How Do You Get Headhunted in Technology Jobs?

Uncover the Best Technology Jobs and Make Sure They Discover You

Passive candidates in technology jobs usually receive the most interesting and rewarding job offers, yet you’ve never been approached. You’ve got all the skills, and your experience would grace any resume. So why is it that you have never been ‘headhunted’?

It is estimated that as many as 80% of jobs are not advertised. If you’re relying on jobs boards, you’re only making yourself accessible to one in every five jobs available. By making yourself more visible to potential employers, you could enhance your career choices and become the one receiving regular approaches from hiring managers and staffing agencies.

The real question then, is not ‘Why have I never been headhunted?’, but ‘How do I attract hiring managers?’.

In this article, we share our tips to make yourself the passive candidate that employers want to speak to.

Why Do Employers Use the Hidden Job Market?

Before we look at how you can make yourself more visible in the hidden job market, it’s important to understand why employers are avoiding the traditional jobs boards in favor of going undercover. Advantages of approaching hiring this way include:

  • It’s cheaper – companies can effectively avoid advertising expense
  • To hire quietly – tech companies may be making a new move that requires hiring, but they don’t want it overpublicized
  • Recommendations and referrals can prove more fruitful – Instead of a cold search, employers find great candidates through recommendations from employees who know the role and company culture, and can provide strong potential leads

5 Ways to Make Yourself Visible to Headhunters

Now you understand why hiring companies employ headhunting strategies, you can develop tactics to become more visible to them. Here are five ways to remove the cloak of invisibility that currently surrounds you.

1.     Develop Your network

Develop your network by creating more professional connections. This doesn’t have to be an awkward process. First, try not to have jobhunting at the forefront of your mind, and instead focus on building new ‘friendships’ with likeminded people. Consider these options:

  • Connect through social media
  • Attend more in-person conferences and tech events (when the world allows)
  • Offer voluntary help in tech advice or manpower, without expecting anything in return

Remember, networking takes time. So, commit to it, and you’ll lay good soil for new opportunities.

2.     Improve and Maintain Your Profile on Social Media

Having an online presence is crucial if you want to be headhunted. Many organizations now conduct their own research as opposed to only relying on well-composed resumes. With a more meaningful social profile, you will find it easier to make industry connections and remain in touch with tech developments. To optimize your social media profile, you must:

  • Ensure that your social media profile matches your resume, and keep it updated
  • Run yourself through a Google search and detox anything that may deter an employer
  • Make sure you’re ‘searchable’, complimented with attractive qualifications and recommendations
  • Connect with likeminded professionals
  • Add value to your contributions through advice, feedback, resources, and information that you share

You should also connect and interact on forums and group chats, to increase traffic toward your social media platforms.

3.     Develop a Personal Website

Those who stand out are headhunted. Developing a personal website provides a stage for you to showcase your skills, ability, creativity, and experience in tech.

Link your website to your social media profiles, developing a personal brand that represents you as a professional and the ideal candidate to hire for technology jobs.

4.     Register with a Specialist Staffing Agency

Registering with a specialist staffing agency provides you inside access to the latest technology jobs that may not be advertised on jobs boards. Companies use specialist staffing agencies because they provide many of the benefits of headhunting without the enormous effort and commitment needed to execute their own ‘undercover’ recruitment strategy.

Registering with a staffing agency also provides you with professional guidance and advice on your resume and interviewing technique, and introductions to employers who are the best matches for your skills and personality.

Additionally, they may also present you with opportunities such as temporary or contract-to-hire roles, which allow you to broaden your network, learn new skills, and get your foot in the door for potential permanent roles with your favored company.

5.     Always Say Yes When Headhunted

If you’ve been approached, always say yes to meeting. It does no harm to talk, and can do you a lot of good. You’ll learn about possible positions available and the salary that you might be offered, and you can get feedback on what tactics you have used that have brought you to the attention of the headhunter. Plus, you’ll get a cup of coffee, or maybe even lunch!

Take Your First Step to Being Headhunted for Technology Jobs

How you present your skills and qualifications goes hand-in-hand with how you present yourself online and in-person. A specialist staffing agency can help guide tech companies in your direction, and provide you with professional guidance and incredible options and opportunities in technology jobs.

Contact Irvine Tech today and start creating a new career path today.

5 Reasons Hiring for Diversity Will Improve Your Software Engineer Team

Widen Your Search and See Your Team Surge Forward

You look around your software engineer team. It’s a good team, but it lacks something that could make it a great team. Diversity.

Diversity is linked to:

  • Better performance
  • Increased profits
  • Greater creativity
  • Increased innovation
  • Escalated business growth
  • A strong competitive stance for the most talented software engineers

As well as these industry-beating advantages, a report by McKinsey and Company identified financial advantages to companies incorporating ethnic and gender diversity into their workplaces.

Now you want to know a little more about how diversity can improve your software engineer team before developing your hiring strategy.

Diversity Is the Key That Opens the Door to Outperformance

You want your team to excel. You want your business to develop with new solutions and ideas. You don’t want to merely survive; you want to thrive and surge ahead of your competitors.

If this is the case, don’t fear a clash of individuals in your team. Diversity brings together a galaxy of ideas in a culture you create as a team and company. Here are five benefits that diversity delivers.

