with recruitment is Provato’s Proven Step Zero recruiting process. Some of the benefits of recruiting include:

Recruiting Keeps You In Touch With Talent

Unlike hiring, recruiting always keeps you in touch with a pool of qualified staff. Neglecting talented prospects decreases the chances of them working at your firm. Recruitment keeps them at the fingertips of your firm.

Recruitment Is A Contingency Plan

Unlike hiring, recruitment keeps your firm prepared. With recruitment, your firm can afford an unprecedented loss of a high-level employee without a significant impact on operations.

Recruitment Enables Scalability

Recruitment keeps your firm nimble and agile. Suppose your firm needs to upscale and grow within a short time, it always has a network of specialized prospects at its fingertips. That’s the huge difference between hiring and recruiting. Recruitment will always have your firm prepared at the time of opportunity.

Where You Can Start

With the right team, recruitment is way easier than it sounds. With a recruitment agency, the burden of finding and creating pools is taken off your back. That’s where The Provato Group comes in. We have spent a significant part of the last few decades connecting companies with highly-specialized prospects. For more information, contact us today and let us be part of your story.

Should You Consider IT Staffing Services?

Your IT team plays an integral role in helping your business function smoothly. Having the right people on that team means you’re always functioning at peak performance and are on top of the latest technology trends. However, as a business owner or hiring manager, you might not have the resources or technical know-how to make IT hiring decisions with confidence. If you’ve struggled with high turnover or low morale in your IT department, or feel that you may not be getting the most out of your IT staff, an IT staffing service can help solve this problem.

What Can an IT Staffing Service Do For You?

Businesses find themselves relying more and more on technology throughout their operations. Thus, an IT team is essential. But putting together a strong IT team is one of the most difficult hiring decisions that businesses make. This is because hiring managers and CEOs might not know a lot about setting up a network, using the right hardware and software to improve efficiency, or what to do if your systems stop functioning. You may end up hiring staff members who aren’t right for the job, and after a few weeks or months, you’ll have to start the whole hiring process over again. 

Over time, you can develop a strong relationship with a staffing company. They will get to know more about what makes your workplace unique, your business’s culture, and what type of employee fits in best. They will find and vet candidates that are right for your business, make sure that there’s a good fit between the candidate and the business, and ensure that you’re not losing out with an ineffective staff. This means the more you work with an IT staffing service, the stronger your relationship will be, and the easier it will be for them to find the right talent for you. 

The Advantages of Using an IT Staffing Service

Businesses of any size can benefit from using an IT staffing service. Whether you need help desk staff, project managers, network administrators, or even a director of IT, staffing services can help you locate and connect with the best talent in the industry. Here are a few of the top advantages:

Save Time

When it comes down to it, hiring new staff members takes a lot of time and resources. After posting the job, you may receive hundreds of applications that you then must screen. From there, you’ll probably want to conduct phone interviews and multiple in-person interviews. You need to take the time to ensure the candidates have the skills you’re looking for and follow up with their references. The whole process can sometimes take weeks or even months. An IT staffing service will take care of all the legwork for you and streamline the entire process. 

Save Money

Making a bad hire can be a costly mistake. Replacing a bad hiring choice usually costs businesses thousands of dollars in recruiting efforts, training, delayed projects, and poor employee morale. In the long-term, working with a staffing agency means you’re only getting candidates who have the right skills, want to work for you, and fit in well with your employee culture. Indeed, getting the best candidates can save your business a huge amount of money over time.  

Hire Top-Notch Candidates

An IT staffing service likely has years of experience hiring candidates for similar roles, so you can be sure that they know what to look for in a candidate. It’s their job to provide you with a shortlist of the best candidates that meet all the qualifications you’re looking for. A staffing service uses recruiters to track down the best people for the job.

Rely on the Service’s Expertise

If you feel like you aren’t quite savvy enough to hire the right IT team, hiring an IT staffing service is a great idea. Because they are well-versed in the different roles and duties that your IT staff might have, an IT staffing service has the knowledge necessary to vet candidates and make sure that they’ll be able to perform well as part of your team. 

Finding the Right IT Staffing Service to Work With

If you’re ready to streamline your hiring process and improve the efficiency of your IT team, working with an IT staffing service is a great first step. But, how do you know which service to choose? First, look for an agency with plenty of expertise and the evidence to back it up. A great agency will be proud to show off the success they’ve had in the past. You’ll want to look for an agency that specializes in IT, because a general staffing service may not have the right kind of knowledge to make the best tech hires. 

Next, ask the staffing service about the process they use when hiring. They should have a step-by-step process that includes a thorough review of all applicants, a procedure for vetting candidates that make it past the first round of interviews, and methods in place to make sure that you, as the client is happy with the decision. You should make sure that they consult you throughout the hiring process to make sure they thoroughly understand your company’s culture, what you need from the role, and how the new hire is handling the role. And they should be there to help if any problems arise after the candidate is hired. 

Learn More About Hiring IT Staffing Services

If you’re looking for an expert IT staffing service to fulfill your hiring needs, The Provato Group is happy to help. Our patented recruiting process will make sure that you are matched with employees that meet your needs. Whether you’re looking for a contract worker, a contract-to-hire, or a full-time member of your IT staff, we have more than a decade of experience to back up our process, so you’ll always get the best candidate for the job. 

Should You Leave Your Full Time IT Job for Contract Work?

In recent years, the availability and scope of contract employment has been expanding, especially in the IT field. There are more opportunities today for contract employees than ever before, and many workers are leaving behind traditional, full-time jobs to exclusively seek contract work. While it’s true that independant contract work is not right for everyone, many IT professionals have successfully made the move from a full-time IT employee role to an IT contractor role. While this trend takes off, a lot of IT professionals are beginning to see the many benefits that contract work has to offer. However, what types of workers fit best into these roles, and what can you expect to gain from working as a contractor vs as a full time employee?

Who Is a Great Fit for Contract Work?

Contract work is definitely not a perfect fit for every employee, but it can be a good choice if you feel stuck in your current position or need more flexibility with your schedule. If you’re tired of the regular 9-5 shift working for the same company every day as a full time employee or think you’re in a position with no room for growth, working as a contract employee instead can allow you to gain valuable experience and skills so you can take a step forward in your career. And while many contract jobs may require you to be available during business hours, you’re given more freedom with how and when to work, including remote opportunities. This can be appealing when thinking about your work life balance, and working remotely and determining your own hours can provide the flexibility you are looking for.

Maybe you aren’t quite happy in your current full-time role but aren’t sure what kind of work is really right for you. Working as an independent contractor gives you a chance to try out different types of positions in a shorter period of time so you can learn more about where your particular skill set can flourish. You won’t have to make a long-term commitment to any one employer, and you won’t come off as a “job-hopper” on your resume. You’re instead working on many short-term projects, and varying your work experience, which can be a major plus for your resume.

Potential Risks and Costs for Contract Work

People who are single or are married to a spouse with a steady income may find that contract work is perfect for their lifestyles. Indeed, they may have fewer expenses to cover. This work can sometimes be risky, though, as steady work isn’t always guaranteed. Sometimes contracts can be short, lasting only a few months, which means you’ll be job seeking and applying to and interviewing for positions a lot more. When a contract ends, you can be stuck in a position where you don’t have a way to earn money while you look for a new role, and it may take you days or weeks to find consistent work.

