Top Tech Recruiting Mistakes You Should Avoid March 27, 2019

Top Tech Recruiting Mistakes You Should Avoid

Recruiters know better than anyone how quickly a first impression is formed.

Just as quickly, candidates also form their impressions about their recruiters. You’re actions and words during the recruiting process tell just as much of a story.

With all the new trends in recruiting, social media, and technology, it’s easy to get carried away and eventually repel the great talent you were trying to attract. Increase your response rates by making sure you aren’t making one of these common recruiting mistakes: Continue reading “Top Tech Recruiting Mistakes You Should Avoid”


Employee Retention: 9 Reasons Good Employees Quit March 26, 2019

Employee Retention: 9 Reasons Good Employees Quit

While there are many ramifications to a high turnover rate, the biggest consequence can be narrowed down to this: loss of good talent.

Outside of the obvious problems with high recruitment and training costs involved, the loss of a skilled employee affects the entire office, leaving morale and productivity levels significantly lower over time. It also puts your remaining employees at a disposition because of the extra workload thrown on their plate in their colleague’s absence. So what can be done?

Employees quit all the time. It’s a generational thing. Employees just aren’t loyal like they used to be. Why is it my problem? Right? 

Wrong. Your workforce is your most valuable asset. Even though removing employee turnover altogether is nearly impossible, there are ways to eliminate common reasons for losing out on great talent. Whatever you do, don’t let your next great employee leave because of one of these 9 reasons:

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Beat the Resume ATS September 28, 2018

Beat the Resume ATS

You read a job description, you see all the ways you would be a perfect fit for the position and for the company, and you do what any logical person would do – you apply!

You submit your resume accompanied by an extensive list of project examples and references – you think to yourself “man, I have this job in the bag!” Next thing you know – they didn’t call or email you back! And if they did, it was only to tell you they went with someone else!

Unbelievable, right? Unfortunately, it’s a situation even the most qualified professionals face. How can that be? You can thank modern technology for that. Companies across just about every industry use what’s called the ATS, or otherwise known as the Application Tracking System. In fact, according to a study performed by Capterra, approximately 75% of large companies use this parsing system. So what exactly does that mean? – A human being is not reading your resume. We know how bad you want to get that job, so keep reading for our 3 hacks to beat the bots.  Continue reading “Beat the Resume ATS”


Your Fight for Top Talent

Your Fight for Top Talent

Today, we are exploring the 1 thing on all recruiter’s minds:

“How do I win and get the talent that everyone wants?”

Frankly speaking, the battle for hiring top tech talent is a bloodbath.

These potential employees make all the difference to your company, and having the right strategies under your belt will attract the best talent and help you win the fight for top talent.

So, what helps you win? After some extensive research on the interests of talented baby boomers, Gen Xers, and Millennials, we found the target market for employment ALL have high expectations for their work environment and companies can’t expect to win them over without updating their tactics.

Without further ado, keep reading for 4 reasons to up your employee motivation strategies in order to WIN THE FIGHT FOR TOP TALENT.

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Where Can You Automate Your Hiring Process? September 21, 2018

Where Can You Automate Your Hiring Process?

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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3 Major Career Traps & How to Avoid Them September 14, 2018

3 Major Career Traps & How to Avoid Them

“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.  Continue reading “3 Major Career Traps & How to Avoid Them”


3 Reasons You Should Consider New Job Offers September 6, 2018

3 Reasons You Should Consider New Job Offers

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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3 Fundamental Reasons Companies Fail to Attract Top Talent August 17, 2018

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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The 6 Do’s and Don’ts For Your Personal Brand

The 6 Do’s and Don’ts For Your Personal Brand

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. Continue reading “The 6 Do’s and Don’ts For Your Personal Brand”


4 Personal Branding Tips You Should Be Using August 10, 2018

4 Personal Branding Tips You Should Be Using

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 of 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.