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Your Fight for Top Talent

September 21, 2018

In the world of finding top talent, many companies fail. The battle of finding top tech talent is a bloodbath, especially in the Pacific Northwest region of America where tech talent is highly sought after.  These employees are important to your company, and having the right strategies on your belt will attract the best talent. With companies upgrading their benefits packages almost every year, your organization needs to find strategic and innovative ways to be ahead of the curve. Talented baby boomers, Gen Xers, and Millennials all have high expectations for their work environment and companies cannot expect to win them over without updating their tactics. Keep reading for 4 reasons to up your employee motivation strategies. 

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Your friends are probably great, but now that we have your attention – let’s talk about your professional friends. For instance – do you have any? Across every industry, the importance of professional connections remains the same. Whether you work for a trendy tech startup, or for an established corporate giant, it’s always going to be about who you know. The relationships you build throughout your career have the potential to carry you all the way to the top of your field – and faster than with hard skills alone. Think about where you want to be in five years. Now think about where you want to be in ten years – or even twenty years. If at any point in your timeline you see yourself in a position better than your current role, it’s time to think about how you’re going to get there. So if you’re spending your time hiding behind a monitor for 8 hours a day, we have three reasons you should visit the water cooler more often (so to speak). Keep reading for 3 ways building professional relationships can lead to a promotion or better career opportunities. 

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The future is here and the future is now.  Automation and AI within the hiring and HR space are top trending topics that are being used within our very own industry.  Within the past couple of years, these tools that once helped with recurring tasks and workflows have advanced exceedingly. Allowing them too efficiently and effectively help with all parts of your recruiting and hiring process.  Roy Maurer of Society for Human Resource Management states, “Recruiting automation can be found at all stages of the hiring process, from candidate sourcing and engagement, through scheduling and interviewing, to final selection.” As an HR team discovering these tools can be an intimidating task. However, understanding and utilizing these new technologies pave a way for a proactive pipeline of your hiring process. Read more for 4 ways you can automate your hiring process.

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“It’s not who you are that holds you back. It’s who you think you’re not.” – Denis Waitley

You have the right skills, extensive professional experience, and a completed project list that could fill several pages. What’s really stopping you from getting the most out of your career every day? That little voice inside your head could be your biggest fan – but most times it’s our toughest critic. These criticisms often lead us into what we refer to as career traps. With over 59 million hits on Google, it’s clear that “career trap” is not only a real thing but also a widely discussed topic in the professional environment. Authors from major publications such as Forbes, Huffington Post, and Psychology Today have all weighed in with their insight on this trending topic of career interest, but our favorite comes from author Sarah Canaday. In her article “Common Career Traps of Top Performers,” she concisely explains 4 career traps most professionals face at some point during their career and offers quick bullet points of ways to avoid each trap. These articles tackling this complex and frequently-experienced phenomenon, specifically from Canaday, inspired us to offer our own take on the subject. Keep reading for what career traps to look out for and ways to avoid them. 

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Posted by: Gabriela Roque

Pros & Cons of AI Recruitment

September 6, 2018

Artificial Intelligence has breached its way from sci-fi movies into our everyday lives. It’s in your social media, your phone and even in your work. As an HR professional, AI is a new and hot topic that industry leaders are using and if you don’t have an opinion about it yet, allow us to help you understand the pros and cons of AI, based on our employer usage.

Pros

  • Complete Monotonous Tasks

The biggest benefit of using AI in recruiting is the ability to finish tedious tasks that may seem boring and inefficient for humans to complete. This closes the door to potential human error and fatigue. Andy Heyes, managing director of technology-focused recruitment firm Harvey Nash PLC, says, “AI could also speed up the interview booking and coordination part of the job-seeking process. There’s no reason why that can’t be automated,” he says. “That [process] is prone to human error, so there will already be products out there, [such as] virtual assistant systems that can provide that service.

  • Efficiency, obviously!

As the growing demand for jobs increases, the number of resume submissions increases along with it. According to Zach Emmanuel’s blog, ‘How AI can aid, not replace, humans in recruitment’, ‘AI comes into its own is the efficiency it brings to sifting through large numbers of applications.” This allows departments to sort through a large number of applications effectively and efficiently.

Our own marketplace uses AI to automatically match, based on a 3D mapping exercise. Talent’s skill index analysis is paired to the employer’s needs, making the applicant to job match accuracy of 95% or higher! To check out the matching capability, request a demo here: https://www.skillgigs.com/employer/

  • Discovering More Top Talent

AI’s effectiveness not only comes from its speed but from its strong ability to achieve better results through machine learning, big data. Kalyan Kumar, executive vice president at HCL Technologies, an IT services provider in India, said,’ AI-based technologies… help in achieving better outcomes through improved prediction.” This constant advance in machine learning will not only match you with a candidate quicker but will also match you with the most qualified candidate for the position.

Cons

  • Human Intelligence – Where’s the One on One?

The biggest shortcoming of AI especially in an industry whose main commodity is humans is the lack of human intelligence. Harnil Oza, CEO & Founder at Hyperlink Infosystems, said, “No matter how smart an artificial intelligence robot is, it would still lack the judgment calls associated with humans. There are times when human judgment and calls are necessary and not something decided based on algorithms and calculations.”

At Skillgigs, we combat these types of shortcomings of AI by having our talent advocates work with each talent one-on-one, to maintain real relationships and interest in their career goals, while also pairing their personal brand to our patented 3D resume technology.

  • Unconscious Bias

AI-powered systems biggest feature is the ability to machine learn from previous entries. Unfortunately, there could be a sense of unconscious bias through AI in the recruitment process if the training of the system is made through a person’s unconscious bias of candidates. Emmanuel says, “Introducing AI to the recruitment process has the potential to help tackle the problem of unconscious bias blighting the decisions human hiring managers make, but that all comes down to who is responsible for training them and the data they are fed.”

  • Personalization

The “people-centric industry” that we are in will always need Human interaction throughout the hiring process. AI will never be able to build a perfect replication of the human personality and that is why at Skillgigs, we not only have the latest in AI to make your job as a recruiter easier, but our AI’s purpose is not meant to take away your job – rather enhance it. AI’s need humans to complete the process and build those relationships, that a machine cannot complete.

AI is a new system that is disrupting the HR industry. This new technology is changing the age-old way that HR professionals are recruiting highly skilled talent.

Isaac Christianson, President at Christiansen Medical Clinicstates says, “As technology evolves and individuals become more comfortable with the role of AI in their lives, the use of AI will become more widespread in HR.”

Some in the industry might find this new way of working difficult and unknown but it’s our jobs in the industry to show them that AI is the future and is here to make your job more effective and efficient so you can shine in recruitment and make your company that much more successful.

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Whether you’ve been with your current employer for one year, five years, or 20 years, the assumption that passively looking for new career opportunities is somehow disloyal is arguably very outdated. In fact, we find a large percentage of our talent users consider themselves “passive job seekers,” meaning they are open to new career opportunities, but they aren’t actively searching for and applying to new positions. In this personal anecdote from The Muse, Caribou Honig, founding partner of QED Investors, writes that job security can’t be guaranteed, and that this sort of job security can’t depend on company size or reputation, but only on your personal, “marketable skills” and “passion to deliver results.” Keeping an ear to the “job market” ground isn’t out of disloyalty to your current employer, but out of respect for yourself as a talented professional.

If you’re interested in continuing your job search, keep reading for the 3 reasons you should be open to new job offers and opportunities as a passive job seeker. Who knows – Maybe the grass really is greener on the other side.

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We know how talented you are – but are you really making the most out of your skill listing on Skillgigs?

Whether you’re part of our awesome (and growing) talent squad using Skillgigs to browse new opportunities every day, you’re new to the tech industry and curious about which skills to invest your time, or if you’re not* on Skillgigs and trying to figure out what skill-set can impact your application positively during your job-search, we want to give you the insider look at our 7 most-searched technical skills on our platform.  (*If you’re not on Skillgigs already – what are you waiting for?!! – Sign up today!)

Read more to about what high-demand skills of yours are most searched! 

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Posted by: Gabriela Roque

This May, we started to dive the hottest topic in HR: AI and its impact on talent evaluation.

This month, we want to take it a step further…and understand AI within Recruitment as a whole. With that said, here are 4 ways Recruitment is Changing With AI.

  1. SHRM sites our very own method to the madness, by explaining AI helps recruiters skip the tedious step of qualifying passive candidates.

While some tools look for signals to determine whether or not talent would be open to new opportunities, our own technology targets top talent and offers them personal branding, a market place and other resources. This encourages the talent to activate a skill listing and tell employers they are active. To sign up and view active talent, who were previously passive – check out the marketplace here.

Anyone in the business of finding top talent knows, passive job seekers are highly sought after, given the nature of their experience and skill sets.

  1. Something that is often under-rated, but should be recognized is AI’s ability to automate scheduling.

HR Dive shares that “It can determine open times, suggest options and put candidates quickly on track to interview, saving HR from playing phone tag with hiring managers and speeding up the hiring process.”

Within the Skillgigs app, we help make the conflicts of scheduling go away, with our internal scheduling tool. Employers can review, communication and schedule an interview all from one place in the skill listing – since we know this drives up submission to interview and interview to hiring goals.

  1. AI in recruitment is making the competition in the race for talent that much more competitive. CNBC’s article suggests several interviewing tools such an AI video tool allows candidates to interview whenever and wherever. Tools like facial recognition, confidence detection and other subconscious level ratings help recruiters make quick, data-based decisions.

More so, we find within our own AI interviewer, candidates are preparing accordingly for interviews, and prepping so that they can come across more professionally and competitive. The talent themselves are becoming more competitive because of these AI tools!

  1. Timing, hello!! Starting with the most important way AI is impacting recruitment, CIO shares that it is “shortening up the hiring window.

Nothing kills deals like time and that’s where AI is seriously cutting down on, time. Chatbots, interviewers, screening tools, scheduling systems. Hiring is now as simple as 1.2.3.

The fame companies of the world, like Facebook and Amazon have literally shared with us the astronomical number of hires they plan to make this year and the years to come. Meeting deadlines for these hires is how these tech giants get to where they are.

Meaning, if you have a shot as expediting the hiring process, you take it!

We know our employers are constantly hiring for the top talent of the world. We make their jobs quicker and more efficient with our pre-screened talent matching and 3D skill density analysis – helping recruiters make more informed decisions about who to consider for their roles.

To check out our patented skill density analysis, sign up here to view live talent. Simply post a gig and matches will populate in your dashboard for you to view their 3D analyses.

 

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Think we talk about personal branding a lot? It’s because we do! It should be fairly easy to do because who really knows you better than – well – you. Good personal branding could be the difference between you landing that amazing dream-job at an industry-leading company and you missing out because they hired that one tech guy from San Francisco who’s probably read some of our other blogs about personal branding. This could be your chance to stand out from your peers – and it all starts with actions you can take today.

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Posted by: Gabriela Roque

Within the HR space, we see all levels of professionals face the same challenges when it comes to finding talent and doing this cost effectively.

From an entry level recruiter to the Director of Human Resources, everyone makes the choice to try new methods and new tools to make their recruitment quicker and bring down the cost per hire.

Of course, with those choices, comes risk!

“How do I know I can make the hire within a reasonable time frame, if I am paying for LinkedIn Recruiter?” and “What is the ROI if I pay this amount of money to Indeed?”

And of course,

“Do I calculate cost per hire based on actual hires? Or are there other methods to measure the ROI on my recruitment tools?”

These are all questions us HR professionals need to ask ourselves, as we evaluate the success of our hiring and the make decision to use a tool, long-term. And with that, HR Tech has advanced significantly over the years, making our metrics that much more complicated.

Since this territory comes with a lot of “what if’s?” and not as many guarantees as we like, here are our methods for considering cost-per-hire and how to avoid becoming “Penny Wise and Pound Foolish” with your recruitment.

  1. Invest in the Recruiter First

Last week, we discussed within the “3 Fundamental Reasons Companies Fail To Attract Top Talent” that companies need to measure hiring ROI firstly on the amount of investment they place on their internal recruitment.

HR best practices have proven time and time again that you never want to skimp on a valuable and knowledgeable recruiter. “A Players are attracted to other A Players” is what we say. Avoid this classic “Penny wise and Pound foolish” faux pas and get your company the smartest and best performing recruiters possible.

  1. Supply, Demand and The Cost of A Bad Hire

The demand for top talent has never been so competitive and the technology available in 2018 to help recruiters identify this talent is disruptive to all forms of recruiting as we knew it. (And by that, we mean the mundane, manual, tedious and time-consuming type of recruitment).

Chatbots, AI interviewers, sourcing platforms, personality assessments, you name it! All these apps fill a nook or cranny of the HR requirement space and we can no longer determine our ROI simply on whether or not you made a hire. In his blog, “Is Average Cost-Per-Hire Still a Relevant Metric for Developer Hiring?” Rich Moy says “To do it right, you have to track performance metrics like quality of hire and return on investment.”

Moy sites an excellent point – what’s a step further than calculating quality vs. whether or not you made the hire…you need to look at cost of a bad technical hire. In Rachel Ferrigno’s blog, “The Startling Cost of Losing a Developer”, we discover that 1 bad hire can cost “tens of thousands of dollars to 1.5 to 2 times their annual salary.”

Imagine adding this to your ROI calculations! Be careful that you aren’t just making the hire to justify subscribing to a sourcing tool…you may end of spending more in the long term.

  1. Stop Trying to Make Outdated Methods Work

Other ways employers find themselves being “penny wise and pound foolish” with their recruitment investments is relying on outdated job boards.

Fast Company posted an article called “How Employers are Wasting Time and Money To Recruit New Hires,” explaining that since 2016, candidates are relying less on finding new opportunities via a job board, yet employers increase investments here.

We are huge on targeting only passive job seekers, given their top skill level nature. This type of talent (and really the only kind of talent you should care about to make impactful hires) are not going to be the individuals submitting their resume to job boards.

  1. Create A Company-Specific ROI Formula

For the record – while we are saying that calculating ROI should be more than just a standard cost-per-hire analysis, we are NOT recommending you to disregard the value of your tools and what they do for your company.

As a starting point, you can always rely on this basic formula from the HR bartender:

“CPH = (External Recruiting Costs + Internal Recruiting Costs) / Total Number of Hires for a Time Period

External recruiting costs include agency fees, advertising, job fairs, college recruiting, relocation, etc.

Internal recruiting costs include salary and benefits for everyone involved in the recruiting process as well as recruiting software, etc.”

While we often see employers use this, we encourage them to also evaluate further, considering metrics like cost per submission and interview, as well as the value of the gig and its level of specialty.

In Glassdoor’s “Calculate Cost-Per-Hire” blog, their team describes this formula and how to build on top of it, considering attrition and candidate quality.

For more information about how to calculate your ROI and recruitment costs, follow this link for real-time Recruiting Metrics and Calculators or follow this link to view our Reducing recruitment cost infographic!

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Fail may seem like a harsh term, but it’s time to face the cold hard facts. According to the CBRE report in “Scoring Tech Talent in North America 2018,” places like San Francisco Bay Area and Seattle, WA, (two of our biggest client markets, by the way) are scored as the top ranked tech talent markets. Yet, both these hubs experience something referred to as “brain gain,” which means they are creating more jobs than there is tech talent available. *(Read more about the tech talent market reports and research from CBRE here)

So how do recruiters from these ‘brain gain” locations get away from this classic supply & demand conundrum? Here are our 3 fundamental reasons companies fail to attract top talent AND how they can fix it.

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We’ve been all about your personal brand lately, because even though in this day and age makes the job seeking experience virtually (pun intended) robotic, there’s nothing more valuable than the soul behind the brand.

This past month, we brought you 4 Personal Branding Tips You Should Be Using and How To Stand Out in a Tech Interview because we know everyone is asking the question, “How can I be the best me for this job interview?” This week, we want to draw a clear line between the Do’s and Don’ts of self-promotion, so you can achieve confidence, but not over-confidence.

The Do’s:

  • Become a Subject Matter Expert (SME)

Glassdoor’s blog on “How To Promote Yourself In Today’s Job Market” explains that by creating your own content, you can “brand yourself as an expert,” giving others the opportunity to share and use your work. From here, your actual work experience becomes viral and you are recognized for your skills and knowledge within the industry.

This information is so valuable because your brand as an SME speaks for you, meaning any potential hiring managers you come across will already recognize you as top talent, without you having to proclaim it for yourself. It’s just like Business Intelligence says in their blog, “How To Sell Yourself in an interview. ” You want to “show, not tell.”

Our skill listing and 3D resume tool helps you quantify your skill sets and acts as a guide to help you more confidently speak about your experience. More so, we allow you to share your online content within your skill listing, so you can connect your digital presence in 1 place.

  • Help Your Interviewer Get Off Script

We love this piece of advice from Liz Ryan, in the Forbes’ article, “How To Sell Yourself and Get The Job.” There are a lot of ways to interpret what this means, but the main takeaways are that when you get to interview, you and the hiring manager can both expect a standard set of questions and answers.

