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.

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.

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.

8 Tips to Recruit Talent for Information Technology Jobs

Beat the Skills Shortage to Hire the Best in Tech Roles

Hiring talented candidates for information technology jobs is difficult, whether the economy is booming or in recession. As an employer, you face challenges that include skills shortages and an employee base that is increasingly value-oriented – they want to work for organizations with which they can identify.

Gartner’s research has consistently shown that hiring the right skillset is getting more difficult. Its 2019 Emerging Risks Survey cited the shortage of tech skills as the number one challenge facing IT leaders today.

The Bureau of Labor Statistics has forecast that the number of information technology jobs in the United States will grow by 12% between 2018 and 2028. That’s a huge 546,200 new jobs in the sector.

With a shortage of talent and a growth in demand, what strategies should you be using to attract the most talented candidates to your IT jobs?

1.    Know What Skills and Experience a Candidate Really Needs

Many top-quality candidates are deterred by job descriptions that ask for a Christmas list of skills and experience. What you should be doing is considering what skills are essential, and which are preferable. Consider which skills could be learned by talented hires to improve impact in the role, and which are crucial to hitting the ground running from day one. Then compose your job description around these.

2.    Understand What Talented IT Professionals Want from Their Next Job

What is it that the most talented IT professionals want from their jobs today? We’re finding that the best candidates are not all about the money. They want a role in which they are challenged, which helps them to grow professionally, and that offers them opportunities to improve their work/life balance. In addition, they want to work for organizations that have a high moral code and strong diversity and inclusion policies and practices.

3.    Develop Your Employer Branding to Emphasize IT

Potential employees will search your online assets. They will want to see that you emphasize technology, and that it is a mainstay of your business strategy. Therefore, ensure that you highlight your IT efforts, strategies, policies and practices on your website and social media accounts. Make IT an integral part of your branding.

4.    Set Up Employee Referral Schemes

Who better than your current employees to become your employer brand advocates? They are likely to have people in their networks who are both talented and open to changing jobs. Set up an employee referral scheme to reward those who help you find talented new recruits.

5.    Streamline Your Hiring Process

According to a 2018 Growth Hiring Trends Report, almost half of respondents reported a time to hire (from application to job offer accepted) of between 7 and 14 days. If that sounds fast, then your hiring process is probably missing some great candidates.

Your competition is probably snapping up the most talented while you are still thinking about whether the next candidate will have one of those preferred but non-essential skills you detailed on the job description.

Many organizations don’t have the experience or human resources to streamline the hiring process. If this sounds familiar, you should consider using a professional recruiter who specializes in IT and technology jobs.

6.    Consider Remote Candidates

It may be that the talent pool is shallow where your business is located. In such a case, it may be time to look further afield. A remote candidate could provide the skills and experience you need. See our guide on how to conduct the perfect virtual interview for technology jobs for tips on interviewing remote talent.

7.    Search for IT Talent Where It Is to Be Found

You aren’t likely to find the most talented tech talent on generalist job boards. The best talent is usually hidden. They may be happy in their current job – the most talented new recruits are often passive job seekers.

You’ll find these talented candidates in tech communities, LinkedIn forums, and local (and global, online) tech events. And, of course, via specialist staffing agencies with a reach to passive candidates.

8.    If You Use a Recruiter, Make Sure they Understand You

Finally, if you use a recruiter it is crucial that they understand you. It’s essential that you articulate and communicate all the necessary project, role, and culture-fit details to your recruiter. First and foremost, it’s a partnership between you and the staffing agency. It is the recruiter’s job to not only find the right talent for the role, but also the right fit for your organization.

A recruiter who comes from a tech background themselves will understand your language, and know how to describe the role you need to be filled in the language that candidates speak. That’s going to help attract the talent you need.

Summing Up

As demand for information technology jobs continues to rise and the skills shortage continues to worsen, it is likely to become more difficult to hire the most talented candidates. These hiring tips should help you overcome the recruitment challenges you face and hire the talent that will help propel your organization to the next level.

If you are finding it increasingly difficult to hire and retain talented candidates for information technology jobs, contact Irvine Technology Corporation today

How to Conduct the Perfect Virtual Interview for Technology Jobs

Tips to Ensure a Successful Virtual Hiring Process

Virtual interviews for technology jobs are becoming increasingly popular. Not only because of COVID-19, but also because they allow employers to interview the best talent available from across the United States and globally for remote roles.

