No one wants to play from behind. Whether in sports, projects for work, and especially in their job search. Think about it like this: in IT, it’s encouraged to approach systems proactively. Therefore, wouldn’t it make sense to approach your career the same way? Too often, Jobspring Partners has seen extremely competent candidates unexpectedly laid off, from no fault of their own, who come through our doors desperate for a role that fits their skillset. At that point, the candidate is playing from behind, when they could have been proactive and taken the power in their own hands before becoming unemployed.
Be Proactive- Start Your Job Search Today!
Had this candidate simply considered working their network and remaining connected with their closest peers to stay updated on openings in the market, they could have positioned themselves a bit better in case of the emergency that ultimately did happen. Like most things in life, the best time to prepare for the worst is before the worst can happen.
If you need more convincing, below are a few of the reasons why you should be looking for a new role while you are still working for your current employer:
The Benefit of Time on Your Side
Think critically: how long could you truly support yourself and your dependents without a reliable income? Is that two months, six months, one year? Regardless of the length, this is the maximum amount of time you will have to find a suitable replacement position once you’ve left your current role. However, if you begin looking while you’re already gainfully employed, your timeframe for finding a new role increases exponentially. Without being taunted by upcoming bills without an income, you can focus your search on a position that excites you or will drastically improve your career trajectory rather than just attempting to make ends meet.
Get Busy Working or…
Time and time again we’ve been told by hiring managers that the best candidates are the ones who are actively working. After all, employed candidates are continually proving themselves as assets to their current company. A notable quote from “The Shawshank Redemption” says, ‘Get busy living or get busy dying’ and the job market is the same way. If you’re not showing yourself in the day-to-day as employable and beneficial to a company, you will be making it harder on yourself to find a new job as time goes on!
Visit your local Jobspring Partners today to start finding your dream job!
Not Under Pressure
Have you ever wanted or needed something so badly that when you were put into a situation wherein you could get whatever it was that you wanted or needed, the pressure was simply so much that you botched your attempt to get it? Unfortunately, this happens quite often during interviews when one is facing unemployment. Contrast this with interviewing while you already have a comfortable employment situation: you will be taking a significant amount of pressure off yourself and will ultimately lessen the likelihood of self-sabotage while interviewing for the new role!
Get What You Really Want
What You Really Really Want
Finally, if you’re interviewing while currently employed, you’ll have more control over dictating your final offer! The same factors apply here as they did above, but the final offer now needs to be better than your current for you to leave your job. This doesn’t have to come down solely to money, but everything in terms of compensation should line up – focus on the total package that the company offers. Not only will you have the upper-hand to hit that higher salary number, but you can also potentially leverage your current job to get additional vacation time, flexible hours, stock options, equity, or a myriad of other perks that can be included when the offer is extended!
So, if you find yourself in a position that isn’t perfect or you feel the winds of change approaching, make sure to keep your eyes and ears open to all new and exciting opportunities. With the benefit of time, it may even be correct to call your localized and specialized recruiter, and make an appointment with them. They may open doors for you that you never thought possible!
In today’s technology driven world, change happens fast. We’ve come to expect it. If you’re someone who thrives on exploring solutions to new challenges, why should your career path be any different? Over the past five years contracting has seen a steady rise in popularity among tech companies because of the opportunities it offers both job seekers and employers.
Contracting Offers Unique & Flexible Job Opportunities
The technology industry is currently seeing its lowest ever unemployment rate, opening the door to fulltime and contract employees alike. More and more candidates are turning to contracting to build their resumes, work with Fortune 500 companies, and help with their work life balance. Jennifer Grasz at Career Builder has this to say about the future of contracting, “The demand for temporary labor will continue to be strong as employers strive to have more flexibility in their staff levels. 51% of employers plan to hire temporary or contract workers in 2017, an increase from 47% last year. 63% of employers plan to transition some temporary or contract workers into permanent roles in 2017, up from 58% last year.”
Do you want to spend more time with family during the holidays and summer vacation? Click to find a seasonal contracting opportunity in a city near you!