As you are a temporary employee, employee benefits like health insurance, paid vacation, and other ways employees receive benefits will likely not be available to you. You will be responsible for other fees as well, such as doing your own taxes. These can add up quickly, as independent contractors are responsible for filing their own income taxes, social security tax, and paying for your own equipment that full time employees usually don’t have to account for. This is why it’s important to make sure you can afford to be without work for short periods if you’re thinking of switching to a contract position.

What Are the Benefits?

If you’re considering leaving your full-time employment for contract work, it’s important to weigh both the pros and the cons. One of the most obvious unique benefits of contract work is that contractors get to work for a wide variety of clients and learn a lot of new skills along the way. For every new contractor position you take on, you’ll have a different role and new responsibilities for a specific project, which means you’ll get a lot of exposure to different tasks working multiple contract jobs. On the other hand, if you’re stuck in the same full-time employment for years, it’s unlikely that your position will change very much, and you won’t have many opportunities to learn new things working for one company.

Keeping Up With the Industry

Because you’ll be consistently working on a different project, it’s easier to keep up with changes in technology and stay on top of the latest trends. And in some of the roles you take on, you may have the chance to gain leadership experience and take on managerial roles. That is not something that’s always available to employees in full-time IT jobs, as working as a permanent employee typically means the same permanent role throughout your employment.

Valuable Connections

Even though some jobs may be short-term, you’ll make a lot of valuable connections along the way. Contract work is a great way to network with many different people, which can help you find future openings that match your skillset. Think about it this way: for each project a contractor completes, you’re making a set of experiences and connections in the industry. Hiring managers will remember you and the stellar work you did, even if for a short period, and suggest you to their colleagues who need similar services. You’ll gain lots of great experience by going to more job interviews, and you’ll become an expert at identifying great opportunities.

Cost-Effective

For the most part, contracts last for an agreed-upon period of time (usually 3, 6, 9, or 12 months, but some can last for years), so you don’t always have to be worried about sudden layoffs or firings. In many cases, it’s more cost-effective for employers to hire contract workers, which means they are able to pay you more. But remember, a lot of contract positions don’t offer benefits as traditional full-time roles do, so you’ll have to think about things like purchasing insurance and saving for retirement on your own. And taking a few days off between contracts can be a good idea, as you most likely won’t get paid time off.

Is Contracting Right for Me?

Taking the leap from a stable, full-time job into the world of contract work can be a little scary to think about, but thousands of IT professionals have made it work and made a lot of money doing so! Take a step back and look at where you are in your career. Even if you’re currently happy in the job you have, think about your chances of promotion. Are you regularly gaining new skills and seeing upward momentum, or do you feel like you may be stagnating and getting complacent?

Contract work is a great idea if you’re ready to take a gamble and potentially gain valuable skills and experience. The best way to find contract roles is by getting in touch with recruiters online, sharing your resume with them, and telling them what kind of work you’re looking for. But know that as contract work becomes a more popular form of employment, the market will get increasingly more competitive. Remember to keep your resume updated with every contract that you complete, adding new skills and achievements as you gain them.

Creating the Best Tech Resume: Make Your Technology Resume Stand Out to Recruiters

When looking for a new role, the first thing you need to do is create a resume. There’s a great advice and resume tips out there, but tech resumes have unique requirements and considerations you should keep in mind before sending it out to the world. In addition to IT staffing recruiters getting a general idea of your professional background, knowledge of various operating systems and technologies, and professional track record, they also need to glean what kind of technologies you specifically work with in your IT specialist resume. They want to see a proven track record of a mastery of information technology, and more specifically, what skills you have honed in the vast world of IT.

By the time you’re done reading this article, you’ll be in a better position to create a great tech resume that attracts hiring managers and recruiting agencies alike.

Write A Show-Stopping Personal Summary

In order to create a stand out tech resume from the very first line, you should start with a personal summary about yourself.

Writing a great personal summary will help tech recruiters and hiring managers get a good idea of who you are. It will make your resume stand out as well as put extremely important soft skills on display for them to consider right away.

What makes a good personal summary of your professional experience? Tell a story. While keeping it brief (the full story you can save for your cover letter), connect the dots for what led you to this point in your information technology career. A clear, concise, and engaging story will stand out to staffing agencies and they will be more likely to remember you and your story when they select who they want to move forward in the interview process.

It’s important not to skip this part. You’ll have plenty of time to talk about your hard skills throughout your resume and dive deeper into your previous experience in the tech industry later, so take this short section of your IT resume to market yourself!

Formatting Matters

To assist tech recruiters who have to evaluate many resumes of IT professionals every day, make it easy for them by formatting your resume in a way that is easy to consume quickly. By ensuring your resume format is clear and concise, you make it so hiring managers and tech recruiters will be able to quickly determine if you could be a suitable candidate for the role they are looking to fill.

Use Bullet Points, NOT Paragraphs In The Body Of Your Resume.

Using simple bullet points in your tech resume is crucial and may make your resume stand out from the others. Removing the additional clutter and keeping your resume summary in bullets makes your resume cleanly formatted.

• Easier to read: Bullet points break up large blocks of text, making your resume easier to consume and quickly evaluate.
• Emphasizes skills: You’ll be better able to highlight your skills and achievements in a clear and concise manner, helping tech recruiters and hiring managers understand what you have to offer them.
• Improves readability: With the additional white space, not only will your tech resume be easier to read, but it will likely be more visually appealing as well, helping draw more eyes to it.
• Organizes information: If you combine bullet points with sections, tech recruiters and hiring managers will more easily be able to find exactly what they are looking for on your resume.

Keep Your Styling Simple, And Focus On The Content Of Your Resume.

Most qualified applicants spend too much time focusing on style, and it’s a mistake. A functional resume format is better received by recruiters, as they are looking for the content of your resume, not the overall look and feel.

The whole world revolves around quality content. Your new potential employer will care more about your key skills, what programming languages you know, or your people skills. For example, if you are a specialist in the IT industry with a focus on software development, you want to make it as easy as possible for recruiters to see that you have a proven track record in software development. However, if this section is cluttered with wordy sentences, they may skip over where you provide this information, therefore making it less likely for your job application to be viewed.

They are reading your tech resume to learn about your previous professional experience, and a good resume will put that relevant experience front and center.

Use Formatting To Help Highlight Your Relevant Skills.

If you are submitting your resume for a posting that listed a job description, this is a great opportunity to use well-thought-out formatting to draw attention to your current technical skills.

You’ll want to list your hard skills in groups that tie directly back to the various parts of the job description you are interested in.

If for instance, the job description lists specific coding languages as part of the technical skills required for the position, it may make sense to create a special section on your tech resume that discusses your experience with those programming languages and the problems you’ve solved using them. There are many great resume examples out there, so do your research and find a resume template that organizes your content effectively in case you get stuck. You can also hire a certified professional resume writer to assist you!

What Needs To Be On Your Tech Resume

No tech resume tips article would be complete without discussing what you should have on it. Knowing what specific skills or experience on any resume can be a tall order, and as the information technology world is so vast, this can be difficult to determine.

Once you’ve gotten the attention of a hiring manager or tech recruiter with a well-formatted, easy-to-scan resume, your next task is to be sure that you are really shining a spotlight on your technical skills, professional experience, and problem-solving. Staffing agencies want to see an it specialist resume that gets to the meat and potatoes of it: they want to see all coding languages you know, computer systems you are familiar with, computer skills you’ve honed, and any information technology occupations you’ve had in the past.