1.     Diversity Improves Your Bottom Line

Your software engineering team must be innovative to empower business growth. The tech industry thrives on change and creating solutions. When you have a diverse workforce, you have a diverse set of minds and perspectives.

Diversity has a direct impact on the forward motion of your business. A study by BCG revealed how companies with more diverse teams enjoy 19% higher revenue, because of innovation.

Diversity is not just a factor you should consider, but an integral cog in generating revenue. The more diverse your team, the bigger your bottom line is likely to be.

2.     Diversity Improves the Collaboration of Your Software Engineer Team

Candidates want to work for a company with a diverse culture. Though thought processes and individual cultures vary greatly, diverse teams feel safe sharing ideas and varied views in an environment where diversity of opinion is encouraged and respected.

With such a free-flow communication channel between software engineers, engagement is high, which results in increased productivity.

The result is innovative and successful results as a team, delivering faster and higher-quality outcomes together. With new perspectives and experiences brought to the table, personal learning and development also soars.

3.     Diversity Reduces Your Employee Turnover

Your software engineers will thrive in an environment that allows them to do so, no matter ‘who’ they are. As they develop and learn from their colleagues, and progress professionally, they’ll likely stay with a company who supports them. Your team will suffer less employee attrition, and morale will strengthen.

With reduced employee turnover, you’ll reduce the expense of hiring costs to replace staff. This allows you to invest more back into the business, developing your software engineering team further and sharing your financial success with your employees.

4.     Diversity Is Great for Your Culture

Improving diversity in your organization must not be misunderstood as a compliance obligation. This will not enhance your culture.

A strong culture expresses the genuine and transparent belief that gender, race, religious belief, background, and so on, are not barriers to personal and professional growth, enhancing team performance.

When you create a powerful culture that welcomes diversity, you encourage all team members to develop greater understanding and empathy. This enhances collaboration and promotes sharing of ideas and experience, enhancing individual and team skills.

5.     Diversity Improves Your Employer Brand

You nurture your employees. You care for their thoughts and ideas. You want them to succeed, as individuals and as a team.

In return, they want to work for you. You’ll see the most talented software engineers wanting a long-term career in your company, where they feel they can develop in a supported, fast-moving, competitive environment.

Your diverse employer brand will also, in turn, promote business from clients. They will reap the benefits of your more innovative software engineering team, and will want to do business with an organization who promotes diversity.

Get Started on Creating a More Diverse Software Engineer Team

The benefits of developing a more diverse software engineer team are well documented. You should experience improved engagement and performance, higher employee retention, and an increase in innovation and creativity. Your bottom line should improve, and your employer brand will attract the most talented candidates for your open vacancies.

Don’t miss out on incredible software engineers. Widen your search for the best candidates from a diverse pool of talent, benefitting from our help to find them.

We’re an award-winning information technology and staffing solutions provider. We want to understand your business and cultural needs, and we’re here to help you hire the tech talent you need for your diverse software engineering team. Contact Irvine Technology Corporation today.

5 Tips to Get the Most from Work-From-Home IT Jobs in 2021

The Best Job in America, from the Comfort of Your Home

IT jobs are big business. They have been for a long time, but the pandemic has ramped up ferocious demand in IT support, as more people and businesses utilized online solutions to connect.

Additionally, IT jobs have been in demand to create and support vast areas of innovation and increased use, from online product and grocery shopping, to online exercise portals such as Peloton, to ongoing global innovation in automotive manufacturing, and the likes.

In a Glassdoor report of the best jobs in America 2020, tech jobs took seven of the top 10 spots. Many IT professionals are now enjoying incredible careers from the comfort of their own homes.

If you are searching for or have recently transitioned to work-from-home IT jobs, these five tips will help you maximize the benefits of remote tech jobs.

Choose Your Workspace Carefully

Setting up a workstation is a crucial step. This will vary greatly from one person’s accommodation to another.

If you’re short for space, find somewhere in a quiet area where you can switch off from disturbances w

hen working, and walk away from when you’re finished.

Natural daylight has been linked to improved focus, productivity, and wellbeing, so incorporate this if you can.

Most importantly, it should be a space you feel comfortable in, as you’ll spend most of your working day there.

Pay Attention to Ergonomics

When working at a desk all day, you must look after your posture. Consider purchasing the following ergonomic items to protect your musculoskeletal system from incorrect posture, repetitive movement, or extreme temperature, according to your IT role:

  • Chair – select one suitable for your height and/or weight
  • Keyboard
  • Central Pointer devices – replacing the mouse
  • Forearm/wrist support
  • Height-adjustable desk
  • Laptop bracket – preventing slouching and improving posture
  • Footrests
  • Anti-fatigue mat – improves circulation in legs and feet for prolonged standing
  • Headset

We’re discovering more about how your work environment affects your posture, which leads to long-term physical health issues. An ergonomically designed workspace will help to ensure better health as you age.

Set Strict Boundaries

When working from home, self-discipline is crucial to maintain productivity and benefit from improved work/life balance. The following tips will help you to set boundaries between your professional and personal life:

·      Manage Your Time

Schedule each day, and stick to the plan to maximize your productivity. List the tasks for the day and figure when this will be best achieved.