While some see interviews as tedious, awkward and stressful, there are ways to approach it so you never have to dread another interview or feel indifferent towards standard interview question again!

“You can get them off the script, and here’s the wonderful thing — 90% of managers will be happy to get off the script. They don’t like it any more than you do — but someone handed it to them and told them to follow it. They will be only too happy to get off the interview script and let you “sell” them by asking them smart questions about the Business Pain they’re dealing with. (There is always pain in the mix — otherwise they’d wait and fill this job next year, or never!)” – Ryan says.

How do you get off script?

In “How To Sell Yourself During a Job Interview” the balance suggests sharing your experience in the form of a story! Stories are engaging and they have a start and finish, which helps your listener understand the context of what you are sharing about yourself.

  • Ask ONLY Smart Questions

As Ryan mentioned in her Forbes’ article, asking smart questions can actually prompt your interviewer to go off script and share more about themselves and their company than they would normally. By asking smart questions, you actually engage your interviewer and force the conversation to become 2-sided.

Put simply, you are selling yourself and who you are in an interview. Asking smart questions also helps you become an effective “salesperson,” because successful sales entails just as much, if not more, listening, than talking.

The Don’ts:

  • Sloppiness

In Forbes’ “Please Don’t Do These 9 Thinks In An Interview,” Erika Andersen says what we are all thinking – “When someone comes to an interview looking like he or she has just rolled out of bed, it communicates lack of respect for the interviewer, the job and the company.”

While this should be common sense, it continues to go ignored! The age-old adage of dress for the job you want still applies. 1st impressions still have an effect on us psychologically, so be smart and do the easiest thing you can do for an interview – don’t be sloppy!

  • Agreeing with Everything

Anderson makes a good point – being opinion-free comes across as though you don’t have a sense of who you are and you don’t care about anything specific. Just agreeing with everything isn’t going to make you stand out. Having an independent thought is way more memorable and paints a picture in the recruiter’s head about how you can contribute to the company.

Try and find a balance of what you are agreeing with and what you feel you can offer the company, outside of the construct that the interviewer is offering you.

  • Overshare on Social

In the article, “Using Social Media: The Do’s and Don’ts of Self Promotion on the Internet,” Sara Mannix makes a good point about how not to use social media. Just because you post everything that appears in your timeline, doesn’t mean it’s worth sharing.

Focus on the important and relevant. Make sure it aligns with the brand you would show, if you knew a potential hiring manager or colleague was reading it.

 

If you are interested in more 1-on-1 personal branding tips, feel free to sign up for Skillgigs and speak to one of our talent advocates, here’s the link to start accessing that real-time advice: http://app.skillgigs.com/SignUp/Talent.

 

 

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Posted by: Olivia Brescia

Just exactly how difficult is the hiring process at Amazon? We’ll let you decide.

Over the last five years, Jeff Bezos hiring strategy has been one of the most talked about topics. With writers from Wall Street Journal, Huffington Post, and Fast Company adding to the multitude of articles covering the fascinating process, we thought we would take a deeper look at (1) how Amazon uses “bar-raisers” to recruit new personnel, and (2) list off the pros and cons of using this extensive recruiting process. Read more to find out if this tech-giant’s recruiting strategy is right for you. 

How Amazon’s Recruiting Process Works

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Jeff Bezos, CEO at Amazon said, “Your brand is what other people say about you when you’re not in the room.”

Have you ever thought that the post you shared, retweeted, or even double tapped has an effect on your personal brand? Or, have you considered sharing your skills and role responsibilities outside of your resume?  Digital presence and how you share your brand are on a completely different level this year! Making an effort to identify and strengthen your personal brand is what puts you ahead of the game when competing for some of the most premier gigs in the country.

Since your skills and position in the market are our top priority, here are 4 tips for creating and maintaining your personal brand.  

1 Education – Even outside of the classroom

According to John Hall in his featured Forbes article states, “A key factor in building a successful brand is being truly educated.” By reading this blog, you’ve already taken initiative in educating yourself!

Education comes in all shapes and sizes! While traditional schooling is always great to have in your arsenal, there are other ways to stand out at that next interview. Research the industry and field you are in to help you keep a pulse on the most current technologies, skills, and trends.

2 Go Digital

You know the world you live in is almost completely online. Take advantage of the resources at your fingertips! If you care about something in particular, especially related to your career, tell the world! Many Skillgigs-Talent users often share their GitHub or LinkedIn profiles within their 3D resume, optimizing their visibility and to establishing their personal brands more effectively.

Simple tasks such as leaving a comment on a cool new app that or sharing an update about a company’s latest news helps your potential colleagues and employers to understand your brand, career goals, and knowledge for the industry.

As stated in this article from Entrepreneur, “an HR rep comparing two candidates is more likely to select the one that has lots of high-quality content online.”

3 Harness the Power of a Personal Brand

So you know where to look for content and maybe even how to share it, but do you know how to really make it your own? HBR suggested an awesome narrative idea in their article, “How Women Can Develop And Promote Their Personal Brand, ” on how to really understand your story and – even better – how to put it into words! The simple exercise of writing out each job you’ve had over your career and drawing connections between each is a super fun and easy way to write a summary of what you really excel at and enjoy doing. Within just a few minutes of your time, you have mastered the intro to your very own personal brand.

4 All Good Things Take Time
Building your personal brand takes time. One or 2 random posts every week or so probably won’t shed too much light on your personal brand to you or anyone else.

Talent in the Skillgigs marketplace often find themselves signing up as just the first step in the process to landing the perfect job. The second, third, and fourth steps are what help them evolve their personal brand through a skill density analysis, 1 on 1 coaching from our talent advocates, career reflection and the many other resources available to the talent.

While the process is fairly quick, it does deserve enough time for you to feel confident and fully aware of your brand.

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As temperatures continue to rise, August is here, and the summer season swings toward autumn, talented young professionals begin to spruce up their resumes in time for the wave of positions opening soon. Fishing through the sea of applications for the right person can be overwhelming, starting in September, The Balance recognizes this time of the year as the busiest season for talent to look for new opportunities. According to a previous source from Business News Daily, the seasons of the year typically mirror common business cycles. Taking time to understand seasonal hiring trends may help you stay ahead of the pack, finding better, more suitable candidates before the year is out.

In order to help you navigate the tides of the talent pool, here are 3 ways to prep for this upcoming hiring season:

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Maybe when you were a young entrepreneur, writing your first code, you probably saw yourself becoming the next Mark Zuckerberg. But now you have cleared your adolescents and your dreams are turning into a more underwhelming reality. Before you are placed in a what Wall Street Journal calls a “workplace U-turn,” it’s time to learn how your childhood goals of making an impact in the industry can still be achievable, with a little self-reflection guidance from yours truly.

If you are top talent, but don’t feel you are making the most of your current skills in your role, don’t fear the un-known or the process of deciding to take on a new opportunity! According to Dana Levin-Robinson, Chief of Staff at VirtualHealth via theMuse, she came to the tech field from advertising and she attributes her career satisfaction to persistence and awareness for the kind of career she wanted. It’s never too late to apply your skills to a company that aligns more with your career goals.

So how exactly can you decide if your skills are best being used at your current role?

The first step in figuring out which way to go is to…

  1. Open up your mind.
  2. Self-reflect on your reality
  3. Weigh the benefits of finding something even better.

Forbes provides an excellent list for the 10 signs you are in the right job, and the 10 signs you aren’t. Read more about those signals here.

To make your reflection simpler, here are a few questions our talent advocates recommend considering when you think about your career optimization and choosing that perfect gig:

  1. What do I naturally excel at doing, within my job?
  2. What would I not mind doing all day if money did not play a role?
  3. What are some things that I realized that I know I don’t enjoy?
  4. Which of my talents would I like to focus on more?
  5. What exactly do you envision as my dream job?
  6. What topics or issues that I am passionate about in my personal life? (even Zuckerberg makes time to consider this in his career!)
  7. What do I like in my current job that I would want to follow me in my next job?
  8. How can I give myself permission to live the life for the position that I want in my life that I deserve?
  9.  What kind of managerial do I want to be or work under?
  10. Is there room to get promoted?

Asking yourself those questions helps you literally admit somethings that you may have never said out loud. This opens your mind and gives you the ante you need to weigh the benefits of a new role.

We definitely don’t think that all talent could benefit from changing roles at all times! Our talent advocates work every day to help top talent analyze their current career position, assist in making decisions about a time to move and offer a place in the marketplace to remain anonymous and in-active. This way, talent can still benefit from the career resources available in the Skillgigs app, without actively looking for a new job. Read more about our stealth mode benefits here: https://www.skillgigs.com/talent/

If you feel you’re at the right job at this point in your career and just need a few confirmations to make sure that you are where you need to be, check out the following list:

  1. You lose track of time while you are at work.
  2. You are fulfilling tasks that you would do, regardless if money was on the line.
  3. Your boss is smart and forward thinking.
  4. Almost every week, you are challenged and find yourself experiencing something new.
  5. When people ask about your job, you don’t dread talking about it.
  6.  The company’s mission aligns with your beliefs and what you look for in a job.
  7. You vibe well with the company culture.
  8. You feel you can rely on your team and you know you can count on your co-workers.
  9. The pay reflects your real market value. (Unsure what that is right now? Audit your RMV here – https://app.skillgigs.com/RealMarketValue)
  10.  You have mutual respect with your supervisors
  11.  Your overall confidence is increases, the longer you stand in your current position.

 

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According to Inc.com in “8,800 Hiring Authorities Weighted In. Here Are the Top 5 New Interviewing Trends,” interviews continue to change with the times, as new and specific skill sets are in high demand.  Last year, in our blog, “9 Essential Tips to Stand Out in a Tech Interview,” we said what everyone is thinking – standing out in tech is kind of an oxymoron and in 2018, this statement holds true! Skillgigs is still on your side and we want to help you navigate through one of the most intimidating parts of the career change process. With that said – Here Is Your Guide to Standing Out In A Tech Interview: Part 2

Do MORE Research!
So, we know we touched on this in part 1 – but it’s important enough to bring up again. You should be more than prepared when you are asked by the interviewer(s), “What do you know about the company?” – You’re going to want to be able to share with them the latest tech trends you know they are following and incorporating in their company. This is really cool, because it shows your interest in additional potential projects you could be involved in. Everything is on the internet in the tech realm, because that is the field that they are in, so definitely use that to your advantage! According to Glassdoor, a typical technical interview can last anywhere between 45 to 60 minutes!

Ask Questions
During the interview process, you want to be engaged and familiar with the conversation. If you’re looking to stand out, your goal should be to make a memorable (and professional) interaction. Asking clear, detailed questions about the company is one best practice to do so! According to Neil Roseman, the former Amazon VP, in “The Anatomy of the Perfect Technical Interview,” when asking a question, interviewers look for things that you may be interested within the company and they base these assumptions on the kinds of questions you ask.

Prepare for Tests
We have to remember that this is a tech interview, meaning it is more than just what they see on your resume. They want to make sure you can actually execute the tasks of the job. These tests can range from brain teasers (CodingHorror and Grok Code are great sites to check if your tech skills are up to snuff!) to coding exercises. So, be prepared if they give you specific tests to take during, before, or after the interview. Our recommendation to help you is thinking out loud and asking plenty of ‘meta’ questions.

Act Like its Your First Day
You have to go into the interview with a confidence that exudes and helps them realize that you are a missing piece of the puzzle that they didn’t realize that they were missing. Don’t be hesitant towards compliments, adapt to your environment, to show that you are a team player. Take every opportunity to interact with the existing team, without overdoing it. Top companies in the industry are always looking for “A” players with that kind of attitude.

Let Your Personality Shine!
Bonus tip from us! Sometimes the process of interviewing can be a little cookie cutter. Don’t let this be a damper on your personal style. But let your personality be the asterisk on the list, something unique that you have added that this list will only have because you are interviewing! If you’re a comedian, crack a joke, if you’re a fashionista, add a pop of something to your outfit. Show that you are human and they don’t need to enter a captcha code to get to know you!

Know Yourself
Be prepared for the simple questions of “tell us about yourself” and what “you like to do,”

Skillgigs really helps its talent develop a personal brand, using the 3D resume as a measurement tool for specific skill sets. Have a full picture for your experience, gives you the confidence and the data you need to come up with the perfect answer to these open-ended questions. Learn more about the power of the 3D resume here: https://www.skillgigs.com/talent/features/3d-resume-builder/

Make sure you’re ‘Trendy in IT’
Gadgtecs shares apps that will help you prepare for your interview! Make sure you are knowledgeable of the ins and outs of the industry you are applying for. Being up to date will help you have an advantage on the facts and different techniques to solve your future employers existing problems!

We know the amount of resources out there can be overwhelming and even sometimes, contradicting each other. Our job is to help guide you towards what we see in the marketplace in real time.

If you are interested in more 1-on-1 interviewing tips, feel free to sign up for Skillgigs and speak to one of our talent advocates, here’s the link to start accessing that real-time advice: http://app.skillgigs.com/SignUp/Talent.

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Uh-oh, you’re responsible for hiring a “Full Stack Developer (LAMP)” for your company, but you aren’t even sure what LAMP stands for. Or, you find yourself looking at their resume and your first instinct upon seeing “C++” is that it must be a typo.

Don’t fret! Skillgigs is here to remove your fear of missing awesome talent and lead you to better decision making! Since we know technical recruitment is not only a numbers game, but it also means finding those purple squirrels or as close as you can get to them. With that said, here is the breakdown on how to hire top tech talent, even if you aren’t super technical yourself.

  1. Allocating crème de la crème
    You post the job written by HR…but your few years using excel and looking for technical skill keywords (without any sort of context) have created an aurora of intimidation for you! We’ve all been there. Unfortunately, the exact guy you need isn’t going to apply to your open job every time. So, how do you weed out the actual quality?Step 1: The 3D resume helps you make better decisions by providing a full look at the talent’s top skills. The algorithm compiles the relevancy of the skill to the talent’s current role, how long they have been using it for and their confidence in said skill.

    The technology verifies these numbers and outputs a percentage, showing you their skill level and validating their experience, so you can be confident in their candidacy.

  2. Correct Job Title
    What does a Staff Engineer even mean? Or when your hiring manager says, “I need a Software Developer” Even as a non-technical person, you know this title deserves detail.Our recommendation? Have a little conversation with your hiring manager. You need a more in depth look at the requirements for this role. Ask them what stack is required, what skills are absolutely necessary and even what they will be using the majority of their time.

    Skillgigs’ helps recruiters like you actually get this information through a 3D mapping process. By asking what skills are required and the percentage of each that they will need in a day-by-day basis, our AI can more efficiently pair this to the talent with the 3D profiles and their skill density. Thus, ambiguous request for a Software Developer becomes a 95% match for your talent submission to gig.

  3. Establish Purpose
    You may not have context, but you can learn enough about skills to comprehend what the need of the job is. Beforehand, communicate with someone in the tech realm to help you interpret what exactly is expected. Don’t let the job title, strange tech languages or skills distract you from what the job is going to be responsible for.
  4.  Don’t Ask Leading Questions
    We know your initial screening is a critical part of your recruitment and you may sometimes fear the candidate you’re speaking to will get a hint for your actual technical knowledge. Openview recommends being specific when asking questions general questions. For example, asking questions like, “Do you use Java?” results in a yes or no answer. You want it to be open ended and ask more context-related questions, “Within your usage of Java, tell me how you used it, how often you used it and what came from it within your most recent role?”From here, you get an understanding of the talent’s specific level on the program. Allow the talent to tell you what they are good at. Put the ball in their court, then you can make your decision based on what they said and dig deeper. Forbes even sites this method as a more effective way to weed out the liars, who can’t begin to fib the context of the skill they have to explain to you.

    You may even learn something that can help you in your future recruitment!

  5. Perks and Benefits
    You’ve gotten to the interview stage, your candidate sounds confident and they’re saying all the right things, now the pressure is on you! But how do you hold on to this awesome candidate?Attracting top talent starts in the beginning. Mention benefits and perks early in the interview process because if talent is liking what they are hearing, they are going to put their best foot forward in the interview. You want their hunger for the job to be just as significant as your hunger to make an awesome placement.
  6. The Human Touch
    You may be using an array of technologies to assist you in your recruitment, but never forget the significance of the human touch. In your intimidation for meeting numbers, recruiters sometime risk becoming spammers, in an attempt to send mass messages and get more quality candidates.Make the most of your emailing and messaging tools by segmenting groups, using merge tags effectively and targeting people based on exact required skills. That small piece of filtering and set up make a world of difference! Then, always try to act as the advocate for the talent, so they feel wanted and considered, as opposed to just a number! The best recruiters are the ones that have relationships with their talent.
  7. Referrals 

    Say you’ve gotten to the stage of understanding what a confident and skilled candidate looks and sounds like, but the candidate you just spoke to is not on the market! You initially beat yourself up about wasting the time on this talent, but have no fear! Recruiter life is a relationship game after all.Undercover recruiter says that referrals are the best source for hiring, Quality talent knows other quality talent, so ALWAYS offer referral programs, so you have that extra step of validation that you are speaking to skilled individuals from the get go.