In addition, virtual interviews save money, are more easily slotted into work schedules, and enable the hiring process to be accelerated. However, there are drawbacks when conducting virtual interviews. Poor audio and video quality can damage the experience, and interviewing via video means that nonverbal behavior is often missed.

In this article, we provide tips that will help you and your candidate get the most out of virtual interviews.

Preparing for a Virtual Interview for Technology Jobs

As they say, if you fail to plan you plan to fail. Here are our tips to prepare to a virtual interview.

1.     Make Sure Your Social Media and Website Is Updated

Candidates will research you online. They will read your posts on Facebook and LinkedIn, and they will examine your website. They will want to learn as much about you as they can before interviewing with you. It’s essential to ensure that your employer branding is consistent and that your social media portrays a genuine picture of you as a company and as an employer.

2.     Set Up the Interview ‘Room’

When you are interviewing a candidate virtually it is important to ensure that they feel like they are in an interview environment. It’s essential that you can be seen and heard properly, and that it doesn’t look like you are interviewing them from a store cupboard.

Focus on your background first. What is it that the interviewee will see behind you? Make certain that there are no visual distractions. If you are interviewing with a window to an office behind you, close the blind. If possible, choose a virtual background that depicts your brand (you may need to invest in a green screen).

When setting up your camera and audio, test to make sure that your lighting is sufficient for you to be seen. Avoid backlighting as this will turn you into a silhouette. Direct light from the front is the order of the day. Ensure that your microphone captures all your words and does not muffle your speech.

3.     Prepare Your Interview Questions

Consider the skills, experience, and knowledge that the role requires, and prepare questions to test the candidate in each of these areas. You should compose a list of universal questions for every candidate, and a list of questions that are specific to the candidate being interviewed.

4.     Develop a Candidate Rating System

Use a rating system to rate the candidate on each question you ask and other measures you consider important; for example, how the candidate presents themselves, their confidence, the language they use, eye-contact, etc. This will help you determine who the best candidates are as you move through your hiring process.

If you are using a blended interview strategy, in which some candidates will be interviewed in person while others will be interviewed virtually, then ensure that you score candidates consistently in line with your rating system.

5.     Give the Interview Plenty of Notice

Afford virtual interviewees the same courtesy you do in-person interviewees. You wouldn’t expect a candidate to attend your office within a couple of hours of being invited for an interview. Allow the candidate time to prepare, and you are more likely to meet the real person – ready to present their best self.

Ensure that you send an electronic invite to the candidate. Include the date, time, technology to be used (with a link), and any other information they may need to prepare for the interview.

Immediately Before the Interview

Before the interview, there are a few actions to take to make sure that the interview is conducted professionally and that you give the interviewee a good impression.

1.     Eliminate All Distractions

Ensure that others know not to disturb you. There is little more off-putting to a candidate than a virtual interview which is continually interrupted by others walking into your office.

In addition, turn off all other distractions – your cell phone, email messaging system, instant message alerts, and so on.

2.     Test the Technology

One final check will ensure that your technology is working, lighting and sound levels are correct, and that your background is professional. This can be done using the automated test in the application, or with your ITC account executive. (Have you met our leadership team, yet?)

3.     Dress Appropriately

Dress as you would for an in-person interview, but also remember that you are on screen – so, wear a shirt or blouse that doesn’t clash with your background.

4.     Ensure You Have All You Need to Hand

Have you got your interview questions and score card in front of you? Do you have a pen? What about a glass of water to ensure your throat does not dry?

The Interview Itself

During the interview itself, it is good practice to conduct it as you would an in-person interview. Stay focused on the interviewee, be mindful of your own body language, and remain professional throughout. Here are five things you should do during a virtual interview:

1.     Build Rapport

Introduce the company and yourself, and take a couple of moments to ease the interviewee into the interview. Be polite and smile.

Make eye contact by looking into your webcam when the candidate is speaking. This is alien to most people – it’s natural to look at the interviewee’s image on the screen and look there.

Ask a few rapport building questions to start – perhaps about hobbies or experiences with virtual interviews – before then moving on to discuss the candidate’s background. Let the candidate know it is okay for them to ask questions, especially if they need to clarify anything you say.