·      Book Your Breaks

Set yourself timeslots like you would in an office. Don’t be tempted to work through them. Doing so will sap your energy and motivation, and cause burnout. Learn to walk away and rest regularly.

·      Use Your Lunch Break

It’s down to you to ensure you go and get some fresh air, a little bit of exercise, and a bite to eat. It’s a crucial part of your wellbeing and productivity.

·      When You’re Finished, Close the Door

Whether it’s a physical oy psychological door, when you have finished work for the day, close it. Shut down your laptop and ‘head home’. Your personal time is important.

Reduce Distractions

Distractions exist in every workplace, but the ones at home can be much more damaging to the quality of your work and productivity if not controlled. The worst offenders are:

  • Fellow residents – Put up the ‘Do Not Disturb’ sign
  • Deliveries – Sign for them, put them down, and open them in your free time
  • TV – Never work with it on
  • Social media – Sign out, and only have a browse in your free time
  • Chores – They’re not in your job description

Each time you are distracted, it can take as long 23 minutes to refocus. Distractions crush your productivity and will lengthen your workdays as you try to catch up on your to-do list.

Stay Connected

Working remotely shouldn’t leave you feeling remote, yet it can be tough on your social life. Days turn into weeks, and you forget when you last properly interacted with someone outside of work.

We are social creatures by nature. Yet working from home can cause loneliness that is detrimental to your mental health. So, make a conscious effort to meet up with your friends and colleagues outside of work.

Use your lunch hour to go and meet someone in a local restaurant or coffee shop. Reward yourself at the end of your working week with some after-work activities with friends. Maintain your hobbies with likeminded people. Switch off and enjoy the healthy work/life balance we all could do with in today’s world.

Are You Ready to Benefit from Work-From-Home IT Jobs?

You’re a highly skilled IT professional. Working from home is here to stay. Combining the two makes for an exceptionally rewarding career. But it takes discipline and focus to make a success of remote IT jobs.

These tips are gospel in the work-from-home IT jobs manual, and they’ll help you achieve the quality and productivity you are capable of throughout your IT career.

Contact Irvine Tech for the most exciting work-from-home IT jobs available today.

How to Hire for Flexibility in IT Jobs in 2021

Why Flexibility Is the Future

IT jobs have filled the ranks of the secret army that have kept the nation’s economy supported and connected. Through the entire pandemic, organizations have rapidly increased their use of technology to remain operational and allow essential flexibility for their remote workforces.

But IT jobs are in dire need of support themselves:

  • They’re struggling to keep pace with the constant change in new software developments
  • They’re having to learn new technical skills fast, on top of their day jobs
  • There’s a skills shortage, with not enough newly-qualified IT specialists emerging

The pandemic has seen millions of Americans adjust well to working from home, as it allows them the flexibility for an improved work/life balance – a factor that’s strongly come into focus in the year 2020. But while flexible work trends are on the rise, so are IT skills shortages.

For you to hire the top talent in IT jobs, you need to look beyond technology. The answer lies in providing flexibility – to your employees and within your business.

Employ External Services

Employees in IT jobs need support just like everyone else, especially today, when demands in technical ability have been ramped up to the maximum.

Instead of assuming you need to hire more full-time staff with the financial costs that this includes, it is possible to maintain a streamlined staff level by utilizing cost-effective and flexible external resources.

Start by assessing your business needs. Where do your IT jobs need support? Identify the problem areas and hire on flexible contracts that will help your IT staff reach a successful outcome. Such staffing needs might include examples such as:

  • Isolated intervals
  • To provide expertise beyond your staff’s capabilities
  • Specific projects
  • New software rollouts

Huge benefits are accessible by staffing with flexible contract employees to support your teams as and when required:

  • It won’t have long-term effects on your payroll finances
  • Allows easy transitioning to upscale or downscale – agility is crucial for organizations to respond to adjusting business performance and demand
  • Reduces the management requirements of external staff, allowing you to focus on your internal employees

Having a dedicated team of people to supplement your staffing levels as and when required is a long-term solution for a flexible and highly adaptable workplace in 2021 and beyond.

Market Your Flexibility

By offering flexibility in your IT jobs and within the workplace, you’re strengthening your employer brand and becoming increasingly attractive to top tech candidates.

People want to work for companies that offer a flexible approach and provide support. It also shows that you trust your employees, and in turn, 80% would be more loyal. As a result, your organization will enjoy:

  • Increased staff retention
  • Reduced hiring costs
  • Improved referrals from happy employees

Reputation is key in employer branding, but a loyal and supportive culture is a key highlight in your job description.

Nurture Your Talent Pool

As you hire more flexible workers to support and allow more flexibility for your permanent staff, your talent pool will grow.

Skilled workers will experience for themselves the support you provide to your employees. Equally, you will cross paths with exceptional candidates who fit perfectly into your company or create opportunities for your team to develop.

Be sure to nurture your talent pool so that when business needs call, you know just who to contact.

Use a Staffing Agency

A specialist staffing agency provides exceptional access to a pool of experienced IT talent. The professionals they have nurtured benefit from meaningful relationships with skilled and trustworthy staffing professionals who understand both client and candidate.