    Are you interested in exceling your recruitment? Check out how to make confident decisions by using our 3D Resume and mapping process here.

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Do You Know Your Worth?

July 12, 2018

Salaries are the biggest kept secrets when it comes to your workplace. While some companies fear the competition that will pay more for the talent they want, other companies often underbid talent that deserves higher pay. Not surprisingly, long standing employees find themselves making less, due to a lack of awareness of the market’s going rate.

All too often, talent is left in the unknown, because they simply don’t have the grounds to determine their pay. On the flipside, employers hire on the cheaper side, meaning their quality of talent may be diminished and turnover is inevitable.

We’re excited to share…it doesn’t have to be this way!

Know Your Worth
Just because you have an idea for your worth and know what it costs for your standard of living, doesn’t mean employers will get you your magic number. They calculate based on a yearly budget – and it usually doesn’t account for that new car you want to buy. Bernard Marr puts it best in his article, “How Much Should I Get Paid? Check Your Market Value”– “Instead, employees should focus on value: both the value they bring to the company and their market value.”

And while you can go on all day long about your value, nothing can justify your asking price better than a Real Market Value calculation.

How do you figure out your Real Market Value, you asked?

Real Market Value Tool
Skillgigs is your one stop shop, with Your RMV calculator and more here.

We keep talking about being prepared for their interview, but we aren’t just going to talk about it without helping you. When you understand your RMV, you are increasing your negotiating power by educating yourself for the real-time demand for your skills and experience.

Skillgigs provides a Real Market Salary Report that helps you have a real-time analysis based on actual demand and supply data for your specific skill sets and its customized per individual based on experience and location. The calculation is based on 4 main factors: the title of the job, your experience level, your skill sets, and location.

Not only does Skillgigs help with determining the most real-time RMV, it also prove these values through the live gigs in the marketplace. Every day, employers like Facebook, Amazon and Yahoo are posting their open positions and the going rate that they would pay. While you may not actively be looking, it doesn’t hurt to know what else is out there and what your colleagues may be making.

Are you interested in learning your real market value? Or do you trust employer is paying your fairly? Check out our Real Market Value here!

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2018 has been a monumental year so far for the recruitment market. This year, we saw the increase in cloud-based recruitment platforms, artificial intelligence tools being integrated with applicant tracking systems, and a growing focus on making the entire candidate experience a positive one. User design has finally started to adjust so that talent gets the best possible impression when visiting career websites and job portals. Then this experience goes forward as new hires participate in on-boarding and training efforts.

Here are some of the most prevalent ways that organizations are working to improve the recruitment user experience (UX) in order to attract and retain a strong workforce.

Going Mobile

This year, there has been a sharp increase in the number of candidates who only use their mobile devices and smart phones to search for work. A Glassdoor survey advised that 89% of job seekers believe their mobile device it an important job search tool, while 45% use their mobile device to search for a job at least once per day. Maybe it’s because more Millennials and Gen Z are using mobiles only for all their information research. Making this experience better means building job search portals that are mobile friendly and easy to navigate.

Social Media

Often the first time candidates get a look at a company’s culture is by visiting the corporate social media accounts. The companies that are investing in building talent networks using social media are on the leading edge of recruitment. One study by the Aberdeen Group indicated that best in class companies are 32% more likely to engage with candidates using social networks. This means the companies not using social media are missing out on a huge opportunity to improve the candidate experience.

Contract and Freelance Opportunities

One major element of the user experience has to do with the way that candidates view how work gets done in a modern world. A huge increase in remote freelance and contract roles is expected over the next few years. One study by Mavenlink found that if given the opportunity, 65% of white collar professionals would pick contract work over traditional employment arrangements. The appeal is simple – more flexibility of when and where people work, what kind of projects, and the ability to build a real career. Companies need to be mindful of this when developing recruitment programs and make sure there are contract options presented as well as employment arrangements.

Virtual Work Environments

In the not too distant future, the physical workplace will become less and less important, while virtual work environments will take precedence. It’s already happening with the increase in virtual meeting technology that connects colleagues from anywhere. This is also extending into the candidate experience as recruitment platforms go virtual with interactive components, online guidance from virtual concierges, and sneak peeks into the corporate culture facilitated by employees themselves.

Differentiated Experiences

Consider what your organization does that makes it better or different than other companies in terms of the user experience? Deloitte’s research shows that only around one-quarter of executives think they excel at creating a different employee experience. More companies are realizing this and some are taking steps to apply what they’ve learned about consumer experiences to employee experiences. For example, frequent communication and feedback are two crucial elements of customer management and can easily be used to improve the candidate experience too.

Recruitment and On-boarding Connected

The world of recruitment is always evolving as the needs of companies change and candidate interests adjust to the job market. This is a similar approach that marketing takes when designing corporate outreach material. The natural flow of the customer is to be educated about the product or service as part of a structured orientation, which helps them become loyal. The same should go for employees who are introduced to the company through careful recruitment marketing, then hired and on-boarded using the same experience.

 

 

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Truthfully, writing, editing, or even looking at a resume is probably not on your top 5 favorite things to do. It’s probably not even in the top 50.

More than likely, if you’re happily employed and not actively job seeking, updating your resume probably isn’t even on your radar. But if you are anything like the talent of today or the top talent in our marketplace, a happy job doesn’t mean you don’t mind knowing what else is out there. Which is probably also why you decided to read this article, just to make sure your resume is up to snuff.

But what are the benefits of even actively writing a resume, even while you aren’t actively looking for a new gig? Learning how to write a ‘knock it out the park’ resume can help you be more aware of other opportunities, improve your personal brand, and increase your chances perfecting the art of finding the perfect job. Here are the keys to open more doors.

Below are just a few of our industry-proven resume tips for landing your dream job this year and a link to access the rest of our resume guide!

  • Don’t you dare create a jumbled resume

If you’re resume provokes the reader’s eyes to cross before they even get a chance to read it, then there is certainly room for improvement. When you download the resume guide, we completely break down the order of information, suggestions for what to include and even where to include it!

Be careful with the ‘extras’ of fonts and styles – use them economically and only on the most important parts. Fun tip too is to print it out, so you can double check if it looks just as good off the screen as it does on.

  • First impressions

It’s sort of like dating someone. You usually only want to only show them your good sides, before you show them your lesser favorable sides. While all parts of you are awesome, it’s all about the priming and what you want to present first.

Putting your most relevant and important experience at the top is your key to getting your foot in the door to an interview. While some will tell you that an objective or summary is important, we recommend it is best left out of the resume

  • Don’t be beat by the ATS bots!

Our resume guide dives DEEP into the many ways an ATS can miss your awesome experience, based on some basic parsing technologies and keyword screening.

Our data shows that about 60% of resumes are never even seen because of an ATS system. Time.com’s data reports that upwards of “75% of candidates are taken out of consideration before a human ever sees their resume.”

Quick fixes to beat the bot include edits to your organization and how you would re-format it. Easy stuff! Check out our methods here.

  • Omit the insignificant…

While it’s great that you worked at a Target in high school, it’s not relevant to anything you are doing now. Time to detach from that experience and focus on what really makes you great!

Examples of bad resumes are always the ones that go on for far too long. 10-pages is not necessary and while we know your experience is almost jumping off the page, it’s a best practice to be selective and ask yourself, would this experience be important to my current or other potential employer?

  • Companies do love data

We are in a data-driven world and people get hired because of numbers. If you are serious about validating your experience and letting people know you actually know the value of what you do…put a number on it.

Increasing ROI, revenue, efficiency, what have you, if it has a number (accurate one, of course), then you are golden. Oh and don’t forget one of the most important numbers on your resume! The dates you were employed at each position. We say way too many resumes with a year to year timeline, meaning the employer has to guess when they started within a 12-month period.

Be specific and validate your experience.

  • Can you hear yourself when you read your resume?

Employers actually want to hear your voice, or rather personality, when it comes to learning more about you from your resume. While it’s a first look into your technical experience, the way you write the content and style the document are how they are going to judge you as a person, at least initially.

You want to sound like a real subject matter expert and stand out from all the other talent!

  • Make your 2D resume 3D

In our experience, traditional resumes just don’t appreciate technical skills the way they should be. Which is why we offer our talent a FREE 3D resume builder to accurately reflect their skills, provide a real timeline of their career history and approach their personal brand in a much more concerted approach.

To access the free 3D resume builder, follow the link here.

 

And for more tips, download the resume guide to audit your more traditional resume, because it’s always a good idea to have it as a backup 😉

 

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Posted by: Olivia Brescia

Most would agree…recruitment, sourcing and hiring have all become fairly dated until recently. The usual practice of searching, nonstop dinging of email resume submissions, and the repetitive process of reviewing resumes is anything but productive. The time for smarter recruiting is here and we want to highlight the best part of hiring: the human touch.

Looking at The 2018 Global Recruiting Trends report and Human Resources Today’s 10 Recruiting Trends in 2018, we compiled 5 of the most significant hiring trends taking over the job market and paving the way for identifying actual quality talent.

 

  1. Recruitment Technology

The role of AI and chatbots within hiring has made a huge impact on how companies work faster and automate the more tedious parts of recruitment. The 2018 Global Recruiting Trends shared that 76% say “AIs impact on recruiting will be at least somewhat significant” moving forward this year and beyond. Meaning – if you aren’t already using it, you’re probably already falling behind your competitors.

While there is an assortment of tools out there to simplify parts of your workflow, it’s important to think about where your biggest hiring pains are and evaluate which smart technology can help you find quality talent, automate screening or save you time. Skillgigs’ marketplace specializes in premier talent, meaning employers access a pool of only top talent, thereby eliminating a lot of wasted time on unfit candidates.

 

  1. Cultural Fit

Individuality has never been so appreciated than a time like this! Candidates come to employers in a variety of strengths, backgrounds, and culture. Top companies automatically require some level of technical ability; however, the actual person has to understand and connect to the goals and vision for the company on an almost personal level. Companies in growth pay attention to this because they understand these are the attributes that can differentiate an A player from a B player.  Here’s more on what employers look for when it comes to evaluating culture fit: 7 Attributes That Actually Matter When Hiring Talent.

 

  1. Paying Attention to Data

Most companies are driven by data, so why would talent acquisition be exempt from the process? Recruitment is a numbers game and we all know there are real number goals set for companies to grow. Whether it be a hiring manager applying pressure or the CEO of a new startup, the hiring space is about growth and growth is about numbers.  Companies are creating strategies and implementing new tools in their recruitment practice to put up the biggest fight against competitors and truly optimize their quality of hiring.

 

  1. Passive Job Seekers

Hiring quality talent has turned into 1 big game of attracting top professionals to opportunities that they didn’t look for in the first place. Human Resources Today listed a few inbound recruitment methodologies that HR departments are using to convert passive job seekers into active job seekers. Highlighting the candidate experience, these practices prove that talent cares about culture and the brand of the company when it comes to converting into an active job seeker.

 

  1. Social Recruiting

Human Resources Today said, “Social Recruiting is the process of using social media channels for recruiting purposes. The term refers to different ways of using social media networks (such as Facebook, Twitter, LinkedIn etc.) and websites (blogs, forums, job boards and websites like Glassdoor for example) to find, attract and hire talent.”

HR tech savvy professionals know that their placements are all about timing. To reach your quality talent, you need to be at the right place at the right time. The job marketplace moves fast, so social recruiting allows you to have a pulse on that movement. The Skillgigs marketplace itself only activates talent for 1-3 months at a time, knowing full well how fast this talent can move and how responsive they may be at any given time in their career.

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The talent market is made up of an endless number of skills, personalities, and objectives. Candidates have unique qualities that they offer employers, but the key is to make sure the right candidate is matched to the right opportunity. Sometimes this is difficult to determine a candidate face value, therefore employers lean on candidate assessment to learn more about a candidate’s worth under the surface.

According to Computer Weekly, the Innovation Economy Report by the Silicon Valley Bank advised that 94% of the fastest-growing technology firms admit securing the talent needed to expand is a real challenge. Artificial intelligence (AI) represents a chance to harness advanced technology that can support better candidate selection.

What are some ways that AI-based testing is changing the way recruiters evaluate talent?

Smarter candidate assessments

  • Recruitment technology has advanced to the level of candidate assessments that essentially learn how each candidate will respond based on his or her behaviors. This type of psychology is paving the way for how to determine candidate skill sets. Tech Talent Labs names a few really cool assessment tools that ask questions to evoke and evaluate a behavioral response. Pymetrics, for example, “applies neuroscience games and cutting edge AI” to evaluate talent in a smarter way.
  • This, of course, makes it harder for a candidate to mislead hiring managers by claiming knowledge, traits, and skills that aren’t there. This makes candidates more accountable about what they say, and helps to shortlist candidates sooner in the recruitment process.  

Pre-screening using chatbots

  • A more recent addition, but one that shows promise already, is the use of chatbots that conduct pre-screening with candidates. Built into the applicant tracking system, the chatbot initiates the first few contacts with the candidate, starting with the moment they complete the application. The candidate gets an acknowledgement via email. In a subsequent email, the candidate is invited to schedule an interview and take a brief online assessment. The chatbot that learns something about the candidate in an interactive chat session. The results of the chat session and the assessment are furnished to human recruiters who can decide to move forward with a candidate.  
  • The Recruitment Network club references the app, Mya, as an example for how a chatbot screening tool can eliminate the extra time to it takes to submit a cover letter and hear back from a recruiter. Assuring the quality and effectiveness of the screening, Mya records data and can even answer questions posed by the candidate.
  • Our own tool takes the chat feature to the next level and asks questions on skill density, taking into account confidence level, amount of information offered & clarity about that specific skill. Our AI interviewer confirms confidence in a skill set, while also grading the actual technical skills, so recruiters avoid someone who can’t walk the talk. Our 2-part interviewer asks questions and then asks the candidate to apply their knowledge in a coding practice. This combined computes a report for the recruiter.

Better, more responsive candidate experience

  • One thing that is pivotal for success in recruitment is making the entire candidate experience a positive one. A survey conducted by Software Advice, an organization that reviews HR technology, survey job seekers to find out how a negative candidate experience impacted them. They asked job seekers what actions they would take after a bad experience occurred when applying for a job.
    • 83% of the job seekers said they would never apply to a company again that gave them a negative experience
    • 63% said they would refuse a job offer with a company where they had a poor candidate experience
    • 59% said they would tell others not to apply at that company
  • However, the same survey revealed the power of a positive candidate experience, which AI supports by being more responsive to candidates and keeping them in the loop.
    • 96% of the candidates said they would apply to the company all over again
    • 93% said the next step would be to immediately accept the job offer
    • 66% said they would leave a positive review on Glassdoor

Improved talent matching

  • Increasing the dimensional view of each candidate happens with artificial intelligence technology. Instead of a flat resume-based system that flags certain keywords carefully placed by the resume writer, an AI-enabled talent matching system examines candidates under multiple layers of traits, skills, and qualities. These can be presented in our 3D resume model, a patented technology, which provides more information that hiring managers can use to make selection decisions.
  • See how the 3D resume model works here: www.skillgigs.com

Faster short-listing

  • Recruiters have very little time to track down the best candidates, especially when one knows that the same candidates are being pursued by other hiring companies. Talent platforms that can quickly assess, categorize, and match candidates to jobs give recruiters the advantage they need to focus on their shortlisted candidates. This provides faster access to the right people and increased speed at which they can process candidates.

Less bias in selection

  • The human element has always been a part of recruitment, with many trusting their instincts vs evaluating candidates on real qualities. Bias, which happens unconsciously, is not favorable in terms of hiring — especially when it comes to increasing diversity in the workplace. Fortunately, AI takes the human element out of candidate evaluation so that hiring becomes more equal. The end result is a stronger workforce based on skills and not on factors that don’t relate to career success
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Corporate recruitment is the most vital aspect of developing a strong business that is supported by skilled employees. With all the competition out there from other organizations, recruitment agencies, and headhunters — you need to be on your A-game to attract and hire the best candidates. Instead of being average, a recruiter needs to be a superstar (or at least look like one)!

What elevates a recruiter to superstar status?

The annual America’s Best Recruiters list for 2018 was published by Forbes, highlighting the most highly rated recruiters in the profession. Market research company Statista supported this effort by asking 30,000 recruiters, 4,500 job candidates and human resource managers who had worked in recruitment agencies sometime in the last three years to nominate their top 10 executive and professional recruiting firms. It turns out, top ranking recruiters earning six figures or more are focused on data-driven results and relationship building. The survey also revealed that recruitment has shifted from an action of merely searching for candidates to one of finding out who candidates are so they can be matched to the best jobs.

  • Attracting talent

Three out of four recruiters admit that attracting talent is still the most time consuming and costly aspect of recruitment. Having a plan of action and a system for attacking this task can move you into the top spot as a recruiter. In certain industries, such as healthcare and technology, this is a challenging prospect. However, it’s not impossible if a recruiter understands the window of opportunity is very slim and takes concerted effort — focused only on candidates who are ripe for a new job.