2.     Ask the Questions on Your List

Make sure that you ask all the questions that you have prepared for the candidate. As you do so, mark them according to your scoring system.

3.     Give the Interviewee Time to Answer

There may be a time lag between you asking a question and the candidate hearing it. This can result in an interview in which the candidate appears to be slower to answer. Take this into consideration, and allow time for the answer to come. If the audio or video stops or cuts out, explain what happened and ask the candidate to repeat their answer.

4.     Ensure You Have the Cultural Conversation

Cultural fit is as important as the fit on skills and experience. Some would say more so – skills can be learned, and experience is acquired. Make sure that you discuss your company and team culture, and your company’s values, and give an idea of the environment in which the candidate will be working.

5.     End the Interview with Next Steps

When the interview is closing, ask the interviewee if they have any further questions. Then, once you have answered these, explain the next steps in the hiring process, including how you will inform them of your decision.

Summing Up

In many ways, virtual interviews are the same as in-person interviews. You must prepare well for them, know what questions you must ask, and have a system that enables you to compare candidates effectively. There are, however, some differences. Being aware of these and using tactics to overcome any challenges will ensure that your virtual interviews run smoothly and add value to your hiring process.

To access a great pool of talent for your technology jobs, contact Irvine Technology Corporation today. We’re here to help you be the difference.

Technology Jobs In The Face of Talent Shortage

Technology jobsTechnology jobs in the face of talent shortage

Even as technology jobs, personal lives, and economies are becoming more connected, more digital, and automated in the next normal after COVID-19, the spotlight is on the next wave of innovation in information technology (IT). Apart from being the driver of America’s competitive edge, information technology jobs have continued to play a key role in shaping economic growth; as per Cyberstates 2018, a CompTIA’s analysis of the tech industry.  

Employment in the IT industry is slated to grow at a rate of 13% by 2026, faster than all other occupations. From cloud computing and big data storage to information security, the demand for skilled technology workers is on the rise.

CompTIA’s analysis reveals tech companies are looking for a broad range of skills in four specific areas of infrastructure, software development, cybersecurity, and data management. Across these four sectors, hiring companies are looking for mid-level workers with six to ten years of experience or early-stage workers with three to five years of experience. 

So how can the tech talent shortage impact your business?

Since 2010, in the U.S., tech-related jobs have grown by as much as 200,000 annually, as the U.S. economy is increasingly becoming reliant on skilled technology labor. 

As per a KPMG study, 65% of the 3000 technology leaders surveyed, named hiring challenges as the key factor that was impacting the industry. While these technologies are set to transform economies, there is a critical need for a capable workforce that can convert technical knowledge and exploit the immense potential of digital technologies.

  • Fintech is expected to face a tech labor shortage of more than ten million, leading to a $1.3 trillion revenue loss by 2030.
  • By 2030, Telecom and media will have to deal with a shortage of 4.3 million tech workers costing the industries $449.7 billion.
  • In the manufacturing sector, the deficit of tech workers will be as much as 7.9 million with a revenue loss of $607.1 billion.

Having the right IT talent and investing in upskilling your top talent are critical for business growth and success as technology will take center stage in the years to come.

How industry forecasts can be skewed

Your approach to IT staffing is key to finding the right IT talent. In the last 20 years there were three distinct periods of time when either employment was high and finding qualified candidates was difficult, or, there was a spike in unemployment and highly skilled candidates were in the market looking for a job.

The early 2000’s introduced the “ era.” Dot.Com This was a time when IT employment was very high and qualified candidates were hard to find. It was a difficult choice for candidates because they were lured by the instant wealth: “stock options in a startup company” versus the opportunities provided by stable well-established companies. When Venture Capital eased, many of these startup companies failed, laying off thousands of IT personnel. It took years for this talent pool to find jobs.

Later that decade (starting in 2008) the financial crisis hit 2008 Financial Crisis, many large firms closed and firms closely related were also greatly impacted. The result: layoffs were significant. Large numbers of high caliber IT personnel were looking for a job. Many in the IT field found other opportunities outside of IT while others remained searching for years. Most never realized the same compensation levels they had prior to the financial crisis.