For example, let’s say you’re applying for a job as a software developer. You may be an IT professional with a focus in application development and software development, which is directly related to the job. But let’s say you’ve had past experience as a cybersecurity professional and project management. While it may not be directly related to the job description for the role you’re applying for, it’s good to show that you have a wide breadth of knowledge in the information technology field.

In addition to featuring your tech skills, you should also leave some room to discuss your soft skills as well. A prospective employer will be more inclined to hire you for a tech position with their organization if you are able to display excellent communication and team-building skills.

A Word On Personal Projects

Personal projects are often not included on many tech resumes, but they should be. Personal projects can display the extra effort you put into learning new skills outside of work, which is something top talent almost always does.

When a staffing agency reads your resume and sees personal projects that are relevant to the position they are tasked to fill, it tells them that you not only know your stuff, but that you are passionate about what you do. An employee who is passionate about their role is an employee who is dedicated to their job, and showing your potential employers that you love what you do makes you a top candidate.

Interesting personal projects can also help get a recruiter’s attention and may help qualify you for a position even if you wouldn’t typically be considered for that exact role otherwise. For example, if you are a developer applying for a job in back-end development, you may have made a widget or a site that had a good design. The role may involve some UX work, so showing them that you are capable of these additional IT skill sets could be a major plus for their company compared to the other candidates they are considering.

Backing Up Your Claim With Evidence

If you are considering a career change, have recently graduated, or are looking for an entry level tech job that you may not have the previous professional experience to normally qualify for, a personal project can help demonstrate your key skills as they apply to the job posting you’re being considered for.

Utilizing a GitHub account to show your code is a great way to establish legitimacy when you are starting out your IT career, as it shows a working knowledge of not only coding, but sharing and collaborating in the IT world. Remember that background checks can’t show that you know your stuff, so be sure to provide that for them so they can see that you are right for the role.

Professional Profiles

It’s important for your resume to include information on how a hiring manager or recruiter can find your professional profiles.

Those profiles will probably include additional content about your skills that tech employers want to see.

Relevant social media profiles can include LinkedIn profiles, GitHub accounts, CodePen Profiles, or online portfolios. Many of these are password protected, so be sure to include any passwords for recruiters or human resources managers so they can see your talent!

What Are Recruiters Looking For?

High demand jobs in the tech industry will often have a competitive hiring process.

Recruiters will care most about your relevant skills as they apply to the job posting and hiring process. That means your resume should include sections for:

• Experience
• Technical Skills
• Soft Skills
• Quantifiable Results
• Any Relevant Education or Certifications

Keep Your Resume Concise

Your resume should only be one page. Resumes that are two pages long (or more) will almost always benefit from being more concise and less wordy if possible.

Recruiters and potential employers alike will be looking at dozens, if not hundreds, of resumes when they are filling job openings. If your resume is short and only includes what is relevant to specific job postings, it will help them zero in on what matters and why you might be a good fit.

Use The Right Keywords

Much like common internet searches, most employers and recruiters will use some form of search to help them locate the best candidates for the best jobs.

Job seekers should be sure to include relevant keywords in their profiles or resumes so that they are able to appear high in the search results for a given job. Refer to the job responsibilities listed in the job ad and ensure that these keywords are used.

For instance, software developers or software engineers may want to be sure to include the names of tools they have experience with. If a company uses those tools in their workflow, they may search for a software engineer that has them listed on their resume as something they already know.

Always Edit Your Resume

For tech jobs, it’s important that your resume is current and reflects your recent experience or newly learned skills.

When a hiring manager reviews your resume, they want to see what you’ve been doing recently. Your resume should give them a good idea of where you are right now in your career path, as opposed to a few years ago, which is often the case with outdated resumes.

Final Thoughts & Tips On Creating A Great Technology Resume

Tech employees work in a highly competitive field. The tech industry is always changing, and your tech skills need to evolve with it.

Focus on previous tech jobs you’ve had, companies in the tech industry you’ve worked for, tools you’ve used, and team building where it applies.

Make sure your resume is focused on being specific to finding a tech job, and remove anything that doesn’t apply to those specific roles.

If you know what company you are being considered for, adjust your resume to align with that specific job or career path.

Writing a resume doesn’t have to be a full time job in and of itself, but if you are interested in advancing your career, be sure that you give it attention regularly.

How IT Managers Recruit and Retain the Best Team

Remember when fax machines, file cabinets, and switchboards were the backbone of business communication? It wasn’t too long ago that most technology departments were comprised of a small team of techies responsible for troubleshooting and repairs. But IT departments today are undergoing tremendous growth and rapid change, presenting IT managers with a challenge. In fact, for many companies, IT is now less of an individual department, and more of an agile force driving every facet of business. Keeping your IT team as expansive and up-to-date as necessary requires constant oversight, and is met with considerable competition. Here’s what IT project managers and development managers need to know when building an effective IT team

IT Staffing: The What, Who & Why

So what does the IT staffing process look like in the current business climate? IT skills are now desirable in many industries and across all departmental lines. That means hiring is tough- there is a huge demand and a short supply of qualified tech professionals. More and more businesses are turning to IT staffing firms to help them. Take a look at how it works.

• What is IT staffing? IT staffing companies are professional recruiters that source the best tech talent for a variety of industries, including short-term, long-term, or individual hires. They also compile entire teams, if needed, and have access to the brightest job seekers. They employ a rigorous screening process that produces candidates who best meet your requirements.
• Who uses IT staffing? Virtually every company could use a little help acquiring the best IT talent, since demand currently exceeds supply. IT managers and project managers don’t have time to heavily recruit, or even keep up with the changing trends. IT staffing agencies bring you the best web developers, network engineers, cloud architects, and database administrators, just to name a few.
• Why use an IT staffing company? IT recruiters have access to candidates proficient in all types of technology to customize your hire. They can also assemble entire teams in the time it might take you to hire a single employee. They perform all the legwork on aligning applicant experience, personality, and skills to your job listing, to weed out unqualified candidates.

The Difference Between Full-Time Employees and Contractors

When it comes to staffing your IT team, you’ll need to decide whether to hire full-time employees or independent contractors, or even a combination of the two. It’s a great time to work in the IT industry, since applicants have multiple opportunities. So, it’s important to hire a team that aligns with your company’s schedule, workload, and budget.

Full-Time IT Employees- Full-time employees are hired to work a set schedule of hours per week and may be entitled to medical or government benefits. They often require on-the-job training and paid vacation, sick days, maternity, or medical leave. Some full-time employees have opportunity for promotion or retirement funds.

• Risks- The changing industry means their jobs aren’t entirely safe, and they lack the versatile experience that comes with contracting at different job sites. Opportunities to advance may be limited, and time off may be hard to come by. It’s also difficult to keep current with emerging technology while holding a full-time position. They aren’t able to work seasonal hours or periods of growth without being paid overtime.
• Benefits- FTEs are able to form more lengthy relationships with coworkers and become experts in their particular field. Some enjoy a sense of stability and value and may receive perks like health insurance and networking opportunities.

IT Contractors- IT Contractors are hired on an as-needed basis, to fulfill a specific job. Some jobs may last a day, while others go on for months, or even turn into long-term hires. Contractors typically set their own rates and hours and have a more flexible schedule, with a wider breadth of experience. They often work with a staffing agency to secure frequent employment and enjoy selecting the jobs that appeal to them.