Partnering with a staffing agency specializing in IT jobs, you will have the ability to fulfil IT jobs vacancies with the staff who are needed to meet your needs quickly.

Employing external services, though a long-term solution, is an ever-developing process that needs a lot of time and resources spent on ensuring the right candidates fill your unique technology roles.

To react quickly to staffing demands, meet with a staffing agency that takes the time to understand your needs. They’ll provide quality candidates at speed, as well as support them when their contracts end, and nurture them for future requirements.

Are You Ready to Hire for Flexibility in IT Jobs?

Technology is keeping the world spinning, but the masters behind it all need support too. To allow them to flex their full ability, provide the flexibility.

Not only will you maximize your company’s performance, but you will also improve your employer brand, attracting the most skilled IT workers to your IT jobs, reducing turnover in your workplace, and boosting your technical capabilities exactly when needed.

Contact Irvine Tech Corp for specialized bespoke support in your hiring needs for all IT jobs.

Could Now Be the Best Time to Search for New Technology Jobs?

In-Demand Jobs in Technology in 2021

If you’re dissatisfied in your current role in technology jobs, you may be concerned that you’ll be stuck in a job you don’t enjoy for the next few months. With the United States economy still reeling from the effects of the COVID-19 pandemic, wouldn’t it be an unwise move to start job searching now?

The answer is that now is a great time to start your search for a new job in technology. While sectors like hospitality, ente

rtainment, and travel are struggling, other sectors are growing. The demand for technology jobs is expanding, and technology skills are in short supply.

Which Technology Jobs Are Most in Demand and Why?

The pandemic has accelerated digitalization and the shift to home working. It has also revolutionized the way people live their lives. For example, data shows that:

To enable this seismic shift, companies must boost their tech capacity. In the third quarter of 2020, the unemployment rate in technology jobs stood at 3.5%, and, according to the Dice Tech Job Report, 68% of the largest technology employers had increased the number of job postings from the second quarter.

So, what jobs are likely to be most in demand as we move through 2021 and through the mass vaccination program that could help the world eco

nomy recover?

Cloud Engineers and Cybersecurity Specialists

Cloud technology has enabled the world to continue to work and live. Professionals in data, systems, network, and security are in demand as organizations increase their reliance on data for their business operations.

Moving forward, Cloud Engineers will help to create the infrastructure that enables companies to stay on top of compliance and regulations, and ensure hardware, software, and networks are fit for purpose. The most in-demand skills in these jobs include:

  • Up-to-
    date knowledge of the latest cloud technologies
  • Good communication skills
  • Teamwork and collaboration
  • Experience of scaling cloud-based applications

The amount of data that is collected and stored is increasing, and this brings extra need for a host of cybersecurity skills to ensure vulnerability is reduced and network security is maximized. Roles in these disciplines ask for skills such as:

  • Good communication skills, with the ability to explain policies and procedures
  • Experience in managing security vulnerabilities
  • Up-to-date industry regulation knowledge

DevOps Engineers

Software and DevOps Engineers are essential as companies progress their own digital transformations. Python Developers, Full-Stack Engineers, and DevOps professionals are in demand. Companies are seeking strategically-minded developers who can help to accelerate development to and drive innovation in technology solutions.

Sought-after skills include:

  • Strategic thinking
  • Accuracy
  • Knowledge of security issues and regulations
  • Experience in accelerating development cycles
  • Collaborative and business-minded

Data Engineers and Data Scientists

Organizations must use data effectively to be sustainable and competitive. The complexity of collected data requires a set of key skills to clean, store, and analyze. These skills include:

  • Curiosity
  • An analytical and detail-oriented mind
  • Use of statistical theory in problem solving
  • Experience in data modeling to answer the needs of the business

AI Engineering

Artificial Intelligence professionals are in demand as organizations seek to use their data to manage and grow their operations. As processes become increasingly automated, employers will seek skills that include:

  • TensorFlow
  • Python
  • Java
  • Natural Language Processing

COVID-19 Is Accelerating Demand for Talented Technology Employees

As we move through and out of COVID-19, it’s a great time to be searching for new technology jobs. Companies are redefining their business models, processes, and the roles they need to accelerate their own digital transformations. Consequently, many businesses are bringing in new staff to facilitate these changes.

Say goodbye to 2020 in the best possible way. Get a new job that makes you excited to go to work – in office or at home.

For help taking the next step in your career, submit your resume to our team today.

7 Strategies to Hire for Technology Jobs in 2021

Tips to Eliminate the Skills Shortage and Hire More Effectively

Despite the effects of COVID-19 on the United States economy, technology jobs continue to be in high demand. With a skills shortage that threatens a huge shortfall in talent in the coming years, you will need to be more skillful when hiring for tech talent.

Recently, we published a blogpost discussing how to adjust your hiring strategy for the skills shortage. In this post we delve deeper, and outline a few of the most effective tactics to use to develop a talent pool that will eliminate the problems caused by a lack of skilled candidates in the general technology jobs market.