  • Industry knowledge

To rise to rockstar level as a recruiter, one must also have a deep understanding of the industry. This can come from personal experience or as a result of building relationships. In order to become proficient at something, one has to spend a great deal of time in the environment of the task. The same goes for recruitment. Getting to know the unique nature of the industry helps to better address the needs and goals of the best talent.

  • Recruitment data

The world of recruitment is filled with tools that gather data from multiple sources, all designed to help in the decision-making process and rate effectiveness. We often focus on recruitment metrics like time to hire instead of quality of hire, because this is what the industry tells us is important. Using a data-rich platform that displays the value of candidates in multiple formats, such as skill density maps and 3D resumes, can give recruiters better results. Instead of weeding through hundreds of resumes, today’s AI-enabled data tools allow recruiters to immediately target the best candidates, which makes them look like they have super-powers.

  • Relationships

The top recruitment firms use relationship building to the fullest. It’s not just about getting to know a few good candidates to place them in jobs. It’s about tracking their career paths and being there when they are ready to seek a new job. Long-term relationships are built through trust that only comes from successful placements and maintaining contact. Committing to the long-term success of candidates keeps talent pipelines filled and produces many referrals. Finding out what interests candidates, understanding their goals and values, and respecting their gifts is what makes for better relationships. As the healthcare and IT labor pool continues to shrink, this will be the way to secure talent.

  • Mentoring

There is a strong connection between coaching candidates and their success when interviewing for new jobs. Only the best recruiters take the time to mentor candidates to put their best face forward. The Undercover Recruiter advises that all candidates take the time to research the company well, followed by practicing interview questions and preparing for the big day. From the standpoint of a recruiter, don’t you want your candidate to have the best possible chance of impressing the hiring manager and getting the job? Take the time to coach the candidate, and share whatever inside knowledge you have that can give your candidate the advantage.

  • Client Management

When pitching any candidates to a client, use the tools available to you to present their skills and experience in a strategic way. 3D Resumes and visually stunning skill maps are highly appealing to clients when evaluating candidates. Many employers will also want to know more about the candidate’s long-term career goals, if they share the same values as the company, and if they are committed to the industry. These factors are not always evident on a dull paper resume. Interview your clients to ensure you know exactly what they are looking for in employees, what makes them successful, and what challenges they have with hiring. Clients who end up with a great hire will return for more in the near future, thinking of you first as their superstar recruiter who can make it happen.

Being a recruiter can be one of the most rewarding careers, or it can break you. Whether you work independently or as part of a team, it’s critical to your success to stand out. Use the tools that help manage the above aspects of recruitment and you will rise to the top.

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10 Tips for Your Job Hunt

December 18, 2017

There’s no better time to evaluate where you are in your career than now. Just starting out? Had the same position for years? Would describe your attitude towards your positions as “just okay”? Haven’t had a raise in a while?

Asking yourself these questions helps you plan your future more efficiently, while also forcing you to face reality with what you are doing currently. It’s too easy to slip into a position where you are only motivated by getting a paycheck.

As talent advocates, we encourage tech talent to take a harder look in the mirror, so they can achieve the perfect job, that means more than getting a paycheck. As such, here are my 10 job searching tips for the new year.

  • Make short and long-term goals, so you have something to work towards at all times. It’s easy to put off learning a new tool or to plan to ask for something later. By planning goals periodically, you are forcing yourself into continuous improvement. If you don’t think you can achieve this in your current position – time to switch up for a job where you can.
  • It’s 2018 & remote work should always be a part of the conversation. We have laptops, Wi-Fi & virtually any tool you can imagine to make it seem like you are actually in office. This has proven to make work-life balance more possible, which most agree, makes you a more motivated and hard-working employee.
  • If you’re looking to make a move, it’s time to hone in on new and old skills. One of the biggest reasons I say to evaluate your career at this time of the year, is because it’s so easy to become outdated. Invest in your future and make your job search more seamless, by completing some refresher courses.
  • Have an easily understood online presence. Whether you’re searchable via LinkedIn, Indeed, or other career sites, make sure your experience is cleanly displayed with bullet points. Simply put your experience with as much detailed information about years, industry & technical skills. Our 3D resume prompts all of this and more, to make your personal branding effective. Creating a skill listing is free and employers love to look at your experience through this technology. Learn more here: https://www.skillgigs.com/talent/
  • Throw some networking opportunities into your new year’s resolutions. My recommendation is to attend at least 2 per month and get at least 3 contacts from every event. Networking presents opportunities that are hardly ever searchable online. Additionally, physically interacting with someone makes you more memorable, so you’re automatically more competitive as a candidate. Even if you don’t need or find a position from these events immediately, getting these organic connections never hurts in the long run.
  • Force yourself to job hunt based on numerical goals. Applying to new roles can be a numbers game. Like my tip for networking, similarly set a number for how many roles you want to apply to a week, how many times you send out your resume & how frequently you are reaching out to prospective co-workers.
  • Brush up on your soft skills. We work with a lot of tech talent, who often have more interaction with computers than they do with other people. It’s easy to forget how to talk about your job in plain English, so practice your interviewing and conversational skills so you can seamlessly close in offers.
  • Give all opportunities along the way diligent consideration. While I encourage you to meet your career goals – you can never realistically plan all the opportunities you come across. Be open to new things, even if you haven’t had experience in them before. Especially in the tech industry, it speaks volumes to be able to apply your learning skills to new technologies.
  • While a lot of people may disagree, it’s actually possible to enjoy the hunt. Think of all the possibilities where you could end up, what you could learn and who you may meet. No matter what stage you are in in your career, a move means a new experience, which can only mean personal growth. Inspire yourself in your job hunt.
  • Claim your real market value. A huge piece of our platform encourages talent to do the asking when it comes to a salary. While our tool makes for a more transparent space to negotiate pay, remember this can always be a part of the conversation when you are making a change. Leverage your knowledge of what others in your field are making or share what other employers are willing to bid on you. To learn what that actual value is, get your free RMV salary here: https://app.skillgigs.com/RealMarketValue

 

 

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Starting a new job can be a rough experience. 1st impressions are at every corner, knowledge for the actual company is severely disadvantaged compared to people who already work there & the newbie spends all day shadowing/overloading themselves with information. As the person that hired them – you stand waiting, wondering if you made a good decision with your hire. While I am sure you made an excellent choice, here are my tips for onboarding to guarantee success.

  • Simple – but often forgotten, make your office or department aware that a new person will be coming on board. Describe to your current employees what the new person was hired for and how each of them can assist in providing training. Even further, make sure your current employees have cleared space on their schedules to go over company processes and educational materials. This way, they can prepare to make room in more than one way.
  • Make your planning for the new hire a 1st priority. They usually don’t know exactly what you need, until you have provided direction. Inc. even said in their “Building an Onboarding Plan” article, that your planning should start at recruitment. You may not even know who the individual is yet! I suggest compiling a folder that contains training materials, company info and policies, overviews of your services, a hierarchal description of the office, and any legal documents they should be aware of. Tech companies, especially, should include any tutorials and login credentials to tools and software the newbie will be driving. This enables you to send the new person materials prior to their start date, so as not to overload them on the first day & to prove your company’s commitment to employee success.
  • Start bonding ASAP. Aside from the awkwardness of being the new person, your new hire is probably looking for a fresh start with a group of motivated individuals. It’s an undeniable fact that coworkers gel in the workplace, when they get along and maintain the “work hard, play hard” mantra. Set up lunches, cocktails & gatherings to guarantee a healthy amount of time is spent on company bonding. The hard work will naturally follow, if you have a good egg.
  • Schedule regular briefings with the new hire. I would say initially, every other day, schedule mini meetings just to re-cap what they are learning. Suggest who to meet with, how to approach some parts of training, just to ensure they are on the right track. Moving forward, create weekly meetings to plan execution for what you hired them for. The meetings then inherently can be used for evaluating the execution.
  • Be ready to work with an eager beaver. So as to make a good impression, new hires typically want to jump into action & immediately start work on the bigger projects. To satiate their interest, include short and long term goals for their position in your onboarding planning. While they grow into the position, and gain authentic background for the company, your new hire will be strategically training themselves to build up to the bigger projects.

The tips overviewed are pretty straightforward & if you’re a successful company, then you are probably already using most of these methods. However, with the current tech shortage & high turnover – it’s never a bad idea to audit your process. Keep an open door, plan well, and manage the fluidity of working with a new person.

Additionally, if you are ever looking for other employer management tips, check our our employer blog here. Happy hiring!

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Standing out in tech is kind of an oxymoron, I’ve noticed. While the market is so lean, and skillsets are in high demand – the talent gets lost in a sea of resumes and job seeker profiles.

Aside from my usual spiel for how SkillGigs prevents getting lost in the mix – as a tech professional – here’s my advice for how to stand out during an initial interview screening.

  • Don’t treat a screening as anything less than formal: Although you may have an idea for who you are talking to, you may not know their level of decision making in the hiring process. It’s easy to feel like a quick phone call or initial screening is simple to get by. You’re wrong – preparing for the first interview is more important than any other part of the interview – because it is your step into the door. This is one part of the magic behind our 3D resume – because it creates a space for your experience to be featured in an impressive and quick glance – making your conversation into the initial interviewing richer. Utilize this kind of presentation to speak about your skillsets, even in the initial screening.
  • Engage your interviewer: Interviewing shouldn’t be awkward, by any means. I have always made a conscious effort to look at the interview as a professional conversation where you get to know the employer, as much as they get to know you. If you need relaxing, an excellent method to calm your nerves is to engage the interviewer in a conversation about their role. This proves consideration for your interviewers time and interest in the company.
  • If you haven’t already – perfect your elevator pitch: The phrase “don’t tell me how to build the clock, tell me what time it is” applies beautifully here. When overviewing your experience and who you are – think about what is relevant and why they care. This should be no more than a few sentences and delivery is key. Interviews are the perfect place to pitch because they almost always start with “Tell me about yourself.” Then, you apply the following formula: I’ve been working in this industry for this many years + I am especially qualified within this tech skill = I am looking for role like this, that I can master the following skills in.” Our talent love the Skillgigs’ technology, because it allows them to follow this exact formula in their 3D resume and skill listing.
  • Follow up to all forms of communication: Even if the communication is a basic thank you note. When the interviewer sees your name, they are reminded of you and your genuine interest in the position.  Trickling 1 or 2 post-communications can also help stay on top of next interview steps and reinforces your interest in the job. Follow up translates into diligence and diligence is very attractive in the tech world.
  • Be respectful of everyone surrounding this interview: Similar to tip 1, you never know who the decision maker is. The reality is, everyone you interact with, from the admin to the owner, is a part of that company. Never change your attitude between them, even if you think “that’s not the person to impress.” In 2017, culture fit is becoming almost as important as your technical qualifications.
  • Know what the employer has done in the industry, most recently: Doing your homework goes a long way. Take a few minutes and read up on their role in the industry, so you can have a conversation about their latest tech advances.
  • Speak to a skill that others can vouch for: If you have talent that can speak for itself, then you probably have a referral that will mention them too. Make sure you develop mini elevator pitches for your top skills. Your role in tech should make this easy because it is a technical space to list strengths. Be ready to test your software and other IT knowledge. With our talent, we offer assessments, basic screening & other curation to ensure the talent can fully comprehend and communicate their skill sets.
  • Site your ideas for this role: People who talk about success in interviews always forget to mention execution in the role. I think it’s important to think of this open position, as if you were starting tomorrow. Our company is all about expediting the hiring process & prompting talent to take control of their careers. Shifting your attitude from potential job to this is my job can really validate how you talk about your skills.
  • Make a point of your job’s processes, record keeping & improvements: They’ll eat this stuff up. Tech people and the people that manage them LOVE placed importance on processes. Trust me – with a product like Skillgigs, there are a lot of techies who worked together to make our platform as great as it is. Had it not been for a lot of structure, prototype tracking and modification, we wouldn’t be where we are today. Talk about how you do this in your most recent role, and they will recognize value.

 

 

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It’s far too easy to complain about your current work situation as opposed to actually do anything about it. Living paycheck to paycheck, checking in at 8 and checking out at 5 and only having a lunch break and the weekend to look forward are all obvious signs of dissatisfaction with your job. But are actually you doing anything about it?

In the land of startups, tech & entrepreneurial business ventures, I feel it’s time to wake you, the talent, up! As such, here are 10 hard and fast reasons you need to change your career, before you truly become an office zombie. Also, Office Space may or may not have had partial inspiration for this article.

  • DMV syndrome: You know that feeling you get when you get jury duty or have to go to the DMV? If you are experiencing a similar feeling towards work – then you are in grave career danger. Losing excitement for working should not be normal and you have time to change! Techies excel in environments where their skills are put to the test and they face challenges. While the DMV may be a challenging, it’s not exactly an open space for optimizing efficiency. Especially in tech, there’s no excuse for not having an innovative and challenge-driven position.
  • Too much internet browsing: If more than half your days are spent on Buzzfeed or reddit, then I strongly encourage you to re-evaluate what that means for your career. That kind of time on your hands can only have negative implications for your future. Whether you are bored or don’t have enough work to do, create a skill listing to engage yourself in opportunities that are way more involved than your current position. It’s not like you don’t have the time to set it up!
  • You’re underpaid: Working in tech warrants a very respectable paycheck. If you don’t feel your current position reflects this, then allow us to help you meet marketplace value. With countless fortune 500 companies signed up for the SkillGigs platform, there’s no reason you can’t land a gig that pays your worth. Even better, you post your skills at a price tag – so employers have complete transparency of your salary expectations.
  • Work/life imbalance: Unhealthy habits happen to the best of us, but if you’re letting toxic feelings towards work carry over into your physical self – then you’re experiencing improper work/life balance! Our freedom campaign was inspired by individuals who are empowered by this platform, because of the time it gave back to them. The technology automates your job hunting process through an algorithm and you are only presented with gigs that meet your demands for work/life balance.
  • Day dreamer: Stop substituting your ideas & brain power at work for dreams of future trips, retirement, and other realities. Time to find a job that forces you to live in real-time & enjoy it! Too often, talent loses motivation because their heads are lost in the clouds and priorities are thrown out the window. Finding a position that limits the day dreaming makes you more efficient in your role, and thus more engaged in what you are doing everyday. Live in the moment, so you don’t regret what you did with your life’s work.
  • Toxic workplace: If more than half of your co-workers are unhappy, difficult to work with & are generally not aware of how to improve…get out now, before you become one of them! There’s nothing worse than a toxic company culture, in which negative emotions are too frequently trumping the time normally spent making something great for your company.
  • Lack of purpose: If you aren’t included in certain tasks, your opinions aren’t heard and your work goes unused – then you are probably experiencing lack in purpose. Tech talent is understaffed as it is, so there’s really no reason to allow your skills to go unused. I understand the struggle of finding a job that plays to your strengths, which is why I appreciate the place our talent advocates have in the platform. They masterfully screen talent for the sake of understanding them as people – and not just for their skills. While our platform automates the job matching, our talent advocates are the ones with the final look to verify your personality, needs & strengths truly match a gig listing.
  • Outdating yourself: You haven’t learned anything since you started. While this is an obvious red flag, a lot of people are comfortable not picking up new skills. While that may be acceptable in other industries, in tech, this can severely damage your qualifications. If your current employer won’t support innovation, you stand the risk of outdating your skills & excepting yourself from future opportunities.
  • Hooky monster: Allowing yourself to make excuses for leaving early, arriving late or missing work (and enjoying it) sounds absolutely depressing. While playing hooky is okay every now and then, it shouldn’t become a regular habit. Work doesn’t have to become something to avoid at all costs. You aren’t a student skipping class, you are an adult with an opportunity to make something of your life.
  • Underselling your opportunities: Believing you will never find anything better is absurd. Why do you think Silicon Valley, AI & literal robots even exist? We work with people that live and breathe tech and they need manpower. Do yourself and the tech industry a favor, and become an available job seeker. If you’re interested in taking the leap, with little to no effort, then sign up now to activate your skill listing.
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In my line of work, I often wonder how well we do at keeping up with the technology we’ve created. As ironic as it sounds, there are a lot of resources readily available, but we truthfully aren’t using them in a concise and efficient manner. While jobs are often created for troubleshooting and advancing technology, our methods for filling them are best compared to shooting in the dark. With the creation of AI, I predict a future where we finally have the opportunity to catch up to the technology we’ve built.

Didn’t you know – it takes more than having technical skills to fill a job?

Tech is hard to fill, yet there is a surplus of this talent in the marketplace. They have the skills required and they NEED the job…so why is there a disconnect? In our pursuit of resolving this discrepancy, here’s my food for thought on how sourcing will revolutionize.

Patience for the recruiter is diminishing

  1. I’ve said it once before and I will say it again – Time is money. No one has time to look through a hundred embellished resumes and cover letters. Our patented 3D resume captures candidate experience and measures skillsets to accurately reflect what the candidate’s current skills are in relation to recent work experiences. The layout and calculations utilized in this 3D resume are composed in such a way that employers can evaluate candidacy in 15 seconds or less.