You Can Earn More as a Contractor
One of the biggest misconceptions about tech contract jobs is they pay less on average than fulltime positions. While it’s true that fulltime employees make a yearly salary and contractors get paid by the hour, there are many other factors to take into consideration when calculating your potential earnings. For instance, if you work more than 40 hours in a week as a fulltime employee, you won’t be paid for your extra effort while contractors get paid 1.5x their hourly wage for overtime. This can have a huge impact, especially in the tech industry where employees often work extended hours.
Enjoy Benefits as Contractor
Surprise! The biggest misconception about tech contracting is that you won’t receive benefits from your employer. The reality is, as a contractor with Jobspring Partners, you are eligible to receive benefits that kick in after thirty days of employment. You accrue sick days beginning on day one of employment. Want to start investing for your retirement? You are eligible for the Jobpspring Partners 401K and will be automatically enrolled after the first 6 months of the contract assignment. Full health coverage including dental and vision insurance kicks in after 30 days of your start date. In addition, there is an option to use a Health savings account to put away money for your health plan every month that is pre-taxed. Beyond these basic benefits, you can also enjoy commuter benefits you can use for parking, public transit, metro, or bus.
Make the money you deserve and explore contracting opportunities in a city near you.
Use Contracting to Improve your Tech Stack
Contracting gives engineers the opportunity to focus on newer technologies, increasing their value as a subject matter experts in niche tech fields and opening themselves up to more lucrative opportunities in the future. It’s a great opportunity to get your foot in the door with tech giants who are only looking to hire contractors. Employers love seeing candidates with diverse backgrounds working on unique projects. We like to call them “unicorns” in our industry.
What Employers Gain from Contracting
The contracting model gives qualified candidates the freedom to develop their skillsets while being exposed to many different projects, technologies and work environments. But it also offers unforeseen benefits to employers looking for qualified talent. It gives them the opportunity to have “try-outs” for contractors hoping to find a permanent position and allows them to bring in highly specialized engineers on a project-basis they wouldn’t ordinarily be able to afford fulltime.
For all these reasons, contracting has never been a more viable option in the tech industry than it is today. There are many misconceptions about contracting in the tech industry. That’s why it’s important to do your own research, weighing the pros and cons of contracting versus fulltime. The results could surprise you!
With the lowest average employee tenure among leading industries at about three years, building your own brand in the tech industry has never been more important than it is today. “You should devote about 5% of your time to high-leverage marketing activities,” says Anthony Fasano, Executive Director of The Engineering Career Coach. In an ever-evolving tech climate, it’s important to stay in-the-know and position yourself as a desirable a candidate as possible so that when the next big opportunity comes your way, you’re ready to take advantage of it.
Whether you’re a seasoned professional or fresh out of a coding camp, here are some tips, tools, and resources to help amplify your personal brand:
Targeted Networking – Rubbing shoulders with established tech managers and recruiters is one of the most effective ways to stand out in the job market hay stack. When you meet someone, you’re being indirectly introduced to their network as well. Before most jobs are posted online, they’re filled either internally or through a professional reference. One study conducted by the Institute for the Study of Labor (IZA) claims referrals are five times more likely to be hired than job post respondents. Another study found that as much as 70% of open tech jobs will not be posted given the uniqueness of the tech job market. Not only attending, but also speaking at technology meetups is an efficient way to jump start your targeted networking effort. It helps position you as a thought leader in the local community and presents warm entry points with influencers in attendance.
Check out our events calendar for free local tech networking and speaking opportunies!
Sloane Barbour, Regional Director of Jobspring Partners New York, has additional insight on what qualifies candidates as thought leaders:
“To be considered a thought leader, candidates would need to have significant contributions to a popular open source framework, have written and published a notable book for developers, or have spoken at a prominent conference.” - Sloane Barbour, Regional Director of Jobspring Partners New York
Aggregate Your Online Portfolio – Publish projects on platforms like GitHub, HackerRank, Kaggle, and BitBucket. These projects will provide hiring managers with valuable insight in regards to your thought process as an engineer. Is the project clearly described? Does the project leverage open source libraries and frameworks? Is the code well-organized? How many completed projects are in the portfolio? How often are new projects uploaded?