Hiring for Technology Jobs Is Going to Get Harder

According to technology jobs analysis conducted by 8allocate, the forecast shortfall in technology talent is approaching a huge tipping point. In 2019, almost two-thirds of employers struggled to fill their technology jobs within 12 weeks. The figures for the impending shortfall in tech talent in the United States are staggering, and include:

  • Fintech and BFIS will be missing 10.7 million tech workers by 2030
  • High-tech, media, and telecom will be missing 4.3 million digital workers by 2030
  • The NYC tech ecosystem is believed to be most affected by the talent shortage

With such a backdrop, those companies who fail to strategize their hiring are likely to be those who are worst affected and consequently fall behind in an economy that is increasingly dominated by organizations with highly effective technical capability.

Developing Your Own Talent Pool to Hire From

One of the major reasons that companies find it hard to hire talent for their technology jobs is that they only consider their hiring strategy when they need to hire. In other words, hiring is not encompassed within the overall strategic direction of the company, but rather as a short-term solution to what is really a long-term need.

If you treat hiring as a strategic aim, you can build a strategy that will help you develop a talent pool from which you can draw when needed. You’ll be swimming in an ocean of talent instead of dipping your toe in to test the water.

A Talent Pool Washes Up Many Benefits

With a talent pool ready to dive into, you will also eliminate a lot of the hard work that accompanies recruitment. For example:

  • You won’t need to craft compelling job descriptions
  • You won’t need to advertise your open technology jobs
  • You won’t have to spend huge sums of money to market your jobs
  • You won’t waste time screening and interviewing unsuitable candidates

Developing your own talent pool is the most effective way of hiring the skills you need, when you most need them. It’s faster and more cost-effective.

Here are seven strategies to put in place to help develop your talent pool.

1.    Start with Who You Know

Previous candidates who were close to being hired can be a good source of potential recruits. They have shown interest in joining your company, and may only have been a whisker away from an offer.

To develop these candidates as a potential source of future talent, you should ensure that you provide a good candidate experience and a reason to keep you on their radar. Instead of a simple rejection letter, give positive feedback on their performance and the reasons for rejection. This will give them direction on which skills to develop to be an ideal fit next time.

2.    Look Within

Especially if recruiting for a middle management or senior management role, never neglect your internal talent. Do your existing employees have the skills, ability, and experience to be promoted? The reasons for hiring from within include that your employees are already engaged with the work they do, they are good cultural fits, and they understand your strategic direction.

To generate an internal talent pool, you should ensure that you put training and development strategies in place that develop the hard and soft skills your business strategy needs to be successful. When you provide the framework that supports your employees’ personal development, you will develop employees who are ready to assume more senior roles when they become available.

3.    Develop an Employee Referral Program

As well as being a valuable source for internal recruitment, your employees could be a conduit to external employees. Referred candidates are often faster and cheaper to hire, and generally good cultural fits. To garner more referrals from your employees:

  • Keep your employees updated about your vacancies
  • Ensure that you provide detailed job descriptions
  • Reward those who deliver good referrals

4.    Create a Technology Jobs Community

Another great strategy to encourage talented candidates to apply for your technology jobs is to create an online community.

Begin by ensuring the careers page on your website is continually updated with available jobs, relevant company information, and employee experiences.

Don’t neglect your social media. LinkedIn is a particularly useful tool to foster engagement by participating in existing technology groups and forums and encouraging talented candidates to reach out to you.

Other tactics that can be used include fostering relationships with education establishments, and being active in trade shows, recruitment events, and delivering consistent and continuous online content, as well as newsletters, videos, and webinars.

5.    Review Your Remote Working Policy

There may be a skills shortage in your city or state, but this does not mean that those skills are impossible to hire. For many technology jobs, the skills you require are more readily available by casting your net wider.

To take advantage of skills that may be located across the United States, you should consider your remote working policies and hiring strategy. While this may mean adjusting how your team works, and putting in place processes and practices that enable effective collaboration online, the benefits of hiring remote talent are plentiful.

6.    Consider Contract Staff to Plug Talent Gaps

Contract staffing is a cost-effective way of filling technology jobs, providing access to talent without the need for long hiring cycles and training of new employees. The staffing agency conducts all the sourcing and screening to deliver the talent you need at speed. You have lower liability to provide benefits, further reducing your costs.

7.    Offer a Little Extra Than Your Competitors

If you find that the offers you make are rejected, it may be your compensation package that is lacking.

Ensure that the salaries you offer for technology jobs are competitive, and be mindful of other benefits and perks that help to attract top talent to your roles. Increasingly, we are finding that the most talented candidates are attracted by offers of equity, signing on bonuses, and great in-work benefits (including an element of flexible work arrangements) rather than salary alone.

Start Developing Your Talent Pool Today

Building a talent pool is not something that happens overnight. It takes a strategic approach, investment, and a lot of collaborative effort.

Creating a community, getting your people involved, and providing training and development opportunities for existing employees are all strategies that will help you to build a wider and deeper talent pool.

The sooner you start, the more effective your talent pool will be. We’ve spent years developing our talent pool and connections, which is why our contract and consulting services, direct hire, and executive search capabilities are second to none. Whatever your staffing and hiring needs, contact Irvine Technology Corporation today to benefit from the breadth and depth of our talent pool.