Manual hiring processes are becoming obsolete

  1. Obviously manual processes are inefficient and are becoming outdated. Quality talent gets lost in the mix and bad hires occur as a result of this loss. Naturally, unfit hires don’t last long and all the training and effort spent on them is wasted. Elite companies can’t afford this toxic cycle and are looking for solutions to remove what can be done just as well, if not better, with a tool. That’s why the SkillGigs platform does the curation for employers, so they ONLY see talent that makes sense for the role. Even better – it’s automated.

Talent is insisting on market value

  1. We are at a point where talent and skillsets are highly diversified. Keeping up with technology is often something that can make or break a company. Candidates know they are in high demand, and they want to be compensated. Recruiter fees make the talent and their service almost unaffordable to the client. The middleman is becoming too expensive, while tech talent is asking for their value. The time is now to use tools that are inexpensive compared to outrageous agency fees.

Data is money

  1. Tracking performance has always been something that was done after the fact – to see how certain methods affected revenue. Nowadays, data is valued at a monetary level. The worth of what a dataset can provide is something that C-suite level people are obsessed with. Data shows discrepancies in hiring, performance is low with agencies and now tech companies are looking for innovative solutions to tidy up hiring. They are open to expanding their hiring arsenal and aren’t afraid to cut ties with old methods that produce poor and unsustainable data.

Culture fit is just as important to talent as it is to the employer

  1. Quality hires means more than matching skill sets to job duties. We know this, which is why a huge part of our curation involves cultural fit. Personality can never be ignored in terms of collaborating on the job. Companies often loose company culture when they experience high turnover; therefore, our goal is to find individuals that could be placed permanently. SkillGigs is a sustainable option that focuses on real-time availability, skills & curation. Since we work from a subscription business model, we care more about ensuring the tool is optimized, as opposed to pushing candidates to collect a percentage fee.
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The SkillGigs platform is a powerful tool in HR Technology, but it can never replace the most important part of hiring – the talent. While we generate the custom curated matches, introduce the 3D resume to tech professionals & foster relationships with the highest caliber talent in the country, there’s one job left to do – review your candidates for culture and personality fit.

Company culture comes in a mishmash of sorts and while our talent comes ready to work, you undoubtedly need to have at least one conversation with them before an initial offer.

According to PayPal’s CEO, Dan Schulman, he specifically seeks talent that have experienced great failure. Claiming that this question determines an ability to respond and respond well, it got me thinking – what actually matters about the talent when you first meet them?

Here are my 7 attributes to seek in talent:

  1. First and foremost: Skills. If you’re using SkillGigs, this takes care of itself when you meet the talent, but I felt obligated to cover all the bases – the talent obviously needs the basic technical skillsets required for the position you are hiring for.
  2. Communication abilities: Talent can’t mean anything if an individual can’t explain their findings, occurrences & insights. Too often, I have met highly intelligent individuals who lack an ability to share their knowledge within their position. We work in a collaborative world & if you find that your candidate can’t easily and efficiently explain their experience, then that’s a hint they lack communication abilities.
  3. Honesty: During a time when millennials are changing jobs every 6 months and companies are forced to lay off highly skilled individuals, talent has unsurprisingly become less loyal to their employers. While you can only do so much to make your talent feel secure in their position, it’s critical to seek people that can inherently be honest with you. While this may be the hardest attribute to find, it may be the most important. My advice for determining honesty is to ask questions about how the candidate either plans to or has left their last position. People that don’t respect the 2-week notice or have exhausted using excuses to miss work will no doubt be the ones that you can’t trust as easily.
  4. Concern for time: I will always claim this attribute to be a timeless quality all successful professionals should possess. Aside from the obvious convenience of being able to start tasks on time, concern for time means that the talent respects their colleagues enough to work within a schedule and do their part. While timeliness to the interview will be your first indicator if the candidate possesses this attribute, you can also assign certain evaluations and assessments to the candidate to see when they complete them and in what time frame.
  5. Experience working within difficult situations: Similar to what PayPal’s CEO, Dan Schulman, said – it’s important to work with someone who hasn’t had it easy their entire career. We don’t live in a world where everything can go well all the time! You want to know your talent has had experiences working in difficult situations and understand how they reacted. Review their negative experiences in the interview and listen for how they responded. If they explain they did something that you would do, then you have probably found your match!
  6. Adaptability: This could not be more straightforward. Nothing ever goes exactly according to plan and you need to make sure your talent is aware and accepting of this. People change positions, tasks re-arrange, priorities are re-assigned. Within tech especially, if you can’t adapt and change with the innovation, then you’re out. Prime example of how to determine a candidate’s adaptability is to ask about their experience using specific tools you require and ask questions about their learning curve. How do they approach working with new tools?
  7. Sense of priority: I like to tackle my job from a priority standpoint. What do I want to accomplish today and how does that interact with specific deadlines the team and I have set? Everyone is busy and you certainly don’t want to micromanage your talent. Questions about their organizational skills would be highly useful to determine this attribute.

It’s fairly simple to understand skill density, but we understand communicating with the talent is an interpersonal communication piece you genuinely need to feel and hear for yourself. Human interaction can never be replaced, which is why the 7 attributes mentioned are so important to be aware of. If ever at a cross roads for determining what to look for in talent’s personality – feel free to refer to these qualities.

 

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Posted by: Olivia Brescia
12 months ago Categories:

~6 minute read

In the wise words of philosopher, Jean-Jacques Rousseau, I believe human beings are inherently good. With this natural sense of morality, I think most of us are happy to help one another. Maybe it’s because I’m spoiled by my coworkers, as they are always willing to share in the workload. While this is a huge part of our company culture, it’s also something we need to be careful of. Having done it myself many times, it’s easy to help others so much to the point where you can’t focus on your own job anymore. This kind of personality is commonly referred to as the “People Pleaser.”

Although it’s a good attribute, agreeing to do the tasks of others sometimes causes several negative results. Since SkillGigs is so heavily invested in making work life more balanced, here are my 10 tips for saying no in the workplace, without necessarily saying no.

  1. Honesty is the best policy: This is probably the hardest method, which is why I am handing it to you first. Although your initial reaction to a request for help is going to say yes, and deal with your stuff later…you need to exercise your honesty. Honesty will almost always be your best friend when it comes to resolving issues at work. In this situation especially, communicating that your plate is full will make your co-worker respect you and your time.
  2. Delegate away: I am so sick of hearing the phrase, “That’s not my job.” That kind of attitude has no resolution! What I do like to hear is, “I can’t help, but let’s get Sally or Mick in on this and you 3 should be able to knock it out.” Some of the best leaders are just master delegators. If you are the kind of person that someone is going to for help, you’re also probably the kind of person that can also pull in other resources.
  3. Offer to split the work: We all know what it is like to compromise in a work place. If it goes against your nature to say no completely, maybe take the bait and help out halfway. Answering with the response, “Sure, I can handle these tasks, if you want to take care of others,” will make your co-worker understand that your help won’t necessarily get them off the hook from doing their job.
  4. Sell an IOU: If you’re thinking of exercising the IOU, you’ve probably taken on too much and can’t fathom one more thing. The people pleaser in you is screaming through, so an easy way to say “No, I can’t help” is to say “I will help later.” Regardless if this IOU applies to the task at hand or another one, your co-worker will understand and will still think of you as the helpful colleague that you are.
  5. Be too good at helping: If you’re anything like the SkillGigs team, you’re probably very thorough. Use that quality to scare away co-workers from asking for unneeded help. Ask your questions, get all the details, be as thorough as you can be. This may not help your current situation for avoiding people pleasing – but it will help you long term, because then your colleagues will know to only go to you if it’s absolutely necessary to get the job done.
  6. Switch out tasks: If you can afford the change in tasks, then by all means, replace your own tasks with your colleagues. I personally work well when I am working on several things at one time. However, if you are ready to switch things up, then make sure your own tasks are accounted for. I only offer this tip for the people pleasers that are experts at multi-tasking.
  7. Later Gator: It’s perfectly acceptable and really quite common to tell your colleagues that you can help…just not right at that second. If you explain that what you are doing is time sensitive and you do want to offer your time right after, then you are employing probably one of the more common methods for people pleasing. Your colleagues were probably actually expecting this type of offer.
  8. Leverage for a Promotion: Helping your colleagues, while still being able to carry your own job responsibilities, is actually very impressive – and probably bodes well with your supervisor. If you are going to do this, make the evaluation that you can do it all and do it well. Even more so, do it under the circumstances that are ethical and where you aren’t throwing anyone under a bus. Accomplishing the tasks of more than just your job & applying an ability to help others are both qualities that call for a promotion.
  9. Evaluate Priority: Similar to switching out your tasks, but on a bigger scale – if you can rationalize helping, see how this fits into the entirety of your schedule. With my own people pleasing tendencies, when people ask for my help, I take a quick look at my calendar and make a decision of where it can fit in. Sometimes my colleagues’ task is more important than my own. And sometimes, someone else is waiting on me to finish their own task and I need to rearrange my schedule. Reprioritizing when things are due is the best way to evaluate your tasks and to become a more pragmatic people pleaser.
  10. Cave In: I don’t mean to teach you how to not help your colleagues! If you can and you want to, then by all means, be the best people pleaser you can be! Just think about what I said for making sure it doesn’t hinder your own workload. If time permits and you can afford it, then just do it.

I know these ideas may go against your nature, given your tendency to make other people’s lives easier. However, step back and think about the implications of you giving others a break. They may be asking out of disinterest to do it themselves – which means you are enabling them to not do their own job AND you’re taking away attention you would normally spend on your own. Each of my tips address a work situation you have probably come across several times. Next time you are feeling overwhelmed & someone wants to add to your plate – I encourage you to refer back to these tips!

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When an employee leaves your company, it is in your best interest to help this person with their transition from their job at your company. Whether they are being fired for performance/behavior, downsized for financial reasons or leaving the company voluntarily, “offboarding” the people who work for you will be greatly appreciated by your employees and promote a happy, transparent workplace.

Only 25% of companies have formal offboarding policies in place, and these companies are leaving themselves open to potential reputation damage. The prevalence of employer review sites like Glassdoor should not be under-estimated, and the peer reviews that employees leave on these sites are some of the first pieces of information that job seekers will evaluate when considering your company.

Other than potential reputation damage, not offboarding employees can mean losing them as potential contacts in the future for referrals and connections to companies in your industry.

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Posted by: Olivia Brescia
1 year ago Categories:

Testing candidates for cultural fit during the job interview is essential for making good hires who are likely to have a long tenure at your company.

Unlike hard and soft skills, cultural fit isn’t something that can be trained after someone is hired. Forcing hires who don’t fit with your company culture to “fit in,” no matter how skilled they are, will rarely work out in the long run. While a high-performing, non-fitting hire may conform to your company’s culture, they will not experience the same level of job satisfaction as a high performer who experienced cultural fit right away.

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Posted by: Olivia Brescia

Maternity and paternity leave are being offered by an increasing number of companies that want to demonstrate their commitment to supporting their employees and their families. Though the number of women using these benefits (273,00/month) has not increased between 1994 and 2015, the number of men utilizing paternity leave has tripled in that time period from 5,800/month to 22,000/month.

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Posted by: Olivia Brescia

The subject of salary negotiation is easier for some people than it is for others. While salary negotiation is supposed to be a routine part of taking a job or remaining happy in one, the fact that there is money on the line can make these conversations uncomfortable, tense or even downright unpleasant.

The good news is, that it doesn’t have to be this way. As long as you are using proper workplace diplomacy, stating and proving your case, and honoring your own value, you can engage in salary negotiations without fear of failure or a negative reaction from your current or future employer.

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Posted by: Olivia Brescia
1 year ago Categories:

You know that person who makes your workday uncomfortable, stressful, hard, weird, scary, annoying, distracted and/or depressing? Yeah, that person.

They are what is known as a toxic employee and, no matter what their issue seems to be, you are probably feeling the effects of their problem personality every time you interact with them. If you don’t work directly with this person, then you probably avoid them like a food truck with flames shooting out of it. If you work directly with them, then you are probably looking for another job.

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Posted by: Olivia Brescia
1 year ago Categories:

The cover letter. It’s the peanut butter to the resume’s jelly. Some argue that the cover letter has become outdated, and is tool that is seldom used or read by the people that matter. But that couldn’t be further from the truth.

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Posted by: Kashif Aftab
1 year ago Categories:

Employee referral programs are a great way to make your employees happy and a great way to attract talented people to your company. Your referral program can build a culture based on productive business connections and respect for the abilities of one’s peers, but only if your employees are engaged in your referral program.

You want your employees referring the people whose abilities have impressed them the most, and coming up with some new ideas to organize and incentivize your referral program will drive the effectiveness of the program as a candidate source.

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Posted by: Olivia Brescia

Your first day of work can be a dream come true. Your first day at work can also be a waking nightmare. It all depends on how badly you wanted this job, how prepared you are for this job, and how much you’re willing to put into this job.

Even if this new job isn’t your ideal job, you still need to make a great first impression on your first day of work, as first impressions will always dictate the opinions that your new co-workers and superiors form about you. You will be able to cash-in on these positive impressions when applying for your next position and, if you want good references, you need to start strong and build on your debut at this company.

The first day at work usually involves meeting way too many people to keep track of, being oriented to the work being done and then, gently, being tossed into the deep end to see how well you can swim. Your first day at work probably has a tight schedule, but there are some things that you should always get done on your first day if you want to make a great first impression.

Here’s what you need to do in order to have a great first day at work and make great first impressions on your new colleagues:

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Posted by: Olivia Brescia
1 year ago Categories:

It’s no secret that employee retention is important for the success of a company. The cost of sourcing, interviewing, hiring, training and guiding a new employee add up to a significant portion of their salary, but some companies take very few steps to ensure that their investment in a new employee pays off.

Maybe there’s a set number of hours, days or deliverables that an employee needs to reach in order to “off-set” the cost of hiring them, but you don’t want this bare minimum. You want good employees to stick around for as long as they can, as their absence means delayed work and a disruption for your other employees. Additionally, having employees who are invested in their jobs and enjoy their work is a large draw for talented candidates, who will want to join your happy team.

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Posted by: Kashif Aftab

While some argue that hiring for cultural fit is secondary to hiring for proficiency or experience, cultural fit is equally important for long term success in any role.

Cultural fit is crucial because, even if an employee is highly productive, highly motivated, and highly engaged in work that they enjoy completing, they will probably still quit in under a year if they don’t feel a fit with your company’s culture.

Whether they feel a miss-fit with the people they work with or the prevailing attitudes within the company, these feelings will only grow over time and decrease their job satisfaction.

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Posted by: Kashif Aftab
1 year ago Categories:

Finding a good programmer is hard, but hiring a bad programmer… well that can be much worse. They say a good programmer (on average) is as productive as 5 average programmers. And a bad programmer can cause projects to implode, be delayed or become stagnant.

Determining the true cost of a bad programmer goes beyond just their salary since they can impact multiple business units.  We calculated the cost of a bad programmer and here’s what we found.

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Posted by: Kashif Aftab
1 year ago Categories:

Employee satisfaction survey tools may come with various guarantees but, no matter how much you spend on a satisfaction survey tool, getting positive results from one of these tools has as much to do with you, as it does with the program.

Ultimately, if you don’t do anything with the data you’re getting from employee satisfaction surveys, you aren’t getting the most from your investment.

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Posted by: Kashif Aftab

If you want to retain a greater percentage of top performing employees through any bouts “spring fever” that break out in your office this year, it can be helpful to look at the retention strategies used by industry leading companies that are highly rated for employee satisfaction.

Your company may already offer employee perks, but you’re not the only company on earth and it is much easier to make a counter offer when your employee perks are similar or identical-to by industry leaders in employee satisfaction.

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Posted by: Olivia Brescia
1 year ago Categories:

Close your eyes and picture a salesperson. Who do you see?

Some people see the guy who sold them a 2004 Toyota Corolla down at the car lot. Others think of telemarketers or Millennials who work at mobile phone kiosks at the mall. Personally, I think of the iconic character, Matt Foley. He is a salesman-turned-motivational speaker who is 35 years old, eats a steady diet of government cheese, and lives in a van down by the river.

These are funny examples of stereotypes, but they’re not accurate. Sales professionals are at the heart of our resurgent American economy. They do everything from selling cars to sophisticated SaaS solutions, to working as recruiters and talent acquisition leaders.

That’s right. Recruiting is sales. Today’s best recruiters are savvy human capital experts with salesmanship skills, who understand how relationships and stories move the entire hiring lifecycle forward.

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Posted by: Laurie Ruettimann
1 year ago Categories:

You’re not supposed to talk about politics in the workplace, but someone has got to talk about politics in the workplace.

Even if your employees have no opinion on the 2016 election, the fallout from this election is weighing on more and more Americans by the day.

Along with a contentious travel ban that effected many workers in the US directly and indirectly, last week saw the United States launch a missile strike on a Syrian air base in response to a horrific chemical weapons attack likely carried out by the Assad Regime.

This military action was described as a “violation of international law” by Russian President Vladimir Putin, but, due to recent talks with the US secretary of state, it seems like any further escalation is unlikely.

