What Recruiters Are Looking For on a Tech Resume June 14, 2019

What Recruiters Are Looking For on a Tech Resume

With social media on the rise, those looking for jobs online have continued to find employment using electronic platforms.

15% of jobs are found through some online or social platform.

Programs such as Monster, LinkedIn, or USAjobs are popular among those who online job seekers.

Continue reading “What Recruiters Are Looking For on a Tech Resume”

Top 10 Programming Languages to Learn May 1, 2019

Top 10 Programming Languages to Learn

If you’re starting in software development, it can be challenging to determine where you should begin.

There are hundreds of commonly used programming languages, each with unique complexities.

However, as you enter into the world of software development, you’ll be able to figure out which programming language suits you, your interests, and your career goals best.

Continue reading “Top 10 Programming Languages to Learn”

Your Fight for Top Talent September 28, 2018

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.

Continue reading “Your Fight for Top Talent”

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.

Continue reading “Where Can You Automate Your Hiring Process?”

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.

Continue reading “3 Fundamental Reasons Companies Fail to Attract Top Talent”

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”

Stand Out in a Tech Interview Part 2 July 27, 2018

Stand Out in a Tech Interview Part 2

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 Continue reading “Stand Out in a Tech Interview Part 2”

9 Essential Tips to Stand Out in a Tech Interview November 10, 2017

9 Essential Tips to Stand Out in a Tech Interview

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.



10 Reasons You Should Make a Career Change – NOW October 20, 2017

10 Reasons You Should Make a Career Change – NOW

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.

5 Ways Tech Recruitment Will Change in The Future October 4, 2017

5 Ways Tech Recruitment Will Change in The Future

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.