• Risks- Contractors must cover health costs on their own, and can lack a connection with your team. They have to be looking for the next job at all times, which can be daunting without a staffing firm. They often charge a higher rate than FTEs, but it usually comes with broader experience, as well.
• Benefits- IT Contractors can fill in necessary gaps whenever and wherever you need them. They aren’t subject to a 9:00-5:00 schedule and don’t require costly extras like benefits, overtime, or paid time off. They help insure that there is no downtime in your company, even when staff members are away. With the ever-changing nature of technology, your growth may be hard to control. Hiring trained contractors to work on projects as needed is more efficient and cost-effective than bringing your whole staff up to speed. Contractors also work with a sense of urgency and a desire to please, since they rely on referrals and repeat customers.

Solutions to the Top 5 Manager Pain Points 

Whether you’re staffing a permanent team or heading up a short-term project, IT hiring presents several challenges for managers. It is an applicant’s market in the IT industry, making it tough to attract and obtain the top talent. Here are five of the challenges managers face, and ways to overcome them with the help of IT staffing firms.

1. Recruiting top talent- IT help is in high demand across every industry. It’s challenging to not only locate but acquire the best of the best, with so many others vying for their attention. The solution is to let an IT staffing firm seek them out and attract them using their industry insight and reputation to boost the candidate’s interest. With multiple platforms of communication and countless connections, IT staffing groups reach the broadest audience.
2. Finding a fit- It’s important that your employees have compelling resumes, but it’s also essential that they fit your specific needs. Applicants might know how to sail through an interview with you- providing stock answers of what they think you expect. But staffing firms are experienced in selecting an actual match for your team. They sort through the pile of applicants and present you with only the people you’d be interested in hiring.
3. Employee retention- With so much to choose from in IT job listings, it’s easy for employees to jump ship. If you hire someone who’s not passionate about your company’s goals or is itching to advance too quickly, it might cause unnecessary turnover. IT staffing companies know how to select employees that are in sync with your purpose and mission. They are also experts at placing contractors in positions for exactly as long as you need them. Turnover is costly for companies, so contracting is a safer bet for IT hires.
4. Managing growth- Technology is a burgeoning field, growing by unpredictable leaps and bounds. By the time IT managers hire and train a full-time employee, their skill set is practically outdated. In order to keep up with IT needs, managers need to partner with a firm who supplies them a steady stream of contractors to fill in the gaps. An employee who arrives on day one trained and ready prevents downtime and loss of revenue.
5. Lack of time- Whether it’s time to train, time to interview, or time to lose, managers are constantly short on time. When you need an employee immediately, there’s no time to be picky. This leads to eventual firing or quitting if an employee is improperly screened. Let a professional staffing firm save you time and reduce that risk by taking the job off your hands.

Your IT team might be the most important component of your company today. Everything from marketing, to data storage, to communication is now fueled by IT skillsets. The needs are evolving and demand is high, but you want to hire quality candidates who will promote your brand, not just fill the spots. The best way to attract, obtain, and retain the strongest team is to partner with an IT staffing firm who knows how to get the job done. 

5 Skills Needed for Firmware Developers and 4 Reasons to Become One

Firmware development is an essential part of the software engineering process, and hiring qualified firmware developers can help ensure that your products are up to date and performing at their best. Firmware developers play an essential role in the software engineering process. They are responsible for writing and optimizing code that controls hardware devices, and they can be found in a variety of industries such as embedded systems, robotics, and medical technology.

Maybe you’re starting out in your career, looking into a field of study for school or making a career change, but here are the skills you will likely need to possess in order to have a successful career in firmware development.

1. Technical Skills: The most important reason to hire a firmware developer is for their technical skills. A good firmware developer should have an extensive knowledge of hardware and software systems, as well as a deep understanding of coding languages like C++, Python, or Java. They should also be able to work with embedded systems and microcontrollers, in addition to being familiar with debugging tools such as JTAG and EJTAG.

2. Advanced Problem-solving Skills: Firmware developers must possess advanced problem-solving skills in order to successfully write code that will allow hardware to perform its intended functions properly. They need to be able to troubleshoot any issues that arise while coding and come up with creative solutions on the spot. They must be able to identify problems within the system architecture, develop solutions, implement those solutions, and test them for accuracy and reliability. Being able to troubleshoot problems is crucial for any successful firmware developer.

3. Attention To Detail: Firmware developers need keen attention to detail when developing code or debugging hardware issues as even small errors can cause major issues down the line if not caught in time. Also, they must make sure that all changes they make are thoroughly tested before deploying them into production systems so that any potential bugs are identified early on and fixed accordingly before users are affected by them.

4. Creativity: Although much of the work done by firmware developers involves problem-solving tasks, they must also be creative in order to develop new solutions and ideas that can improve the product’s performance. They should be able to come up with innovative ideas on how to optimize code or design better algorithms for more efficient operation of the system.

5 . Teamwork: Finally, firmware developers must be able to collaborate effectively with other team members in order to draw out ideas from each other during brainstorming sessions or when working together on projects. Working together allows teams collectively come up with better solutions than what would have been possible if one person had worked alone on it all by themselves since multiple perspectives result in more diverse views about how things should be done which often leads towards better results overall.

If right now you are thinking that those skills hit pretty close to yours, here are some other things to consider.  The need for skilled firmware developers has never been higher than it is today; from consumer electronics products like smartphones and tablets all the way up through industrial automation systems in factories across the world depend heavily on reliable code powering them behind the scenes written by experienced engineers who understand both the hardware side of things as well as software development principles needed for successful implementation of any system requiring embedded programming capabilities. If you’re considering becoming a firmware developer, here are some potential benefits that you should consider. 

Low-level Access to Devices:

One of the key advantages of being a firmware developer is having low-level access to a device’s hardware. This means that they can go deeper than just the surface level programming languages used to operate a device. As a result, they can create more efficient code that allows for faster speeds and greater control over how the device functions. This is especially helpful when dealing with complex operations or data-intensive tasks. This tends to be more interesting for technical resources compared to mundane business applications that most IT professionals encounter.

Supply and Demand:

In this day and age, everything from water faucets to refrigerators leverage firmware to support their functionality.  This means the demand for Firmware Engineers couldn’t be higher and there is no end in sight.  So, if you are looking for a long, lucrative, and rewarding career, look no further than Firmware Engineering.

Variety of Career Opportunities:

A firmware developer’s skillset makes them highly sought after by companies across numerous industries such as aerospace, automotive manufacturing, healthcare, finance, telecommunications and more. Furthermore, many firmware developers choose to pursue freelance opportunities where they have more flexibility over their working hours and projects, they take on which increases job satisfaction levels significantly compared to traditional employment models. 

Growing Salary Potential:

According to recent surveys, salaries for firmware developers have seen significant growth over the past few years due to increased demand from employers looking for experienced professionals who can help them develop new products as well as upgrade existing ones quickly and efficiently. This has resulted in salaries well into the six-figure range depending on experience level, location, and specific projects undertaken.

Conclusion:  As you can see, there are numerous benefits associated with being a firmware developer. From low – level access to devices, advanced problem-solving skills, ability to collaborate with other professional, wide range of career opportunities available, and growing salary potential it is no wonder why this profession continues to remain popular amongst employers looking for tech talent. For these reasons alone it is worth considering taking up this rewarding profession if you want an exciting career path filled with plenty of challenges along the way.