7 Resume Mistakes That Eliminate You as a Candidate for Data Analyst Jobs

Crafting a Resume to Land the Job of Your Dreams

Data analyst jobs are forecast to see a 25% rise from 2019-2019, according to the BLS. This rapid growth puts demand for skilled data analysts way above the average for other jobs in the United States. With such a large growth in demand, you have the chance to land the job of your dreams.

However, the high demand for data analysts does not mean you don’t need to put in the effort. Competition for top jobs is tough, and to stand out you must have a killer resume.

Here are seven mistakes to avoid when crafting a resume for a data analyst job.

1.    Misrepresenting Your Experience

When applying for data analytics jobs you should tailor your resume to the position, by including relevant experience and qualifications and highlighting this by using keywords from the job description. This is a great tactic, but do not be tempted to misrepresent yourself.

Don’t exaggerate your experience in certain industries or with certain technology or tools. When questioned in the interview, it will quickly become apparent that you misrepresented yourself.

2.    Resumes Longer Than 3 Pages

Resume length matters. Three pages should be the maximum, though it is best to aim for less. Of course, if your relevant work experience warrants three pages, then you won’t be penalized.

However, if you have only a couple of years of experience and create a resume with lots of padding, this will deter hiring managers. You don’t need to include your high school jobs, irrelevant college credits, or write five paragraphs about a successful project you worked on (bullet points are great for detail).

3.    Listing Outdated or Inactive Certifications

Tied in with the above point, don’t include unnecessary qualifications on your resume. Data analytics is a constantly changing industry. New software and processes are being developed every day. You can demonstrate that you regularly keep on top of this with new training, but you don’t need to include training from a decade ago, or with software that has become obsolete.

4.    Not Demonstrating Actionable and Quantifiable Results on Your Resume

If your employment section simply looks like a copied and pasted job description, employers will skip right past you in the resume pile. You must demonstrate your value to your previous employers.

Don’t simply list your roles and responsibilities. Explain projects you worked on and how they impacted the company or clients. Give quantifiable results, include numbers, and show how you personally made an impact.

5.    Creating a Generic Resume

If you create a resume that is too generic employers will know you are simply sending out the same resume to every data analytics job you see. They will think you haven’t read the job description or researched the company – and will consider that you simply want a job for the money.

Employers want to hire talented candidates who see their future with the employer, so always tailor your resume to the job and the hiring company.

6.    Spelling/Grammatical Errors

Spelling and grammatical errors are sloppy. Data analytics jobs require a high level of attention to detail. If you can’t create a resume without errors, how are you going to bring the level of precision needed to the position?

7.    Formatting Errors

Much like spelling and grammar, poor formatting indicates that you have not put the time and attention necessary into your resume. This reflects badly on how you will approach your job.

Using small fonts, large fonts, non-standard margins, colorful text, or unnecessary images does not portray the professionalism your resume must. The job ad may also tell you the format in which to produce and submit your resume (e.g. ‘a PDF file no longer than pages’).

To Sum Up

Resume writing is a tricky balance to including everything you must but not overdoing it. It requires precession, and is the first impression you make on a hiring manager. Get it right and it will do the job it should – get you a job interview and make you a star candidate. Follow the above tips and your resume will help you stand out from the crowd.

For help finding the data analytics job of your dreams, submit your resume to our team today.

Who Should You Hire in Technology Jobs to Boost Your Market Competitiveness?

In a Market Short on Skills, You Cannot Afford to Stand Still

In today’s digital age, the people you hire into technology jobs has a huge bearing on your bottom line. While many may not be customer-facing, tech staff are the backbone of your organization. They are the ones who design, develop, and maintain crucial technology and systems – without which your organization could not operate.

The Critical Nature of Capability in Technology Jobs

The capability of your tech employees has a direct bearing on your ability to take advantage of emerging technologies, like digitization, artificial intelligence, and machine learning. The technology that will improve your organizational agility, speed of change, work processes, and productivity.

In its report ‘Are we long – or short – of talent?’, McKinsey & Company has found that 60% of executives believe that half their workforce will need to be replaced or retrained within five years. If your organization expects to gain competitive advantage via its technical capability, it won’t happen without the people who can deliver your strategy. As McKinsey says in its report:

What might seem like an irritating talent gap today could prove a fatal competitive liability in the not-too-distant future.

Marrying Organizational and Individual Capability

Your organization’s capability can be described as the ability to deliver across two distinct functions:

  1. Technical – your functional competence
  2. Social – your leadership competence

When your technical and social competencies are combined, you deliver the capability of the individuals within your organization. Without these competencies, your organization’s potential is damaged, and it will cease to benefit from competitive advantage. For example:

  • If you have no project management skills, you will not be able to deliver projects successfully
  • If the teams in your organization are not well-led, they will not deliver the promise of the sum of their individual members

How Can Your Organization to Improve its Potential?

As highlighted by McKinsey’s research, within five years your existing employees will no longer exhibit the competencies to maintain your competitive advantage. The question, then, is how can you improve your potential?

The answer, of course, is to embrace strategies today that deliver a continuous improvement in the technical and social competences of your individual employees. There are four ways to make this happen:

1.     Training and Development of Existing Employees

An important internal strategy, providing training and development opportunities for employees will help to deliver improvements in individual, team, and organizational capabilities. However, this is a time-consuming strategy that takes energy and commitment.