Third, these last few years we once again have high employment Current Employment (and the future looks very good for continued high employment Employment Forecast), resulting in limited availability of qualified IT talent. This once again puts pressure on companies to both retain current employees and attract qualified candidates. 

Economic changes happen, as we saw with the recent COVID-19 pandemic. We are still navigating our way through those changes, and although an employment forecast may contain the most current data available, it is still speculative. There is no way to determine what the future will bring. Overall, IT will remain an integral part of a company’s success. Retaining and attracting the right people with the right skills will surely be a constant.



Tweak Your Résumé For Technology Jobs

Author: Nick Kolakowski.

If you have zero urge to start searching or starting in new technology jobs, it’s still worth updating your résumé: You never know when you might need it on short notice. (For example, if you’re a federal employee furloughed by the recent shutdown, you might have to make a quick decision to pursue a new technology career in the private sector rather than wait for the government to re-open.)

And yes, technology’s unemployment rate remains low—but that doesn’t mean you can walk into any company and expect a technology sales job, technology management job or a the technology job you want. Indeed, employers are increasingly interested in tech pros with sophisticated sets of skills; those with machine learning and artificial intelligence (A.I.) knowledge, for example, are in higher demand than ever.

With all that in mind, it’s worth readjusting your résumé to highlight your most cutting-edge and relevant skills as well as your best experience relevant to the job you are applying for. Here’s how to proceed:

Skill Selection

Many tech pros throw every skill they’ve ever learned onto their résumé. That’s not a great idea, even if it isn’t wholly their fault; many job postings list pretty much every kind of technology ever invented as either a “requirement” or a “nice to have,” which makes candidates paranoid that they’re not putting down enough stuff.

Instead, technology professionals should choose only those most relevant to the position. For example, if the potential employer is looking for an iOS developer, you should detail your knowledge of Objective-C and Swift, as well as the iOS SDK and any other developer platforms vital to the company’s specialization. Leave off anything that isn’t indispensable; the hiring manager won’t care about that random language you learned ten years ago.

And yes, sometimes employers hiring will list weird things under “nice to have” skills; in a bid to cast as wide a net as possible, technology jobs descriptions might list twenty different programming languages and thirty types of “relevant” software. When in doubt, list what you know (and only what you know—your knowledge might be tested) that’s actually important to the job, and trust that your experience and background will help soothe any fears on the employer’s part that they’re not landing someone with the right abilities.

Focus on Wordsmithing

As you work your way through your résumé, follow these tips:

Avoid self-praise and exaggeration:
It gains you nothing, and hiring managers in technology can generally see right through it.

Use a conservative font:
Helvetica is a good one; so is Garamond, Didot, or Proxima Nova. Heck, if you want to really play it safe, go with Times New Roman, but don’t you dare use Comic Sans. (Also see the section below: “Don’t Get Funky with Formatting.”)

Don’t overuse buzzwords:
Describing yourself as a “self-starter”, “Team player” or “passionate” (among other terms) is clichéd.

Focus on results:
Instead of “just” listing what you did at each job, list the most notable accomplishments; even better, include numbers that indicate the degree of success (i.e., “My team’s app increased bottom-line revenues by 25 percent or this initiative increased business transaction processing by 11%.”). That gives your technology recruiter or HR staffer the best possible idea of your capabilities.

Don’t Get Funky with Formatting

Some technology pros are gripped by the urge to make their résumé “stand out” with funky formatting and images. This is a really bad idea. Many companies use automated software to scan incoming résumés for keywords; weird formatting could screw up those platforms’ ability to recognize what’s in your document. Make it easy for hiring managers and machines to read your résumé.

Sure, you can find all sorts of stories online about job candidates redesigning their résumés to resemble Amazon product pages, Instagram profiles, and even Airbnb pages, but you should regard all those cases as outliers; for the most part, recruiters and hiring managers just want basic information on your skills and experience. (The exception, of course, is designers, who may need to demonstrate a little more visual flair in their applications.)

Yes, You Need Outside Readers

Here’s a good reason to revamp your résumé well in advance: If you do it the night before a job posting expires (which happens more often than tech pros would like to admit—hey, you’re busy, okay?), nobody else will have a chance to scan it for errors. And even the most eagle-eyed writer occasionally messes up. Find two or three technology experts who are willing to give your writing a scan, and provide tips for the next draft—it will only improve your résumé.