Top 10 Ways to Attract Engineering Talent

As technology continues to evolve, the need for top engineering talent is greater than ever. But how can you attract the best and brightest engineers to your company? The answer lies in creating an environment that supports their growth, offering competitive benefits, and providing opportunities for career advancement. But how do you make sure your company stands out from the rest? Here are Ten tips for attracting top engineering talent to your company.

1. Offer Competitive Salaries and Benefits

It’s no secret that top engineers are in high demand and can command a hefty salary. Offering competitive salaries and benefits not only entices them to work for your company but also helps retain them once they’re on board. Look into what other companies are offering in terms of salaries and benefits and make sure your packages match or exceed those offered elsewhere.

 2. Invest in Professional Development Programs

When it comes to attracting top engineering talent, you want to offer something more than just a paycheck—you want to offer professional development programs that help them grow as professionals while they’re with your company. For example, consider offering targeted training programs or workshops designed to help engineers develop new skills or hone existing ones. Not only will this help attract top talent, but it will also improve employee morale and retention rates overall.

3. Leverage the Latest Technology

Engineers love technology and have a strong desire to work with the latest and greatest tool available.  Many will even choose the opportunity to use new technology over financial considerations.  Having outdated or legacy systems and tools will be a significant drawback when attempting to attract new talent.  Bite the bullet and upgrade your system and tools…it will be worth it!

4. Provide a Defined Career Growth Path

Many organizations do not offer career advancement paths for technical resources.  In these organizations you typically need to be promoted to a manager level to advance your salary and status within the company.  Having a technical path for career advancement to go a long way in attracting top engineering talent.  Often the top technical minds do not have the skills or desire to manage people, but that doesn’t mean that we shouldn’t recognize and reward them for the value that they bring to the company.

5. Provide Flexible Scheduling Options

Top engineers know their worth—and they don’t want to be tied down by traditional 9-5 scheduling options if there are other options available. Consider implementing flexible scheduling options such as remote work or flex time so that engineers can work when it works best for them without having to worry about being penalized for taking advantage of such options. This type of flexibility helps ensure that you attract the most talented staff possible without sacrificing productivity or results in the process.

6. Create a positive working environment: Employees want to work in an environment where they feel valued and respected. To create a positive working environment, ensure that your team has a healthy work-life balance with clear boundaries between work and personal life; provide regular feedback so employees feel appreciated; promote collaboration (as opposed to competition) among team members; offer training opportunities for upskilling; and recognize performance with rewards for those who go above and beyond.

7. Utilize Networking Events

Networking events are invaluable when it comes to recruiting top engineering talent because they provide an opportunity for potential employees to meet people who already work at your organization. They can get a feel for its culture before applying for any positions you may have open at the moment or in the future. And since most networking events are free or low-cost, they’re easy on the budget as well! 

8. Leverage Social Media Platforms 

Social media platforms like LinkedIn can be invaluable tools when it comes to recruiting top engineering talent—especially since many of these platforms allow users to search specifically for jobs by industry, location, or keyword.  This makes it easier than ever before for potential employees (and employers!) to find each other quickly and easily without having to invest too much time or effort into the process overall. 

9. Leverage referral programs: Referral programs can be extremely effective when it comes to recruiting top engineering talent—so why not tap into the power of word-of-mouth marketing? Offer incentives such as discounts or gift cards for successful referrals made by current employees; this will not only help you find qualified candidates but also boost morale among existing staff members by showing them you appreciate their efforts in helping you find new team members!

10. Advertise open positions on job boards: Don’t forget about traditional methods of advertising open positions! Post job openings on your website and popular job boards like Indeed or Dice so potential candidates can easily find them—and make sure you include all relevant details about the position, so people know exactly what they’re applying for! 

Conclusion:

Attracting top engineering talent doesn’t have to be difficult—all it takes is some forethought and creativity on your part! Start today by implementing some (or all!) of these strategies—you never know who might be interested in joining your organization!

The Benefits of Building a Diverse IT Team

Diversity is a core value for many organizations, and the IT team is no exception. A diverse IT team brings a variety of perspectives and experiences to the table, which can help you better meet the needs of your customers and create more innovative solutions.  Not only does having a diverse team bring fresh perspectives and new ideas to the table, but it can also be beneficial for the long-term success of any organization. But what are some of the specific benefits of building a diverse IT team? Let’s take a look at some of the ways in which diversity can improve your team’s performance.

A Wider Range of Experience and Skillsets

Having a diverse IT team means that you have access to a wider range of experience and skillsets. Whether it’s programming languages, hardware components, or software architecture, having employees from different backgrounds can help your whole team become more competent in their work. This allows for more efficient problem solving and quicker implementation of new technologies as well as strategies.

Harnessing Different Perspectives

IT teams are tasked with solving complex problems, often relying on creative solutions to get the job done. By diversifying your team members’ backgrounds, you can leverage different perspectives when facing a challenge. Each person will bring their own unique set of skills and experiences to the table, which can open up new ways of thinking about how to solve an issue. This kind of creative problem-solving can lead to more successful outcomes than if everyone on the team had the same background or experience level. 

More Creative Solutions

Having people from varied backgrounds working together often leads to more creative solutions. Diversity encourages different perspectives on a problem, which can lead to better brainstorming sessions and innovative solutions that might not have been considered by an all-homogeneous group. Encouraging open dialogue between members with different backgrounds allows them to understand each other’s points of view and come up with creative solutions faster than if they were all coming from the same background.

Increased Innovation     In today’s technology-driven world, innovation is key for staying competitive in the market. By having employees from various backgrounds working together on projects, you increase your chances of success when it comes to developing new ideas or products that will appeal to a wider audience. People from different cultures often have unique insights into what might work well in certain markets due to their firsthand knowledge and understanding of those regions or communities—so having them involved in product creation could prove invaluable for any organization looking to stay ahead of the curve and innovate faster than its competitors.                

Better Customer Service

When it comes to customer service, diversity plays an important role in creating a better experience for your customers. It’s natural for people to feel more comfortable talking to someone who they can relate to or has similar cultural or lifestyle experiences as them. Having a diverse team allows you to provide more tailored customer service that caters to each individual’s needs and preferences. Additionally, having employees from different cultures on board helps build trust with customers from other countries or regions—something that could be beneficial for businesses looking to expand internationally.

Conclusion:

Building a diverse IT team has many benefits including harnessing different perspectives when facing complex challenges, providing better customer service tailored specifically towards each individual customer’s needs, as well as increasing innovation through leveraging insights gained from employees with firsthand knowledge or experience with certain markets or communities around the world. All these benefits combine to create an environment where innovation flourishes and teams become more productive in their daily tasks. Investing in diversity is crucial for any organization looking for long-term success, so make sure you’re taking advantage of it!

How to Build Your IT Team in a Difficult Hiring Market

The world of IT is ever-changing. As technology advances, the need to staff IT teams with qualified candidates grows. However, in today’s difficult hiring market, many IT managers are struggling to build their IT teams in the current job market. You may ask “Why? With all of the tech talent out there in the job market, surely this wouldn’t be a struggle for companies to source IT employees.”

It may seem counter intuitive, but recent labor market data shows that with so many highly qualified candidates with ideal technical expertise already employed and fewer people actively job searching, finding and hiring qualified candidates during a difficult hiring market can be challenging.

You have probably exhausted the traditional channels such as job boards and job postings on your website and now might be the time to think outside of the box. These passive recruiting methods, while typically helpful, are generally not very effective in a difficult market. Fortunately, leveraging a staffing partner can be an effective solution that can help you to overcome this challenge and find the right technical support for your team. Let’s explore how a staffing partner can help you build your IT team.