Just like the First Cold War, which saw moments of heightened tension like the Cuban Missile Crisis, this Second Cold War has a lot of people on edge, and some of these people probably work for you.

To avoid burn-out and promote a more enjoyable workplace, you should take some steps to release some of the political pressure that could be weighing on your employees.

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Posted by: Olivia Brescia
1 year ago Categories:

Let’s get one thing straight: poaching is a despicable practice.

Poaching employees, on the other hand, is not cruel, but kind.

If you find a talented tech pro who is ready or getting ready to move on from their current position at a competitor’s company, then “poaching” them away from their current job is doing them a service. While their employer has lost a valuable player, they were going to lose this employee anyway, as you cannot poach an employee who does not want to be poached.

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Posted by: Olivia Brescia

Cybersecurity has been a hot-button issue lately, and will only be more prevalent as the global cybersecurity market grows from 75-billion-dollars to being a 157 billion dollar industry by 2020. In the United States, the Federal Cybersecurity Market is projected to grow from 18 Billion in 2017 to 22 Billion in 2022, let alone the business sector. 

Apart from being a high-growth industry in the coming years, cybersecurity is becoming more important for businesses of all types as well as governments. The alleged Russian hacking of the 2016 Presidential Election, Google’s cracking of the SHA-1 encryption standard and the massive DDOS attack on Internet Infrastructure companies in October 2016 have signaled a new era in which companies and governments will struggle to keep pace with advances made by hackers.

The prevalence of could-based products and the increasing value of data are making cybersecurity more of an essential for more and more companies. Companies that don’t prepare for the security needs of the future will be vulnerable to catastrophic hacks that affect both your company and your customers.

Here are some of the major trends that will be affecting the security of companies going forward and the forces that will impact their needs for cyber security talent.

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Posted by: Olivia Brescia

Freelance experts can be valuable partners with your company, but getting optimal results from this partnership isn’t as easy as telling them to “fix it,” “figure it out,” or “build a better mousetrap.”

Drawing on the skills of freelancers can be very beneficial for businesses of all kinds, especially for projects that are out of the ordinary for the internal team working on them. That being said, it is important to prepare for the arrival of your freelance talent and prepare the team or teams they will be working with.

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Posted by: Olivia Brescia

OK, this is an experiment, I think.

I have been asked to contribute here by the great folks at SkillGigs. If you’re here, you probably have a pretty good idea of who they are and what they do (if you don’t, y’all better have a look around).

As best as I can tell, this site is all about tech recruiting, and dare I say – young people. There seems to be a dearth of people like me in tech. I am a self-proclaimed #OWG (old white guy) on Twitter. Us #OWGs are the bane of the existence of the rest of the world. We have run everything and kept everyone else out, and now we’re collectively screwing it up, so the rest of you are jumping in and helping us out.

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Posted by: Dave Ryan
2 years ago Categories:

LinkedIn, the professional network was supposed to be the “Facebook of business,” a platform for professionals to list their accomplishments and connect with co-workers, past employers and potential employers. LinkedIn is a platform for forming these connections, but it has long struggled to balance 2 hats on its head.

On the one hand, LinkedIn is a social network, meaning that your friends and the pages/companies you follow determine most of the user experience. It also means you can see nearly as many memes, quotes, articles and other content posted on any other social network.

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Posted by: Olivia Brescia

Software testing is known to be one of the most expensive, intensive and frustrating parts of the software development process. If major problems or bugs are discovered as a product is about to be launched, it can mean sizable delays to the launch date or even signal the need to re-write large sections of the program.

However, just because the testing process can be unpleasant doesn’t mean it’s to be avoided or skimped-on. The performance of your software in the marketplace will depend on the performance of the software itself, and it is always best to release the most functional version of your product as possible.

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Posted by: Olivia Brescia

Every now and then you’re going to want to boost your development team. But a lot of the time when you hire a full stack developer, you may not get a good understanding of their skills from your interview questions. Whether you’re a technical recruiter or an over-worked CTO looking to build out your team, there are interview questions you must ask to learn about their real experience.  Below you’ll find my 10 must ask questions when hiring a full stack developer.

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Posted by: Kashif Aftab

As tech companies and businesses of all kinds do more business in an increasingly global context, new demands are placed on these companies. The logistical demands of scaling a product for global use can be immense, and require the focus of dozens of experts from across the globe. From the need to staff a new branch overseas or the need for technical employees who can effectively communicate in a non-English language, today’s competitive global marketplace is presenting a series of challenges and opportunities to companies operating today.

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Posted by: Olivia Brescia

When marketing a product, making an impression on your ideal customer hinges on differentiating your product from competitors and demonstrating how this product is the answer to your customer’s problems.

When you’re trying to fill a software engineer position, your open job is the product that you’re promoting and your ideal customer is a software engineer who is qualified for the job and a good match for your company. When recruiting for this position, your task is differentiating your software engineer role from others like it and showing your ideal candidates why your job is right for them.

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Posted by: Olivia Brescia

Donald Trump’s first weeks in office have been marked by a series of controversial executive orders, including: the construction of a wall to rival China’s medieval defense system, the continuation of a contentious pipeline project, and an immediate travel ban on residents from a list of “countries of concern.” The order also bans the admittance of refugees from Syria indefinitely.

A federal judge ruled that foreign nationals who were stranded in US airports would not be deported, but any further immigration from the following countries is banned for at least the next 90 days:

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Posted by: Olivia Brescia
2 years ago Categories:

Women around the world marched in solidarity on Saturday, and it’s time that tech companies started showing solidarity as well. You want women marching into your open engineer, science and data roles, because they are ready and exited to take on the jobs of tomorrow. And there will be jobs for you to fill, lots of them.

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Posted by: Olivia Brescia
2 years ago Categories:

Phone interviews are a great way to meet and qualify candidates, without the logistical and time commitments that come with in-person interviews. Whether the person you’re interviewing is in your city or outside your state, they are sure to appreciate the trip you’re saving them as they participate in your remote interview.

Phone and video interviews are also becoming more of an established practice in the tech industry. They may be expected by software developer candidates, but using phone interviews is sure to be appreciated by candidates who have busy schedules.

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Posted by: Olivia Brescia

At the beginning of 2016, I found myself at a pivotal career point. As Director of an up and coming Travel Nurse placement agency, I was still trying to find that one final missing ingredient to our secret sauce! Though we had experienced some gradual success during our 9-year history, it was time to elevate our game!

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Posted by: Abigail Thomas

I’m sure you’ve experienced this, right? When you receive job alerts or a recruiter reaches out about a position completely unrelated to what you do. Well, these are only a couple of telltale signs of ineffective recruiters. In a market that has become increasingly saturated, it’s critical to understand the difference between great recruiters and the ones that have “no game.”

Here are the top 5 Mistakes recruiters and HR professionals make in a market where there is a huge shortage of talent.

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Posted by: Kashif Aftab

Offering cool employee perks is an effective way to differentiate your company’s culture, attract talent and reduce employee burnout/attrition. Perks can take nearly any form you can think of and, unless you go really over-board, the cost of providing perks is always made up for by a happier, more productive workforce.

When it comes to deciding the specific employee perks/benefits for your company, you should always think about the type of work environment you’re trying to create and about the desires/needs of your employees. Getting buy-in from employees, HR and management is essential, and, though you may get a flood of requests/demands opening up for suggestions will help to show you which perks will be most popular at your company.

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Ways to Motivate New Employees

December 29, 2016

New employees can be brimming with energy, questions, or even nervousness, so it is important to orient them to their job in a way that is effective, positive and exciting. No matter how skilled your hire is, there is always an adjustment period when starting a new job, and motivating them through this phase is important if you want them to reach their full potential or stick around long term.

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Posted by: Olivia Brescia

Austin, Texas is the live music capital and one of the fastest growing hubs for startups. As an engineer or developer, the possibilities are endless for which company you can work for. There are options in all industries, and best of all, you’ll be in Austin.

Here are some of the amazing startups in Austin, TX that you haven’t heard of that are currently hiring engineers and developers.

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Posted by: Olivia Brescia

There is a shortage of tech talent in this country and this shortage is only growing in severity. Even if you haven’t read one of the many studies or opinion pieces on how bad his tech talent gap is, you may have experienced some of its effects first hand.

A longer time-to-fill for tech positions, a lower supply of available/qualified candidates and an increase in candidate demands are all symptoms of the high-demand/low-supply tech talent market that companies are hiring from.

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Posted by: Olivia Brescia

When you’re the one responsible for the success of a new technology or application that your company is developing, stress comes with the territory. When problems and delays with development arise (and they always do), you can find yourself in a stressful work environment for weeks or even months at a time.

When you can count on stress being there, you have to take steps to shield yourself from burnout. Now, burnout looks different for different people, but it is always the result of prolonged stress that isn’t properly managed and it always results in a reduced ability to handle your work. Reduced energy, reduced focus and a reduced ability to handle stress are all common results of burning out. Burnout can even lead to increased feelings of depression and/or anxiety, further jeopardizing the project you are working so hard to finish.

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Posted by: Olivia Brescia

When you think of Houston, you’ll probably think of oil or NASA before you think of “Tech Hub.”But Houston has rapidly emerged as one of the nations leading hubs for technological innovation. Don’t believe me? Check out this list of some of the fastest growing startups in Houston that are currently looking to hire developers and engineers.

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Posted by: Olivia Brescia

Startup companies run on the ingenuity of their founders and the team that these founders have put together. Though they may lack the resources of established companies, many startups are able to capitalize on the strength of their ideas and get the backing of major investors. Many startups have even been able to crowd fund their futures, letting the strength of their vision speak to everyday people and enticing them to invest.

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Posted by: Olivia Brescia

You should test the skills of anyone that you hire, but this is especially important when evaluating tech talent. The way that you test the hard skills of candidates (in person, online/screen share, assignment based, etc.) should always be chosen to make things easier on your candidates, but the content of these tests should always be challenging enough to be an effective screening tool.

Along with understanding the theoretical side of things, your tech hire will need to have just as much in the way of experience as they do in knowledge. The work they will be doing is time sensitive, and you should never rely on tech talent that you haven’t seen in action.

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Posted by: Olivia Brescia

Hiring Manager Satisfaction Survey Question Templates

If you’re company is growing, it’s expected that you’ll be making several hires. The best way to measure the quality of the candidates that you’re sending to your hiring managers is through hiring manager satisfaction surveys. These surveys measure the quality of candidates, the experience of your hiring managers, and the overall satisfaction.

Click here to download the Hiring Manager Satisfaction Survey Question Templates

free-download

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Posted by: Olivia Brescia

Strong code writing ability is one of the most in-demand skills of our time. Whether this code will power a new software solution or integrate another device into the internet of things, employers want coders who are as fluent in their computer language as they are with their native tongue.

As with any skill, practice makes perfect, and coding challenges are the perfect way for experienced and budding coders alike to improve their coding competence. If you’re trying to learn a new language or just want to strengthen one that you already know, working on the practical problems and contests offered by coding challenge sites will help you to realize your potential.

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Posted by: Olivia Brescia

The way we work is changing. From Amazon’s dream of a drone delivery service to Uber’s planned fleet of self-driving cars, new technologies and new applications of technologies are emerging at an unprecedented rate.

New tech is bringing opportunities to companies, but it is also presenting new challenges. Consumer demands for ease of use, sleekness of design, and tech integration of products, are forcing new, unfamiliar demands on organizations across industry lines. These demands, in turn, are forcing more and more companies to invest in acquiring the best tech talent available to them.

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Posted by: Olivia Brescia
2 years ago Categories:

Welcome Your New Employee the Right Way

No matter what size your company, having a streamlined on boarding process is important to get new employees up-to-speed as soon as possible. A great way to do that is to have all new employee forms prepared ahead of time, as well as their responsibilities, and a welcome email for the rest of the team. You want to make sure your new employee feels welcome and the rest of the team is excited about his/her hire.

free-download

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Posted by: Olivia Brescia

When you need to make an IT hire, but can’t, the costs start to add up quickly. First, there’s the job board subscriptions you’re paying to keep active. Then there’s the cost of any recruiting resources you’re using to consider and the resources that your hiring managers have been using to attempt to source your hire. Finally, there’s the cost to your business of all the work that your IT hire is supposed to be doing, that is either pushed onto other employees or postponed until that hire is made.

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Posted by: Olivia Brescia
2 years ago Categories:

When you have a job that you can’t fill, or objectives that your employees can’t meet, what do you do? Do you re-examine your job description and the job boards you’re subscribed to? Do you try to re-engage employee support in your referral program? Do you evaluate your career page and social media profiles for opportunities to improve and leverage your employer brand?

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Posted by: Olivia Brescia

Despite odds believed to be long and an avalanche of scandal, Donald J. Trump has been elected to be the 45th president of the United States of America. After one of the most closely watched elections in history, President Elect Trump delivered a speech calling on Americans to come together and heal the wounds that have been inflicted on this long, tooth-and-nail campaign. He even called on those who opposed or disagreed with him to reach out and advise him going forward.

The two candidates in this campaign offered very different plans of action in nearly every area of policy, from foreign to domestic, from health care to fiscal to educational. Both candidates promised that their plan would get the economy back on track, but Donald Trump has, from the beginning, argued that reducing regulation and taxes is the only way to accomplish this.

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Posted by: Olivia Brescia

Success in the role of Chief Technology Officer depends on understanding all technologies that have to do with your company’s product or the service you provide.

For tech-based companies, the role of CTO is much more expanded, but their focus is still on the strategic/product side, leaving operational technology management to the CIO. Though new solutions are slowly re-defining the roles of CTO and CIO, some things will always be required for success in tech, namely, talented employees.

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Posted by: Olivia Brescia

When faced with a challenge beyond the skills of their employees, leaders must answer a difficult question:

Do I hire another full-time employee with the skill to overcome key challenges, or do I hire an independent contractor (or a few) to get this important work done?

Though challenging to answer, it is a question that every employer should be asking themselves, especially in the highly-paid tech industry. You don’t want to rely on a talented/pricey contractor like they’re an FTE and you definitely don’t want a full-time hire who has nothing to do for months out of the year. However, more and more companies are turning to contract labor to meet the demands of doing business.

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Posted by: Olivia Brescia

You know those square, papery things that you use to prop up your laptop?

Once upon a time, books offered people knowledge that they could not find anywhere else, but we all know how that went. The internet has made it possible to learn virtually anything contained in any book within seconds, and the proliferation of tablets and readers has further endangered the book as we know it.

But, just because you read a book on a screen doesn’t make it not reading. No matter if your copy is hardback, paperback or digital, getting into these books is essential for every HR/Recruiting professional who wants to improve their hiring or continue to make good hires.

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Posted by: Olivia Brescia

How to Hire a Recruiter

October 25, 2016

So, you can’t find anyone who can work your open job.

Don’t worry, this isn’t something to be ashamed of or even something that is uncommon.

According to a recent study from Glassdoor, the two biggest obstacles facing companies trying to increase headcount are: 1) Candidate Supply and 2) Lengthy Hiring Practices. These problems go hand in hand, as the “best” candidates are hired within their first 10 days on the job market. This is all the more disheartening, because it takes an average of 52 days to fill an open job in this country.

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Posted by: Olivia Brescia
2 years ago Categories:

Do you think that the words program and software are interchangeable? If you do, then you probably aren’t a software engineer.

Though these two terms may be synonymous for the average consumer, a program is to software as a drive shaft is to a working automobile. Continuing with this metaphor, the programmer is to the software engineer what the assembly line worker is to the car’s designer.

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Posted by: Olivia Brescia
2 years ago Categories:

Passive Sourcing is Dead

October 16, 2016

Like disco and the dinosaur, passive sourcing is dead.

Following the advent of social networks, passive sourcing (where candidates are identified and contacted through social networks) has been touted as the future of recruitment by many or at least as one of the main candidate sources that you should be relying on.

One of the main reasons that this idea has been so popular, is that passive sourcing is supposed to counter-act the problem of low candidate supply and/or the problem of low candidate quality for employers. Unfortunately, this problem is still here and 47% of small businesses report there are few or no qualified applicants for the positions they are trying to fill.

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Posted by: Olivia Brescia
2 years ago Categories:

Phone interviewing is becoming more and more of a popular choice for qualifying tech talent. Phone interviews can be conducted more quickly than in-person interviews, and can serve as both an effective screening tool and a time saver for employers and candidates alike.

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Posted by: Olivia Brescia
2 years ago Categories:

You don’t usually think of “passive” as a good trait, but most passive candidates are anything but. A passive candidate is someone who is currently employed and not actively looking for another job, but this doesn’t mean that they can’t be swayed by the right opportunity.

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Posted by: Olivia Brescia
2 years ago Categories:

Making a good hire can be expensive and it can definitely take more time than you anticipated.

Across industries, business leaders are focusing on making high-quality, strategic hires, which is one of the reasons why it takes longer to make a hire today, than ever before. Right now, it takes an average of 29 working days to fill a job in this country, but the outliers of this trend are what’s truly frightening.