There are also no guarantees that your people will not take advantage of their personal development and seek new opportunities that may become available for their newly acquired skills.

2.     Hire the Skillset You Need

The second strategy is to hire the skills that you need. However, as you have probably experienced, the skills shortage makes this increasingly difficult. In its 2019 Emerging Risks Survey, Gartner describes the shortage of tech skills as the number one challenge facing IT leaders today.

To beat the competition to sign highly competent candidates, in a market that is suffering from a shortage of talent and a growth in demand for that talent, you must develop recruitment strategies that attract talent.

3.     ‘Borrow’ the Talent You Need

The quickest way to deliver the competencies your organization needs is to ‘borrow’ them. Especially for short- to medium-term needs, contract hiring options can deliver immediate returns on your investment.

4.     Rinse and Repeat

Remove poor performers, retain top performers, and hire for new talent. Rinse and repeat. This should be a continual process within organizations, though, of course, one which you should also try to avoid. If you are having to let too many people go because they are performing below expectations, then it is likely that your hiring process needs to be re-engineered.

The Difference That Talent Can Make

By hiring the right people, your organization will boost its competitiveness across many characteristics. These include:

·      Speed and Agility

You will improve your capability to recognize new market opportunities and deliver the products and services needed to take advantage of them.

·      Accountability

Talented employees are natural self-developers who thrive on taking responsibility and ownership. This accountability drives problem-solving capability, collaboration, and creativity.

·      Innovation

Individuals who are forward-looking focus on what could be rather than what has been. They continually seek to improve products and services, delighting internal and external stakeholders.

·      Leadership

When your organization employs for leadership qualities, they employ people who think strategically, share knowledge and experience, and who are capable of ideation.

·      Learning

Imparting their knowledge, experience, and expertise, high-quality employees help to improve the competencies of those around them. This leads to improvements in experimentation, the generation of new ideas, and cross-functional collaboration.

·      Diversity and Inclusion

Research shows that hiring for diversity and inclusion has many benefits, including improving the workplace culture , developing better relationships with customers, driving financial performance, and improving your reputation as an employer (and consequently your ability to attract the best talent).

So, Who Should You Hire into Technology Jobs?

Many organizations make the mistake of hiring candidates who look like those they already employ. They take the view that the success they have experienced to date will be replicated by people with the same qualities and characteristics as those they currently employ. This is not the case.

Only by hiring diverse candidates who bring something new to the table – different thoughts and ideas, experiences, and expertise, for example – can your organization grow. It is these people who will help you develop the new competitiveness that will drive your success and financial results, through a period during which hiring of talent will become more difficult and increasingly critical.

At Irvine Technology, we introduce our clients to a large pool of talented candidates, from diverse backgrounds and industries. Candidates with the technical and social competencies to enhance your organizational capability. Candidates who will help drive your results to new levels.

To learn more about our services – which include contract placement, direct hire, and executive searchcontact us today.

How Do Database Administrators Target Cloud-Based Environments?

Career Evolution from On-Premises to Cloud-Based Environments

As increasing numbers of organizations move their databases into the cloud, the role of database administrators is changing – and quite dramatically. To remain relevant and enjoy the best job offers and salaries, savvy database administrators will embrace these changes, stay abreast of them, and update their skillsets accordingly.

In this article, we examine what this means for database administrators entering the job market today.

Cloud-Based Databases – Huge Growth

The transition to building and maintaining databases in the cloud has been underway for some time. The coronavirus pandemic has accelerated this. Organizations have needed to grant access to data to remote employees in large numbers, almost overnight. The cloud is big business, with 2020 cloud adoption statistics revealing that:

  • By the end of 2020, 67% of enterprise infrastructure and software could become cloud-based
  • 85% of businesses worldwide are already making use of cloud technology to store information
  • 94% of the internet workload will be processed in the cloud by 2021

How Database Admin Jobs Are Evolving

As organizations transition their databases to the cloud, we’re experiencing shifting requirements for database administrators. In your role in database admin, you are more likely to have more autonomy and undertake work that offers greater career development opportunities.

Your role is shifting from maintenance to high-value tasks. These may include analytics and helping an organization develop its strategy for a world in which the Internet of Things and Blockchain (as examples) will drive efficiency, effectiveness, security, and customer service – all thanks to the cloud.

Here are a few ways in which the roles of database administrators are changing.

Less Mundanity, More Problem Solving

Your daily tasks are changing from tedious maintenance tasks to helping to access and analyze data to solve real business problems. You are more likely to work with business leaders and managers, developing data to remove the mundane and time-consuming work required.

Tip: Develop your problem-solving skills, improve your critical thinking capability, and increase your aptitude in communication across all communication channels.

More Autonomy in Your Role

As databases and data analysis benefit from AI and machine learning, they will become more autonomous and less reliant on daily maintenance. This also means that autonomy in your role is likely to increase.

Your managers and supervisors are less likely to micromanage. You will be expected to reflect this by being more proactive in your role, deciding which issues are most important and focusing your effort and time on these.