Why Use a Staffing Partner?

When you use a staffing partner, you are leveraging their experience and expertise in recruiting top IT talent for your organization. They will be able to provide advice on job postings, interview formats, and more. Additionally, they will take care of all of the administrative tasks associated with sourcing candidates and conducting interviews. All of these tasks would normally take up valuable time that could otherwise be spent focusing on core functions within the organization.

What Services Do IT Staffing Companies Offer?

IT staffing companies offer a wide variety of services that are designed to meet the specific needs of their clients. These services include short-term, long-term, and project-based placements as well as contract-to-hire solutions. They also provide consultation services, technical assessments, and other specialized recruiting services. Human resource management can work well for finding a candidate for the role, but many HR managers do not have the technical expertise or knowledge of information technology to know if they are choosing the right job seekers. Fortunately, a staffing agency that specializes in IT job disciplines can identify which of their vetted candidates will be the right IT tech expert for your team.

The Benefits of Leveraging Staffing Partnerships

There are many benefits to leveraging a staffing partner while building your IT team, such as access to specialized skillsets and access to an extensive network of qualified professionals to place in various areas of IT jobs.

IT Staffing Companies Know Technology

Picture this: you may think you are looking for any IT expert. Without an IT staffing company, you may end up hiring an information security expert. However, once talking to a staffing agency that specializes in IT solutions, you may learn that you are actually looking for front end developers for your project at hand, and not an information security specialist. Working with an IT staffing company takes the guesswork out of hiring, especially for niche IT jobs.

They Can Find the Right IT Talent Anywhere

A staffing partner can also provide access to remote workers who may not be available in your local area. This gives you greater flexibility when it comes to hiring for your virtual teams and allows you to tap into a larger pool of talented individuals with diverse technology skillsets. Many job seekers may see that your company is located in an area outside of where they are able to work, and may write off your job posting as something they may not qualify for. As a staffing company pre-interviews, pre-screens, and pre-preps each candidate, they will be able to perform top notch job matchmaking, and find the right fit for your team. Furthermore, using a staffing partner can help save money by reducing recruiting costs associated with traditional methods such as advertising or headhunting.

They Boost Your Hiring Efforts Tenfold

When you use a technology staffing partner, they become an extension of your recruitment team. This allows you to access the expertise and resources of their technology recruiting network, which arms your operations teams with new solutions and tools they may not otherwise have access to. Your team will have access to current job seekers and professionals who may not be actively looking for work yet but are open to new opportunities or open positions when presented with them. This gives you access to a larger pool of potential technology candidates than you would have if you were relying solely on job postings or other traditional recruiting methods.

Working with an IT Staffing Agency Saves You Time

Using a staffing partner also helps streamline the recruitment process by reducing the amount of time spent sourcing and screening new hires. Your dedicated recruiters will handle all aspects of the recruitment process from start to finish, including pre-screening resumes, scheduling interviews, conducting reference checks, automating processes, and negotiating offers on your behalf. This saves valuable time that could otherwise be spent focusing on more important tasks such as onboarding new hires, managing existing staff members, and all of your other day-to-day business operations. For both smaller companies and larger organizations, saving time is saving money. Getting your IT team hire right the first time will save your team the headache of hiring again and again, and your IT team will be on its way to optimizing your business.

They Know What IT Job Seekers are Looking For

A staffing partner can also provide valuable insight into local talent markets that might not be immediately apparent without specialized knowledge or research capabilities. They have intimate knowledge in the IT industry and know about which technology skills are in demand in your area, who is hiring those skillsets at what rate, and what salary ranges they are willing to pay for each role they are trying to fill.

For example, let’s say you are looking for an IT expert who specializes in software development. You may think that they would be paid or offered a certain salary for their work. However, an IT staffing firm may know that software developers these days are typically also skilled as project managers, system integration, knowledge of operating systems, and technical assistance. They can identify which candidates possess these technology skills and advise what they would typically be offered in the technology industry, and further, break down how their skills can save your company time and money if they are hired.

This data provides invaluable information when setting salary expectations or deciding whether it makes sense to hire full-time employees or contract workers instead.

Things you can do to ensure a successful Staffing Partner relationship:

Consider Hiring Remotely

During the pandemic, many companies began transitioning from traditional office set ups to remote or hybrid models out of necessity. What once were operations teams consisting of employees in the local area are now moving to support teams in multiple locations, increasing the diversity of IT skillsets and talent pool. This has opened up opportunities to hire remote workers who can provide quality service without having to come into a physical office space, making the process teams work by easier and more productive. It’s important to consider that many workers in the IT industry have expert experience with all things technology, so working remotely using the many tools available to do so, will not be an issue when managing your IT team.

Additionally, many IT jobs involve project-based workflow, so often they are providing technology support, managing data, providing system security, or updating data centers, all or most of this work can be done remotely. Remember that you are also competing against the other companies who can offer the flexibility and freedom to these IT professionals, so consider altering your organizational structure to support remote IT teams.

Examine the Problem and Consider Contract IT Work

Consider hiring contractors or offering part-time roles as they can bring considerable value to your team without requiring additional commitment, such as benefits packages or long-term contracts. You may think that you need a full-time IT team to meet your business needs, or that IT professionals are only interested in full-time positions. The reality is quite the opposite: many IT professionals have moved to solely contract work or, more often, work hybrid and have a full-time position with contract work on the side. This opens up the possibilities for technology solutions that may just be a few quick fixes here and there, saving your company time and money.

For example, you may be inclined to hire an IT professional full-time to address some technical issues. However, it may just be a few simple hardware issues, which would be completed and maintained every so often. Or you may just need a go-to IT contractor to upgrade systems from time to time. Contractors can be a one-time solution or your new go-to technology expert. It all depends on what your team needs, and an IT staffing firm can help you determine if hiring a contractor is the way to go.

Know What You Can Offer

Make sure you know what benefits and perks you can offer potential hires in order to make your company stand out from other businesses vying for the same talent pool. Think beyond salary; consider offering things like flexible schedules, remote work options, or a generous vacation package as incentives for prospective employees. Knowing what kind of benefits you can provide will help make sure that those who apply for positions at your company are genuinely interested in working with your business long-term. Labor statistics tell us that many companies are becoming more competitive with these benefits and perks, as the talent pool for IT experts has become so competitive. At the end of the day, you aren’t just looking for an IT person; you’re looking for technology thought leaders that will take your team and business to new heights. Sweetening the deal will ensure that these IT professionals stay with your company and devote their efforts to your business goals.

Understand Your Business Needs

The first step in building your IT team is determining what positions your business needs to fill and what skills each position should have. Understanding your business requirements sets you and your team up for success, as you’ll arm yourself with the knowledge of what gaps there are in your IT operations. Functional teams are fine-tuned machines: each part as a role and each problem your business encounters is addressed. With this in mind, you need to identify what IT experts you need for each role.

An IT staffing company can help you with this often-difficult task. Based on your goals and existing team, they can help you determine if you’re looking for a Swiss army knife or a sharp blade. You may have a team of data scientists or solution architects and just need someone to address service management. Alternatively, you may be a smaller business that is more in need of an IT professional with expertise across multiple disciplines. An IT staffing firm can look closely at your existing organizational structures and help you narrow down what roles you need to fill.