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Posted by: Olivia Brescia
2 years ago Categories:

When you think of “web development,” the first thing that comes to mind is websites, but what does it mean exactly? Web development is a broad term that describes tasks associated with developing websites and webpages that are hosted on the Internet. No matter what type of website it is, it was built by a web developer and there are three different kinds: front-end, back-end, and full-stack. Don’t know the difference between any of them? No worries, we’re here to help differentiate between the three roles.

Front-End Developer

As the name suggests, “front-end” refers to the things that can be seen visually  on the website. To be able to do this successfully, front-end developers typically use and focus on the three languages that in the browser: HTML, CSS, and JavaScript. By grasping these languages, it will give developers all they need to design the user interface in a more aesthetically pleasing way and much smoother for those who are using it. It also make the necessary information presented effectively to achieve the website’s purpose.

Back-End Developer

Unlike the responsibilities of front-end developers to make things look pretty, the back-end is never visible users and consists of three parts: a server, an application, and a database – also known as the “brain” of the website. Back-end developers take code from the front-end and implements it into an application where everything is displayed using data that is housed in a database. These developers work closely with functionality specifications that the end user wants to achieve and do all they can in order to meet those needs.

Full-Stack Developer

A full-stack developer gets the best of both worlds and works with front and back-end elements. When it comes to “stack,” it refers to layers of a website and developers need to have expertise in all parts of the development process. Since full-stack combines two types of development into one, full-stack developers can speak comfortably about both database and browser.

Did you find this post helpful? If so, you might want to check out our post on “Tech Terms You’ve Probably Heard But Make You Go Huh?”

Interested in learning more about how SkillGigs can help you or your team source, recruit, and hire top tech talent? Click here to submit your information and a SkillGigs account manager will reach out. 

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Posted by: Olivia Brescia

Whenever you come across your dream job, it’s easy to find yourself wanting to apply right away and see if there’s a chance for something more to come out of it. Before doing so, a few things need to be done plunging into application process including pulling out your resume to make some much needed changes. For any job, you’ll be competing against a large sea of applicants who are all qualified. To stand out from everyone else, sprucing up your resume is the best bet.

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Posted by: Olivia Brescia
2 years ago Categories:

Whether you’re new in the tech industry or have been around for awhile, sometimes there are terms that come up in conversations and become a huge head scratcher. In those cases, you start combing the Internet for answers but get even confused with all the different definitions that you come across from your search. Have no fear – here are a few words that you can finally understand.

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Posted by: Olivia Brescia

A few weeks ago we released the Tech Talent Salary Expectations Report for Austin and after receiving a ton of positive feedback on the data we provided, we decided to followup with a Tech Talent Salary Expectations Report for the San Francisco Bay Area. The SkillGigs Tech Talent Salary Expectations Report, based on live marketplace data, includes salary

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Posted by: Olivia Brescia

Ruby is a programming language created by Yukihiro Matsumoto that uses the software library of Rails. There are many definitions of it that are thrown around, but to keep it as simple as possible, Ruby on Rails is a development tool that provides a framework for web developers to write code. The cool thing about this platform is that it incorporates different coding languages as well like HTML, CSS, and JavaScript.

For those who want to be or are on the track to be a Ruby on Rails developer, here are some skills that are good to have as they are a part of the anatomy of a great Ruby on Rails Developer.

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Posted by: Olivia Brescia

Regardless of the job you are applying for, a cover letter is a must if you want to separate yourself from the pack. This is something we have all come to understand in our search to land our dream jobs, but what you may not be aware of is that all cover letters are not created equal and the layout should depend on your field. This is especially the case for tech talent whose job requirements are highly hard-skill oriented. As a tech professional, this means you have to find an impactful way to emphasize your abilities when job searching.

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Posted by: Olivia Brescia
2 years ago Categories:

One of the most important parts of a person’s “adulting” life is finding a job. No matter what it may be or how long it takes, there is a job for everyone. Depending on how you go about with your search, it can either make or break your potential employer prospects. To avoid a slump during the process, here are some mistakes you’re making that is hurting your chances.

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Posted by: Olivia Brescia
2 years ago Categories:

We understand…attracting top tech talent – a group that is high in demand but low in supply – to your company can be a struggle in today’s competitive market. At SkillGigs we are always thinking about ways to support our employers in their efforts to recruit and hire the best talent.

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Posted by: Olivia Brescia
2 years ago Categories:

When it comes to bringing people on to your team, you want to have the best and brightest minds that can move your company forward and help it grow. With an abundant amount of talent and many companies going after them, it’s safe to say that competition is stiff when it comes to recruiting. If you’re on a budget for recruitment, no need to fear – here are some ways to make your dollars stretch and bring invaluable talent.

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Posted by: Olivia Brescia
2 years ago Categories:

This week at SkillGigs, we released the Tech Talent Salary Expectations Report for the Austin Tech Market after Austin Business Journal reported that the unemployment rate in Austin has dropped to a 16-year low of 2.9%. The SkillGigs Tech Talent Salary Expectations Report, based on live marketplace data, includes salary

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Posted by: Olivia Brescia

Has your Instagram feed been lacking good photos lately? Sure, it’s great to see selfies of your friends and pictures of places that you’ve always wanted to visit, but for tech lovers, here are some accounts that should check out.

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Posted by: Olivia Brescia
2 years ago Categories:

Hiring UI and UX designers can be a tricky process. In the tech industry, UI and UX designers are the core of the product team and play a crucial role in developing a company’s product while working closely together. Although they have similar titles, their roles are much different from one another and refer to different parts of the design process. UI stands for user-interface design and deals with how a product is laid out while UX is user-experience design and concerned with how a product feels.

To bring on the best designer on your team, here are some do’s and don’t’s that hiring managers adhere to:

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Posted by: Olivia Brescia
2 years ago Categories:

Since its beginning in 1984, TED is a nonprofit that is dedicated to spreading innovative ideas through powerful talks that covers a variety of topics – from science to business to global issues and much more within its global community. Many people have found TED Talks as inspiring and motivational when it comes to improving their personal and professional lives with the things that they learn. Here are some interesting TED Talks for people in tech or who love tech to get your brain thinking.

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Posted by: Olivia Brescia
2 years ago Categories:

We’re all life’s students – always learning something new each way that enriches us. For those who are in the startup world, you’re going to a lot of advice along the way to find ways to better their companies. If you’re in need of inspiration, these blogs are must-reads.

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Posted by: Olivia Brescia
2 years ago Categories:

Although being in tech is fun and rewarding for many people, it doesn’t stop bad days at work from happening and sometimes we all just need to take a moment to laugh. For those who need some cheering up or who are just in search of a good laugh, here are some funny tech videos that are sure to have you laughing hysterically. We hope you enjoy these as much as we did and cry a few tears of laughter!

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Posted by: Olivia Brescia
2 years ago Categories:

From recent tech graduates to those who are more seasoned with their work experience, being a part of the startup industry has had great appeal over these past few years. With a great culture that makes people love coming to work and amazing perks like free food, unlimited paid time off, annual company retreats, and much more, it’s not hard to believe how competitive it is among candidates with hundreds of new applications coming in daily.

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Posted by: Olivia Brescia
2 years ago Categories:

Hiring isn’t an easy task. As a hiring manager, recruiter, or boss, you have the responsibility of hiring top talent and finding a quality candidate who fits in with your team and excels at their work. The responsibility that falls on you is huge. The last thing you want is to hire someone who isn’t the right fit. Who doesn’t mesh with the team, isn’t qualified, or even worse… is the squeaky wheel that holds your team and company back.

We’ve shared countless top talent hiring top talent & interview tips, but we have yet to share our hiring secrets. The ones we hold close and have used to grow companies from single person teams to thousands of employees around the world.

We’re sharing them with you because we want YOU to have the success we’ve had. You deserve to hire people who are the PERFECT fit. It makes your job easier, moves your company forward, and makes your work environment enjoyable.

Keep these 5 Hiring Secrets top of mind as you’re hiring top talent and on the search for the perfect fit.

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Posted by: Olivia Brescia
2 years ago Categories:

If you’re reading this, you’re likely in one of two situations in life. The first is that you’re looking for a career path. You’re early in your education and need help making a decision of where you’d like to be in the future. If that’s you, keep reading! You’re going to love the entry level tech jobs listed below, they pay well and they’re fun.

For the rest of you who are reading this, you’re likely half way through the last semester of college and getting ready to start the infamous job search. This is it – the beginning of a new stage in your life. You need to make it a good one! It can be scary and daunting but doesn’t have to be.

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Posted by: Olivia Brescia
3 years ago Categories:

As you’re well aware, there has been a boom of small to medium businesses and enterprises due to the rise of technology and computer systems. Local businesses are expanding beyond their town, and Brick & Mortar shops have expanded their reach exponentially by taking their business online.

In the past, having a website was just a luxury, but nowadays, it has become a necessity for businesses to be successful. This is exactly why there is a growing demand for developers to build these online “homes” for businesses large and small but with a growth of demand in developers comes a growth of supply as well.

As you’ve probably noticed, just posting a job online yields a tremendous amount of applicants – which means it’s even more important to know how to filter through them and hire the right one. In this article, we’ll help you learn how to sort through the choices by bringing to light three common mistakes that business owners and recruiters make when interviewing developers:

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Posted by: Olivia Brescia
3 years ago Categories:

As you know, hiring top talent is not easy. Whether recruiting for a Fortune 500 or your own business, it’s important to focus on people who stick around. Not only will it help you and your team, it will also save you time and money in the future! The cost of an employee leaving and hiring a new replacement is expensive with all the different costs that come along with it.

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Posted by: Olivia Brescia
3 years ago Categories:

Competition is a normal part of doing business, especially if you’re in a hot industry. And we’re not talking about your product or service, but how you attract top talent, and keep all star employees. It all revolves around making them feel like they’re a part of something special. We’ve all heard and read the stories about these huge tech giants who have crazy perks in their offices. It seems most tech companies these days are trying to emulate that ‘cool’ factor in the workplace. And for good reason!

Plain and simple, company culture is important. It sets you apart from your competitors in terms of how job seekers perceive you as an employer. It gives your company an identity. Your reputation as an employer, which is heavily influenced by your company culture, helps potential candidates decide if they should even send in an application in the first place.

So what defines your company culture? Do you know your reputation as an employer? If not, you don’t have to look elsewhere. Sit down with your employees and talk to them. Learn about their wants and needs, and about their opinions of your company. Find out what they enjoy and what makes them want to stay. Also use this opportunity to discuss any complaints and points for improvement. Match what your employees say to the company’s goals, vision and brand persona.

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Posted by: Olivia Brescia
3 years ago Categories:

Okay, so this may seem like a pretty bold statement, but hear us out. When you’re hiring for your startup, you want people committed to your company. People who will stick around for the long haul and truly believe in what you’re doing. Not only will it propel your company forward faster, but it makes the workplace a better environment for everyone. Especially you!

So, when you’re hiring people and looking for the perfect candidate, here are a few signs you should look for in people to ensure they’re trying to land their dream job:

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Posted by: Olivia Brescia
3 years ago Categories:

8 Hiring Tips For Startups

January 21, 2016

The Great Wall of China was a massive and awesome structure that was created to keep China’s enemies away. But no matter how strong and fortified it was, it was still not enough to keep them at bay. Why? Because of the people who were tasked to guard it.

In the same way, no matter how strong and promising your startup is, your success or failure rests in the hands of the people who run it, and the team keeping it going. Though it will be mainly you and your partners calling the shots, the individuals on your team still contribute a lot to your potential success. This is why hiring is such an important (if not the most important) part of building your startup. You are selecting people who will eventually be the backbone of your company, so it is more than just finding people to do specific jobs and tasks.

In this article, we share 8 startup hiring tips that will help you find and land the best people for your startup.

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Posted by:
3 years ago Categories:

We’re 15 Days into the New Year and many people are beginning their job searching efforts as part of their new years resolution! January is the heaviest month for those who are either looking for higher pay, or just want to change their career so they’re actually working their Dream Job. The job that fulfills them, and isn’t just about the salary (which can be awesome), but is instead about how it makes them feel. However, there’s some good news, and there’s some bad news for the race to finding your dream job.

The good news is that the sea of job opportunities at awesome companies is abundant. Businesses at every scale are realizing they need to offer more than just a high salary to attract the top talent. So, they’re focusing on the people and the culture. Not only are companies becoming ‘cooler’ and offering undeniably awesome perks, but they are really investing in their employees through training and personal development opportunities. Pairing that with their drive to higher people who are the perfect fit, they’re fulfilling the essential “People” element of all successful companies.

The bad news however is that as a job seeker, you are up against an army of other people who are likely just as qualified as you for the dream job. Making it even more critical for you to be on the top of your game. So, if you have special talents in any of the following skills, you can being job searching with confidence knowing you are a hot item:

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Posted by: Olivia Brescia
3 years ago Categories:

The tech talent hiring process isn’t easy, especially when you get hit by the fatigue brought about by its repetitiveness. A position opens, you post an opening, applicants express intent, candidates are screened until you fill the position. If your company isn’t great at retention, you will find yourself repeating the same process more often. A process that can be expensive, time consuming and in the end will hold your business back. To avoid this, it is important that you hire the right people. These people are the Rockstar employees your company needs to be able to function at the best of its capacity, while keeping your workplace a great place to enjoy for the long-term.

If you feel you’re continually hiring the wrong people, it’s likely because your process isn’t where it needs to be. You can’t keep doing the same thing and expecting different results. That’s what Albert Einstein called insanity (Yeah, we know you know that quote). It’s time to change things up.

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Posted by: Olivia Brescia
3 years ago Categories:

The cover letter is too often overlooked. It’s more than just a letter to fill space, and it’s more than just your resume written in sentence form. The cover letter gives you a voice, a personality, and the opportunity to narrate and address a person directly. Elements that cannot be achieved by static and bulleted information on your resume. So it is wise to make an effort to have an awesome cover letter. Who knows, in a competitive market where a number of applicants are as good as you, the decision on who to invite for an interview may just come down to your cover letter. To help, here are 5 tips you can use to make your cover letter count.

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Posted by: Olivia Brescia
3 years ago Categories:

SkillGigs, the online auction-style job marketplace, today released its Tech Talent Salary Report for California. The report includes salary expectations for some of the top paying and most highly sought-after tech jobs in the state, such as Full Stack Developers and Python Developers. The data has been collected from Skill Listings in SkillGigs that list salary expectations. The data comes directly from the talent in the SkillGigs marketplace to gauge the salary expectations in California.

“California is a highly competitive and tough market to find talent. The unemployment rate for the tech sector is less than three percent, which means top companies are battling for the best talent,” said Kashif Aftab, CEO and Co-founder of SkillGigs. “That means it is even more important for employers to have a clear understanding of salary expectations.”

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Posted by: Olivia Brescia

5 Not-So-Obvious Resume Tips

December 8, 2015

When browsing your local bookstore, what makes you decide what to get? Like most people, you turn to the back cover and read what the book is about. Based on that short summary, you consider if the book is worth the listed price. Will it be worth the time you invest reading it? What will you get out of finishing that book? All these questions arise just by reading a few sentences. And usually, it’s not enough to have a good and captivating summary. It has to stand out and be better than the other summaries you read just seconds ago.

Obviously, you already know that the analogy above refers to you as the job seeker. You are the book, and your resume is the summary on which the reader, or the employer, will make a decision about you, so your back cover summary should count. It will make a difference between getting that interview invitation, or you being stuck at your current job, or even worse, unemployed.

To keep you ahead of the game, the following resume tips are not so obvious, and are commonly overlooked by job seekers.

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Posted by: Olivia Brescia
3 years ago Categories:

HOUSTON–(BUSINESS WIRE)–SkillGigs, the online auction-style job marketplace, today announced the launch of SkillGigs Newsroom, a centralized location for companies to discover the most up-to-date technology news and both macro and regional specific hiring trends. Companies struggling to find the right talent can use the SkillGigs Newsroom as a resource to gain insight into what it takes to discover and retain the right talent to move their company forward.

“With the unemployment rate in the technology sector at just three percent, finding the right talent can be difficult. We created the SkillGigs Newsroom to help businesses learn how to not only find the right talent, but to also create a powerful culture to attract the talent and keep them for the long haul,” said SkillGigs CEO and Co-Founder Kashif Aftab.

The SkillGigs Newsroom is not only for recruiters, but also caters to job seekers looking to land their dream job. It has information about resumes, interview skills, and salary expectations.

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Posted by: Olivia Brescia

Do you trust bad advertising? When the product isn’t clear or it looks like it wasn’t made well? It’s likely you just tune it out, and ignore it. Not only will it make you not want to buy the product, it also gives you a negative opinion on that brand. That’s what hiring managers feel when they come across resumes that just… aren’t good. They tend to tune it out, whether they want to or not, and the resume is not considered, regardless of the qualifications of the candidate. We’ve seen it happen too often, to good people.

That’s why we’ve compiled 5 common resume mistakes you should avoid in order to make sure that your skills and achievements are given the attention they are due.