Tip: Demonstrate that you have good organizational and time management skills, and that you can prioritize your tasks effectively to improve business outcomes.

More Big-Picture Thinking

Cloud-based databases are more able to consume big data from a variety of sources. You’ll need to coordinate these inputs and database outputs, taking a wider and deeper perspective than when operating in a single locale.

Cloud infrastructure means that you must become all-round data specialists. You may need to work with DevOps and software engineers to deploy solutions in the cloud and locally.

Tip: Improve your knowledge and ability in coding – it could be a game-changer for your career.

Agents for Change

Database administrators are becoming agents for change in organizations wishing to adopt and adapt to the cloud. You’ll need to understand current systems and processes, and be able to articulate advantages and benefits of moving to the cloud.

You are likely to be involved in enhancing legacy applications to enable smoother transition and seamless migration of data to the cloud. You’ll also need to develop awareness of financials and costs, and of managing budgets.

Tip: Develop your understanding of business budgets, as well as your leadership ability and presentation skills.

In Summary

The job of database administrator is changing as organizations develop their infrastructure in the cloud. Instead of focus on internal database management and maintenance, your role is broadening.

Data is now a strategic asset, and one that is increasingly used to shape business strategy. Embedding data as part of process is the realm into which database administrators are evolving. On your journey in this evolution, you will deepen your skillset, knowledge, and business acumen. In the right organization, this could lead to new and exciting career paths that were once closed to you.

Are you a database administrator? Are you searching for a new challenge and greater career progression? Contact Irvine Technology Corporation today. We have clients searching for you today.

Why Can’t You Hire Talent for Data Engineers in the Cloud?

How to Adjust Your Hiring Strategy for the Skills Shortage

In today’s increasingly advanced and data-driven age, data engineers are more sought after and essential than ever. The Bureau of Labor Statistics forecasts huge growth in jobs for computer and information research professionals, with growth anticipated at 15% between 2019 and 2029.

This growth in jobs is likely to come from all types of businesses. From startups to large corporations, business strategies are being shaped by the data that is collected, collated, and analyzed. And cloud-based data solutions offer many benefits, including:

  • Enabling organizations to streamline their operations
  • Allowing essential information to be accessible on demand, and in real time
  • Information can be accessed regardless of location, enabling improved collaboration and efficiency

To access such benefits, and ensure that customer data is as secure as possible, it is crucial to hire the most talented cloud data engineers. They will help you stay abreast of the latest developments, meet customer expectations, and maintain the highest level of security and professional sophistication.

However, it appears to be more difficult to hire talent for cloud data roles today. There seems to be a scarcity of skilled candidates available.

Are you suffering from the skills shortage in the market? Do you find it hard to attract, hire, and retain the most talented cloud data engineers? If so, here are three reasons why this might be the case.

Your Salary Range Is Pitched Too Low

With the high demand for cloud data engineers, and the relative shortage of candidates in the market, there are fewer candidates to attract. Employers are doing all they can to retain their most talented employees, and there has been an upward pressure on salaries in the sector.

According to, cloud engineers make around $122,444 per year on average. Of course, the more experience and range of skills a cloud data engineer has, the higher the salary they are likely to earn. A compensation package totaling $150k and more may be required to entice top talent away from their current role – depending upon location, of course.

If such earnings are outside your budgeted salary range, you might consider workarounds. For example, and especially for projects that require specific skills for shorter terms, contract jobs can be an attractive strategy.

Nonetheless, there’s a decent chance that your struggle in hiring a talented cloud data engineer could be because you are not earmarking enough of your budget for the task.

Your Hiring Process Isn’t Specialized

If your company doesn’t have a lot of experience or expertise in hiring cloud data engineers, it is possible that your existing hiring process is flawed with regards to this role – and just doesn’t account for certain important variables.

It is possible, for example, that a cloud data engineer might be highly-talented in their field, but might not have achieved the highest education standards. A conventional approach of discounting a candidate based on their conventional educational credentials might, therefore, unnecessarily thin the available talent pool.

One of the key benefits of using specialist third-party recruiters and talent agencies when hiring for specialized roles such as a cloud data engineer, is that those staffing agencies will have designed effective approaches when hiring for specialist roles. They also have access to a wider pool of both active and passive talent. This advantage is passed directly to you, helping to reduce time to hire and ensure that the candidates you are presented are ‘role ready’.

You Aren’t Pitching Your Job Description Correctly

Cloud data engineers are frequently highly specialized and sought after in particular capacities. Therefore, it is critical that you have a clear idea of the role you are hiring for. It is essential to pitch to the skills, experience, and cultural fit you need. Your job description should engage the talent you require from the very first word. This is harder than many believe (but is a process with which we have exceptional experience).

In short, identify the criteria you should hire on and compose a job description that attracts the most suitable and talented candidates to the role and your organization.

In Summary

Of course, salary is a crucial factor when hiring for cloud data engineers. However, it is essential that you pitch your role perfectly and then employ a fit-for-purpose hiring process.

Here at Irvine Technology, we help our clients by providing meaningful market insights, streamlining the hiring process, and introducing you to a large pool of talented candidates – both active and passive. To learn more about our services – which include contract placement, direct hire, and executive searchcontact us today.