It’s also important that everyone on your team has a strong understanding of their role and the tasks they will be expected to complete. This will help ensure that everyone is working towards the same goals and that there is no confusion about who is responsible for certain tasks or projects.

Be Flexible with Job Descriptions

The job titles and descriptions that used to work for your team may no longer be relevant in today’s market. An IT staffing partner can assist you with identifying what job disciplines are most prevalent in the technology industry today, and further, work closely with you to ensure that your job descriptions are up-to-date and reflective of the current IT job market.

For example, you may need an IT professional to help your company update your internal and external platforms from a visual standpoint. You may think that you are looking for an IT expert with a focus in software development, when in reality, you’re actually looking for a UX designer and developer. This is a job description that didn’t really exist ten years ago, so keeping up to date with the roles you are looking for will help you find the correct talent for the job.

Take this opportunity to update them so they reflect the skills and experiences you are looking for in an ideal candidate. You may find that it helps you draw more diverse applicants who have the skills you need but may not have been attracted by outdated job descriptions. Reduce the scope of job descriptions to give you a better chance of finding a candidate.

Finding The Right Staffing Partner

The key is finding the right staffing partner for your organization’s needs. Start by researching potential partners and make sure they understand your unique needs before signing any contracts or agreements. Ask questions about their recruitment process and find out what resources they provide such as resumes, background checks, drug tests, etc.. Make sure they are experienced in working with organizations like yours and that they have access to high-quality IT professionals who meet your job requirements.  Once you’ve identified a potential partner that meets your needs, it’s time to move forward with creating an effective partnership that will benefit both parties involved. 

Final Thoughts

Hiring during difficult times can feel like an uphill battle without the right resources at hand – but it doesn’t have to be! Leveraging a staffing partner can help streamline your process considerably and ensure that you bring on board only highly qualified talent for your IT team – even during challenging times! With so many benefits available from these partnerships, there’s no reason why every IT manager shouldn’t consider leveraging one now!

Exploring the Difference Between Engineering and IT Careers

There are many similarities between Engineering and IT, but most importantly they can both provide for a long a very rewarding career. Engineering focuses on designing and building physical products and systems, while IT focuses on developing technology-based solutions for businesses. Let’s take a closer look at the skillsets associated with each field, as well as the job opportunities that are available for graduates.

Engineering and IT careers both require problem solving skills along with knowledge of math/science principles, but engineering may require more “hands on” work while IT requires much more computer programming experience. Potential salary ranges vary greatly depending on the specialty area within each industry so it’s important for individuals interested in either career path (or both!) to do their research before deciding which direction they want to head down professionally. No matter which route you ultimately decide upon there will no doubt be plenty of rewarding opportunities available due to the demand of each industry!

Engineering Careers

Engineering is a broad field that encompasses many different disciplines, from aerospace to civil engineering. Engineers use specialized knowledge to design and develop products that meet specific needs. Engineers are typically divided into three broad categories—mechanical, electrical, and civil—and within each category are many different disciplines. For example, mechanical engineers may focus on aircraft propulsion systems, while electrical engineers may focus on power transmission systems. Depending on their specialty area of expertise they may also need to know how to program computers or robots to assist with their designs.

Most engineers need at least a bachelor’s degree in their chosen field get started in their careers. Depending on the discipline, some employers may require additional certifications or licenses as well. Engineers must be highly analytical and have a strong understanding of mathematics and physics; they should also be creative problem-solvers with excellent communication skills. The salary range for engineers varies widely depending on the type of engineer and years of experience; however, most earn salaries in the six-figures annually.              

IT Careers

Information Technology (IT) is another broad field that covers numerous topics related to computer systems such as software programming and development, networking, database administration and more.  IT professionals design, develop, maintain, deploy, support, improve upon, or manage information technology systems for organizations across all industries. They often specialize in specific areas like networking or cybersecurity; many also work with software applications or databases to ensure that data is accessible and secure.

Most IT jobs require at least a bachelor’s degree in computer science or a related field; however, depending on the role some employers may prefer those with graduate degrees or certifications such as Microsoft Certification (MCSD). IT professionals must have strong technical skills as well as problem-solving abilities; customer service experience is also beneficial for those who work directly with clients or customers. 

The average salary for an IT professional is around $80K per year but can vary widely depending on the type of job and years of experience; some jobs pay upwards of six figures annually while entry-level positions may make less than $50K per year. 

In conclusion, both engineering and IT careers offer great potential for growth and financial rewards. Deciding which career path is right for you depends largely on your interests, skillset, education level, experience level and desired salary range. Researching these two fields further will help you make an informed decision about which one is right for you. With the right amount of dedication and hard work either option could lead you to success!

How to Lead an IT Team in a Remote Environment

Blog Introduction: Working remotely has become the new normal for many companies, and as a result, IT teams now have to manage their team from afar. It can be difficult for IT Managers to keep their team on track and productive when working remotely, but it is not impossible. Here are some tips for leading your IT team in a remote environment.

Communication

It all starts with communication and with a remote team, communication becomes even more vital.  Standup meetings, regular one-on-one checkpoints and frequent team meetings are all effective steps to bridge new communication gaps.  It is a careful balance to not over meeting your team, but hugely important to stay close. 

Set Clear Expectations

It is important to set clear expectations for each team member early on. This includes outlining the tasks that need to be completed and establishing deadlines for those tasks. Additionally, it is important to provide feedback on the progress of each task so that the team can be held accountable for their work. By setting clear expectations from the start, you will ensure that your team members understand what is expected of them and how their performance is being evaluated.

Establishing Processes

It’s important to establish processes for how your IT team works together while in a remote environment as well as what type of communication needs to occur between members of the group. Determine which communication tools will work best for your specific needs and provide training on how to use them effectively. Create guidelines for how decisions get made in the group and ensure everyone understands their role within it so there is no confusion about who is responsible for which tasks or decisions at any given time. Establishing processes like these will help ensure that everyone is on the same page throughout a project’s duration, no matter where they are located physically.

Building Trust with Your Team

Trust is key when managing an IT team in a remote environment. To build trust with your team, be sure to set clear expectations and provide frequent feedback about each individual’s performance. You should also make yourself available to answer questions or address any issues that may arise. Encourage open communication within the team and let them know that they can come to you if they need any help or guidance. Establishing trust will help ensure that your team remains motivated and productive even when working remotely.

Encourage Collaboration

One of the biggest challenges that comes with managing a remote IT team is encouraging collaboration among its members. To do this, you should set up regular video conference calls where everyone can discuss current projects and pitch ideas for future ones. You should also establish channels such as Slack, Teams or email threads where people can easily communicate with each other about any issues or questions they may have. By creating an environment where communication and collaboration are encouraged, you will foster a culture of innovation and productivity within your IT team.

Use Technology Wisely

Technology has made it possible for companies to manage remote teams effectively without having to be physically present at all times. However, it is important not to rely too heavily on technology when managing your remote IT team; while tools such as project management software can help keep track of tasks and deadlines, they cannot replace face-to-face interaction between managers and their teams. Whenever possible, try to schedule video conference calls instead of relying solely on emails or online messages; this will ensure that everyone feels connected and part of the same group despite working remotely. 

Conclusion:

Managing an IT team in a remote environment requires patience, communication, and strong leadership skills; however, if done correctly it can lead to better collaboration between managers and their teams which in turn leads to higher productivity levels overall. By setting clear expectations from the start, encouraging collaboration among your team members, and using technology wisely when communicating tasks or ideas, you will be able to successfully manage your remote IT team without having to be physically present at all times.