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Posted by: Olivia Brescia
3 years ago Categories:

Recruitment is more than just finding a person to fill a job. It’s selecting someone who will contribute to your company’s goals, and someone who you would be willing to invest time and effort in. A lot rides on your selection, so it’s not to be taken lightly. Mistakes happen and that’s normal. The difference with recruitment is that mistakes at this stage of the employment process may have an impact in the long run, and in the bigger picture – but may be harder to remedy as time passes. To help, stay clear of these 10 mistakes to avoid during the recruitment process:

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Posted by: Olivia Brescia
3 years ago Categories:

The Holiday season is here and with budgets uncertain for the next year, job hunting may be a challenge for many. Here are a few job interview tips to help you make the best of every interview opportunity:

1. Do Your Research

Researching the company before the interview and learning as much as possible about its services, products, customers and competition will give you an edge in understanding and addressing the company’s needs. The more you know about the company and what it stands for, the better chance you have of selling yourself in the interview.

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Posted by: Olivia Brescia
3 years ago Categories:

Onboarding is more than just a new hire’s first day of work where he or she is oriented on the company’s culture, the job’s specific functions and where the bathroom is. The new hire starts to form an impression of the company and his colleagues and starts to imagine himself or herself in this new position, long term. And in that moment, if a negative impression is formed, he or she may already start forming the idea of how long he or she will stay in that job before resigning. Onboarding can make or break that employee’s retention, how they will work and eventually, it will have an effect on your company and its output.

As they say, first impressions last. This is why we have 5 tips to make the most out of onboarding at your company.

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Posted by: Olivia Brescia
3 years ago Categories:

Texas_State_Capitol_Austin

SkillGigs, the online job search marketplace, today announced the general availability of their resume and recruiting technology platform for technology job seekers for Austin, TX. SkillGigs will make available the 3D resume and skill listings for job seekers and Robo Recruiter for employers.

SkillGigs is attracting A-list talent in the Austin area amidst mounting challenges faced by employers. These challenges include a tightening job market and competitive benefits packages to lure away top talent from other destination cities around the U.S. SkillGigs solves these issues with two key technologies: Skill Radar – turning passive job seekers (those that are currently employed) into active job seekers and Robo Recruiter – matching the exact needs of an employer with the talents and expertise of the job seeker. This strategy will help companies throughout central Texas maximize return on their recruitment spend, while offering the best experience for job seekers.

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Posted by: Olivia Brescia

Your-Colleagues-Behaviors-Stocksy_txpb701b80bNmQ000_Medium_82546

When one of your employees express intent to resign, “why?” would usually be the first question. This can be asked casually or in a formal exit interview, but the question is quite broad. It’s likely there are multiple reasons behind the decision, and it’s difficult to answer such a general question.

As a Human Resources manager, you want to use this opportunity to learn the reasons behind their decision in the hopes of finding a way to better retain current employees. Instead of just asking “why?”, here are 4 specific questions we recommend asking to get a concise answer while at the same time knowing more about your company through the eyes of your employees.

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Posted by: Olivia Brescia
3 years ago Categories:

SkillGigs Self Promotion

Self-promotion when looking for a job is usually something aspiring candidates struggle with. Everyone wants to present the best about themselves in the hopes of being the frontrunner for a vacancy. At the same time, candidates tread carefully in their resumes and interviews so as not to come across as bragging and self-absorbed. Unfortunately, holding back on self-promotion to uphold a certain image may backfire in the end. In reality, it’s important to think about self promotion, especially as you’re on the job hunt to land your dream job.

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Posted by: Olivia Brescia
3 years ago Categories:

hiring right

No one is perfect. As a hiring manager, you’re susceptible to hiring mistakes when selecting a qualified candidate for a specific job. The concern is, hiring mistakes are not easily correctable. When you realize that a mistake has been made, it may be too late. Your company may have already invested time and money on hiring the wrong person. What’s worse, you may have hired the correct person but because of some things which were overlooked during the hiring process, you were not able to keep that person for long.

We’ve listed the top ten hiring mistakes, in the hopes that it will help hiring managers make more informed and better decisions.

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Posted by: Olivia Brescia
3 years ago Categories:

Market Value

What are your skills, experience and expertise worth in the current market? A question that’s not always easily answered in a constantly fluctuating market with countless variables coming into play. That said, knowing your Real Market Value (RMV) will help you not only get paid fairly, but have more leverage when negotiating a salary that may help land you your dream job, or get paid more at your current one. On one side, you don’t want to leave money on the table, but on the other you don’t want to look silly by over valuing yourself. Which can likely cost you the job all together.

Think of it this way. You are essentially an entrepreneur, and your employer is your client. Like any other business, you want to get paid as much as you’re worth. You do this by offering high-quality service and delivering it at a competitive price worthy of the value you’re providing. With that, you have to know what the going rate is for your service in your market so you aren’t underpaid.

The question is, how do you determine your Real Market Value?

In short, you need to understand how many job openings there are in your field versus how many potential candidates are available. For example, when looking for certain jobs where unemployment rate is low (tech jobs), your value will be higher. On the other hand, this also gives you room for negotiating power at your current job, so you aren’t underpaid.

Here are a few ways you can determine your RMV…

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Posted by: Olivia Brescia
3 years ago Categories:

Dream Job

With the ever growing demand for top IT Talent, companies (large and small) are battling it out to hire the best of the best. Unfortunately, the supply of top tier talent isn’t growing as fast as the demand, making the hunt even more competitive.

So, if you’re one of those companies having troubles finding and recruiting top talent because you either can’t afford it, aren’t doing it right, or just can’t find them – here are our top 10 tips to help you source and recruit top IT talent lock in that all-star team member:

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Posted by: Olivia Brescia
3 years ago Categories:

SkillGigs San Fran

Unless you have been hiding under a rock for the last 20 years, we all know that California is a tech industry hub. What you may not know is that it is a tech industry hub that is facing a drought. And no, I’m not talking about the water drought.  We’re talking about the tech talent drought.

It’s impacting companies of all sizes throughout the country, but more specifically the California region where so many companies in the tech industry are headquartered.  It’s a serious issue that even executives like Mark Zuckerberg recognize and are desperately seeking a solution for.

Our CEO, Kashif Aftab, recognized the need, which is why he set off to create our action style job search marketplace that converts passive talent into active job seekers, all on our platform.  

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Posted by: Olivia Brescia

The 3D Resume builder for tech talent is a next generation personal branding tool that helps you tell you professional story in a visually impactful way, making it easy for you to get hired.

Our 3D Resume is packed with benefits and features that ensures companies no longer have to dig through your resume to determine that you are the perfect match for the job. By highlighting your skills, strengths, and expertise throughout your career in a new way, you position yourself to land your dream job quicker.

Job Searching? Learn More Here

 

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Posted by: Olivia Brescia
3 years ago Categories:

Dream Career 10 Steps

“Where do I begin?”

Those sentiments express our most prominent thought when it comes to taking action and trying to land that dream job. All the details of the dream may be worked out, except for that pesky part of how to start down the path. Of course it is one foot in front of the other. Of course it is one step at a time. But what is the first one? And how many are there? It leaves us feeling paralyzed and helpless.

While the pursuit of every job looks different, some personal development along the way always looks the same. So while some of the steps along the path here may not be as practical as you’d like, these life changes and ‘aha’ moments are vital checkpoints in the journey to your dream job:

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Posted by: Olivia Brescia
3 years ago Categories:

4 Tips To Get Hired Fast

September 17, 2015

Looking For Job

Generally, good things come to those who wait. While this principle is true, it is nice to find ways to decrease the waiting period, especially when it comes to getting hired. So what are some keys to getting hired fast? Below we’ll discuss four job searching tips that can help speed up the job search process:

Resume Writing/Branding.  

You must think of writing a resume as marketing yourself. After finding potential jobs, devote some time to finding out the precise skill set and experience they are looking for. Then tailor your resume in order to showcase how you have the proper skills, experience, and results. This allows you to market yourself in a way that appeals more to their needs, making the proposition of hiring you more attractive to them.

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Posted by: Olivia Brescia
3 years ago Categories:

Interview questions

It is perhaps the most awkward time during a job interview: the time where the interviewer asks you if you have any questions. In all your preparation for answering their questions, pondering what questions to direct toward them wasn’t even on the radar. So, what do you do? Do you clam up? (No…not a good idea) Do you blurt the first lame question that pops into your head? (No…worse idea than clamming up)

What you do is learn from those awkward times and brainstorm some good questions to ask the interviewer. By asking good questions you:

  • Show interest in the company. Portray interest in the company and position.
  • Show interest in your employment there. Show your interviewer you have taken the time to do your own research and are well prepared
  • Give yourself a more accurate picture of what it will be like to work there. Can gain valuable information about a company’s corporate culture and what it takes to succeed there

Here are some broad categories accompanied by specific examples to guide you when brainstorming what questions to ask. You’ll notice that there is a lot of overlap, but that’s okay. It means you’re touching on multiple facets at once, which is a good thing. Think about:

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Posted by: Olivia Brescia
3 years ago Categories:

Interview Questions

They say you can determine if someone is the right fit for the job in the first 15 seconds of the interview, however this interview question will really seal the deal for you:

“What is your story?”

Really, that’s the question?! Yes. Think about it. A person’s story tells you who they are at their core, what makes them tick. Granted, you will not get to know the person you are interviewing as well as their mother during a five-minute answer. Instead, you’ll get a glimpse into the background, circumstances, and events that made this person who they are and what brought them to this point.

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Posted by: Olivia Brescia
3 years ago Categories:

Startups Hire Right

Your company is growing. More clients are using your services and are happy with your product. Now it is time to expand and hire new employees.

But wait just a minute. How many new employees can you actually afford? There are a number of costs to finding and employing a new worker besides simply paying their salary. Wisdom dictates that you count the cost before hiring more people than you can financially handle. Do not negate your growth by over-hiring.

Below is a list of expenses for new employees that must be considered before making a hire:

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Posted by: Olivia Brescia
3 years ago Categories:

Top Talent

In some ways, an interview is like espionage. You have to read the person you are interviewing to determine whether they are friend or foe. Of course they will put their best foot forward for you in the interview room, so you must find out whether that foot is genuine or whether it is deceptive.

Properly detecting the “real” person you are hiring is essential. Hiring someone who turns out to be a poor worker has repercussions on many different levels within the company. So how can bad hires be avoided? Avoid hiring mistakes by keeping an eye out for these red flags:

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Posted by: Olivia Brescia
3 years ago Categories:

SG Blog Post

You want the best people out there to work for your business/company. While this is the ideal, it is at times difficult to find great talent. Perhaps the some recent hires have not panned out as expected. It would be nice if there were a quick guide to sailing through the treacherous waters of the hiring process to landing on the shore of high quality employees. With that said, here are some helpful tips on how to hire great people for your company:

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Posted by: Olivia Brescia
3 years ago Categories:

You’ve been job hunting for months and you’re getting nowhere. You’ve applied to countless job postings, re-wrote your resume 15 times, and even tried online training, but no one’s biting! To top it off, the jobs you’re applying for aren’t even your dream job. So what do you do? Did you know there is a secret formula for finding the perfect job?

The truth is that with the right tools, including our revolutionary secret formula, you can in fact land that job you’ve always wanted.

So finally we are telling all, and letting our secret formula out of the box so we can help out the masses. The formula is simple yet highly effective, and it goes like this:

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Posted by: Olivia Brescia
3 years ago Categories:

Dream Job Find IT

 

A dream job. We all wish we had one. So why don’t many of us? There are countless reasons, that are totally in your control. So our goal is to help you see the light. To help you take that first step to actually pursuing, and obtaining your dream job. Here are a few pitfalls many people run in to, and how you can move past them:

 

1. You Would Rather Be Comfortable

Deep down, we all want to be comfortable. We may talk big about pursuing our dreams, but when we think of all the steps required to actually achieving that vision, we decide it’s easier to stay with the status quo. It’s more comfortable to keep things as they are than to stir the pot. After all, Netflix binging is pretty fun, right? Calling it a day after your shift is over allows you to “do whatever you want” – at the expense of what you want.

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Posted by: Olivia Brescia
3 years ago Categories:

Waste Less Time Interviewing Skill-Gigs

If you want to hire top talent it can be a consuming process. Seriously, it can take forever if you don’t have a game plan in place. Time, money and commitment are all needed to hire top talent, and if it’s not done properly, can be more of a burden than anything. That said, we’d venture to say it’s one of, if not the most, important parts of owning and growing a successful business.

You need to get your hiring process right the first time around. With the pressure of finding the perfect employee comes a hefty investment. Not only do you need to get the word out there about your opening, but you need to source candidates and go through all the legal stuff to bring them on board.

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Posted by: Olivia Brescia
3 years ago Categories:

How To Hire Top Talent

June 18, 2015

Top Talent Skill Gigs

 

Let’s face it, recruiting and hiring good people, actually great people, can be a challenge — and it’s getting more difficult by the day. With the growing opportunities to work for awesome startups or build your own business around sustaining freelance gigs, skilled employees are hard to come by and even harder to retain. Not to mention, unemployment for IT professionals is at 3%, which means it’s nearly impossible to find a top talent IT professional. Now more than ever it’s important for companies to hire a lean team that is motivated, engaged, creative, and driven. 

So, how do you hire an All-Star Employee in the 21st century? We’ll tell you one thing, it’s not by going to a job fair or posting on Craig’s List. This is the new age, and you need a new age system that adapts to the times.

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Posted by: Olivia Brescia
3 years ago Categories:

People in a Business Meeting
Traditional ways of hiring top tech talent are so outdated.

Time and money are just not on your side with your current recruiting methods. No matter what you do, it seems like that perfect candidate is nowhere to be found. Here are two of the main reasons why you feel it’s impossible to find that quality talent you need for your job:

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Posted by: Olivia Brescia
3 years ago Categories:

Resume or

Nine times out of ten your closet isn’t the only thing that needs some organizing. It’s highly likely your resume could use a little attention too. As a matter of fact, resume organization is one of the key reasons that people never get a phone call for an interview from the recruiter.

Remember that half-eaten bagel next to the coffee grounds in the trash can? Due to poor organization, your resume might be keeping them company right now and keeping you from getting that dream job.

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Posted by: Olivia Brescia
3 years ago Categories:

Resume

 

We know you. You’re one of the thousands of awesome job candidates who apply to multiple jobs a week and never hear anything back from the recruiter. No email. No phone call. Nothing but confirmation that your resume has been received and then radio silence. You’ve got the skills. You’ve mastered every formula in excel and you can sling code with your eyes closed. Let’s face it. You’re a hot commodity in your industry and any company should be welcoming you with open arms.

But why aren’t they?

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Posted by: Olivia Brescia
3 years ago Categories:

Skillgigs

Today we are thrilled to announce the launch of SkillGigs: your next-generation job finding and hiring experience and the first 24/7 auction-style, online job marketplace focused on the IT sector (for now).

For the past two years, we have been perfecting an evolutionary search and matching technology that speeds up the hiring process, brings the right companies directly to talent and provides employers with access to candidates high in demand, but low in supply right at their fingertips. We are excited to finally bring talent and employers a place where they can interact freely, post their skills and jobs, bid on opportunities and find their perfect match.

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Posted by: Kashif Aftab
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Saturday, September 22nd, 2018 at 10:00am
{NEW BLOG POST} This blog is dedicated to our TOP TALENT-
Where do you see yourself in the future? Networking can get you further than you think. https://t.co/chI4fmxoUQ

#Network #connections #jobs #tech #FridayReads #Networking #RelationshipGoals #blog #java #developer https://t.co/eZEro4DInp
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Saturday, September 22nd, 2018 at 4:00am
{NEW BLOG POST} This blog is dedicated to our TOP RECRUITERS - These days you have to fight for top talent! Check out these tips to increase employee retention! https://t.co/ehpiC1RX3p

#EmployeeExperience #motivation #FridayReads #tech #sourcing #retention #TechNews #Hiring https://t.co/Vv7flBJuop
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SkillGigsMonday, September 24th, 2018 at 11:15am
A misconception about startups is that they are new and un-experienced. In reality, a startup means HIGH growth and disruption….thoughts?
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SkillGigsSaturday, September 22nd, 2018 at 10:32am
{NEW BLOG POST} This blog is dedicated to our TOP TALENT-
Where do you see yourself in the future? Networking can get you further than you think.
SkillGigs
SkillGigsSaturday, September 22nd, 2018 at 5:24am
{NEW BLOG POST} This blog is dedicated to our TOP RECRUITERS - These days you have to fight for top talent! Check out these tips to increase employee retention!
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SkillGigsFriday, September 21st, 2018 at 11:54am
What is the weirdest #interview question you have ever been asked? #ThursdayThoughts
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SkillGigsThursday, September 20th, 2018 at 10:52am
Pleasure in the job puts perfection in the work. - Aristotle #WednesdayWisdom
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SkillGigsWednesday, September 19th, 2018 at 11:00am
Have you downloaded our resume guide lately? 👀
Our most popular resource has a new look. ✨ Check it out today!
SkillGigs - Job Searching Tips - Recruiting & Sourcing Advice