Adapting to the Remote Workforce: What IT Managers Need to Know

The move to remote work has changed the IT landscape, and with it, IT managers must adapt their strategies to achieve success. Challenges such as managing remote teams, managing multiple devices, and protecting data have all become increasingly important for IT managers in the new world of remote work. Let’s explore some of these challenges and how IT managers must adapt their strategies to ensure success.

Managing Remote Teams

The shift from an in-person office environment to a distributed organization requires IT managers to develop strategies for effectively managing remote teams. Communication is key and establishing a clear plan for how team members communicate with each other is essential for productivity and collaboration. This could include utilizing video conference platforms or chat applications like Slack or Microsoft Teams. Additionally, setting up regular check-ins with team members can help maintain accountability and productivity while ensuring that everyone feels connected.

Managing Multiple Devices

IT managers also must be prepared to manage multiple devices across a distributed workforce. This means developing processes and procedures for securely storing data across different devices while ensuring that they are kept up-to-date with the latest security patches and software updates. Additionally, it’s important that all employees who use company devices understand best practices when it comes to device security (e.g., password complexity, two-factor authentication) as well as how their actions may impact the security of their device and data stored on it.

Protecting Data

Finally, understanding how data is stored in the cloud is essential for IT managers trying to protect their organization’s critical information from malicious actors. Storing data in the cloud gives organizations access to powerful tools for protecting sensitive information such as encryption, secure authentication protocols, intrusion detection systems, and more. However, this does not mean that organizations should overlook basic security measures such as keeping passwords secure or restricting access based on user roles. These simple steps can go a long way towards keeping data safe from breach or theft. 

New Hiring Strategies

Our pool of IT candidates which may have previously been limited to local resources, now has a national or even international reach.  Remote or rural areas that may have had limited access to skilled technical resources now have a much broader reach.  However, with access to new highly skilled resource comes the burden of providing remote work environments that compete with other organizations across the country.  Adapting your processes, leveraging hi-tech tools and collaboration will be essential to acquire and retain top talent.

The Benefits of a Remote Workforce

The remote workforce offers several benefits for both employers and employees. For employers, it means increased productivity, lower overhead costs, and improved morale among staff members. For employees, it provides more flexible working hours and a more comfortable working environment. All these factors combine to create a win-win situation for both parties.  As employers and managers, we must embrace the benefits and don’t look at them as a burden or detriment.

Increased Accessibility Through Technology

One of the biggest advantages of having a remote workforce is increased accessibility through technology. With the right tools, teams can easily communicate with each other no matter where they are located. This makes collaboration easier and more efficient than ever before as long as everyone is on the same page when it comes to technology use. Video conferencing tools such as Zoom or Teams make it easy for team members to stay connected while working from home or on the go. Additionally, virtual meetings can be conducted with ease if all participants are familiar with the technology being used.

Security Challenges for Remote Workers

For many organizations, the move towards remote work presented new security challenges. Without proper security protocols in place, sensitive corporate data could potentially fall into the wrong hands or be exposed on unsecured networks. To mitigate these risks, it is important for businesses to have strong access control measures in place and require employees to use two-factor authentication when logging into their systems. Additionally, companies should regularly monitor their networks for any suspicious activity that might indicate malicious actors attempting to gain access or disrupt operations.

Adapting Strategies for Success

In order to achieve success in today’s IT landscape, IT managers must adjust their strategies accordingly. It is important that they stay up-to-date on new trends and technologies that could help them better manage their teams remotely. They should also focus on providing clear instructions for tasks and setting realistic goals for team members so that everyone remains on track and productive even when working from home or remotely. Additionally, IT managers should ensure that staff members have access to any necessary resources needed in order to complete tasks effectively from anywhere in the world. Lastly, they should provide plenty of support and feedback so that employees feel valued and appreciated even when they are not physically present at work every day. 

Conclusion:

The remote workforce has certainly changed the way businesses operate around the globe; however, with proper planning and adaptation of strategies by IT managers, success can still be achieved even when managing a team from afar! With clear communication protocols set in place along with access to necessary resources needed for completing tasks successfully from anywhere in the world, organizations can ensure that their teams remain productive despite any physical distance between them. By staying up-to-date on emerging trends related to managing remote teams, securing multiple devices across distributed networks, and protecting data in the cloud, IT managers can ensure their organization’s success both now and into the future.

Why More People are Choosing to Become IT Contractors

IT contractors are an increasingly important part of running a successful IT Department. They provide the skills and knowledge needed to help keep your technology up to date, reduce costs, and ensure security. Often, your strongest technical resources choose the life of a contractor rather than settling in at one particular company or role. But have you ever wondered why some people decide to some people prefer to be IT contractors rather than full-time employees?

Work Flexibility and Autonomy

One of the biggest reasons people choose to be IT contractors is for the work flexibility and autonomy that comes with it. Unlike a traditional full-time role, IT contracting allows you to decide when and where you work, giving you the freedom to create your own schedule and career. You also have more control over what projects you take on and which clients you work with. This makes it easier to balance other commitments such as family or hobbies while still earning a steady income.

The Ability to Choose Projects

IT contracting also offers the ability to choose projects that are interesting and personally rewarding. Since you’re not tied down to any one company, you can pick and choose projects based on their level of difficulty, their impact on society, or just how much they pay. As an IT contractor, you get to decide what kind of work fits best with your skillset and interests.  Many skilled resources do not like supporting applications or systems and prefer to move on to the next challenge once a project is complete.

Job Security

Another benefit of being an IT contractor is job security; no matter what type of project you’re working on at any given time, unlike many fields, there is always be a need for skilled professionals like yourself in the industry. This means that even if one project ends or a client changes their mind, there will always be more opportunities for those with expertise in coding, software development, cyber security, network engineering or other areas related to information technology (IT). This makes it much easier for contractors who want stable long-term employment without having to worry about finding new gigs every few months or years.

Variety

As an IT contractor, you can take on a variety of projects, giving you exposure to different technologies and platforms. This allows you to stay up-to-date with the latest technologies and acquire new skills quickly. It also gives you more opportunities for career advancement, as employers are always looking for candidates who have experience working with different types of technologies. Often IT contractors are hired specifically to supplement internal teams that are lacking certain skill sets.

Higher Pay Rates

High pay rates are another major draw for many people considering becoming an IT contractor; since they’re not bound by company policies or salary caps like full-time employees might be, they can often command higher fees per hour than someone employed full time by an organization would make in a year! This makes it possible for experienced professionals who specialize in certain areas of technology—such as mobile app development or AI engineering—to earn significantly more than their peers who are employed directly by companies. They also get paid for overtime hours that they work, which can lead to higher earnings over time.

Networking Opportunities

Working as an IT contractor allows you access into a wide range of networks that could help further your career in the future. By working with different organizations across industries, you will be able to build up relationships with potential employers who may offer new opportunities down the line! Often contractors spend multiple assignment sat clients due to the relationships that they have developed over many years.  Successful IT contractors are rarely out of work and typically in high demand.

Conclusion:

IT contracting may not be the right course for everyone, but for those looking for flexibility in their careers and higher pay rates, becoming an IT contractor may be the right choice. The ability to choose projects based on interest level or impact on society is appealing. Job security is rarely an issue and the relationships developed over many years and clients is invaluable. For all these reasons combined many individuals find themselves drawn into this field and never look back.