Build a Personal Website – This serves as your brand’s home base and a soapbox to showcase your skillset. According to Workfolio, 56% of all hiring managers are more impressed by a candidate’s personal website than any other personal branding tool. About.me is another valuable online tool to present who you are and what you do in a comprehensive and appealing fashion.
Looking for your next career move? Check out our job board for local opportunities!
Lead Online Discussions – Contributing to forum discussions, webinar chats, and online communities can also help develop your extended network and provide access to decision makers and thought leaders that you’d have never met otherwise. Popular platforms include LinkedIn, Twitter, Facebook, Quora and Reddit, some of which you can also publish your own original content on. Writing articles as a contributor to platforms such as Business Insider, The Muse, Medium, Forbes, or technical publications can also spark the conversation and grow your impact as a subject matter expert.
Tailor Your Resume – Your resume should be adjusted for each job you apply to. Emphasize the most relevant skills required for the job in your summary, skills section and in your work experience. The ideal resume length is one to two pages, so avoid cluttering it with irrelevant experience. It should be easy to navigate and reflect your ability to provide a solution for a current business need, as well as showcase any subject matter expert contributions you've made as a thought leader.
Collect Professional Reviews –Professional reviews from past co-workers, managers and clients can help separate you from the rest of the pack by building trust and credibility. Position them prominently on your website and link back to them on your job search collateral. Only reviews from friends and family are trusted more than online reviews, according to research done by Vendesta.
While all of the above methods are effective, utilizing even one or two should prove beneficial. It’ll take time, effort and patience, but the end result will be a steady flow of relevant information for your next job search and an ever-expanding network of influencers and decision makers alike.
Jobspring Partners' Silicon Valley office has been selected for the 2017 Best of San Jose Award in the Employment Agency category by the San Jose Award Program.
Each year, the San Jose Award Program identifies companies that they believe have achieved exceptional marketing success in their local community and business category. These are local companies that enhance the positive image of small business through service to their customers and our community. These exceptional companies help make the San Jose area a great place to live, work and play.
"It's an honor to recieve the "2017 Best of San Jose" award. We've worked hard to build a positive reputation in the recruiting industry and our local community," says Jason Cooper, Division Manager of Jobspring Partners in Silicon Valley. "We appreciate the recognition and will strive to continue providing superior service to our clients and candidates here in Silicon Valley."
The winners are determined based on the information gathered both internally by the San Jose Award Program and data provided by third parties. Recognition is given to those companies that have shown the ability to use their best practices and implemented programs to generate competitive advantages and long-term value.
The San Jose Award Program is an annual awards program honoring the achievements and accomplishments of local businesses throughout the San Jose area. Their mission is to recognize the small business community's contributions to the U.S. economy.
With over 400 highly specialized tech recruiting professionals across North America, our agency experts know firsthand how people think and act during the hiring process. Our 2016 research study debunks the biggest misperceptions for tech job seekers and offers helpful advice on how to navigate today’s competitive job market. Here are the four most common myths you should know:
Myth 1: “If I don’t have all the required skills, I shouldn’t bother applying for the job.”
Advice from the experts: “Know where you stand and act accordingly. If you’re less qualified, be prepared to make your business case upfront on your resume or cover letter as to why they should still consider you. Always apply to jobs even if you are not sure since you are applying to the company (not just the job). Other jobs may exist that will be a better fit. Also, job specs can be very fluid in tech and some companies can/will adjust requirements and provide training for the right person.”
Check out which companies are hiring by applying to one of our many tech jobs online!
Myth 2: “If I’ve been a job hopper, potential employers will not consider me for the position.”
Advice from the experts: “It’s not the WHEN, it’s the WHY that counts most when explaining job hopping to a potential employer. There are many completely understandable reasons for leaving a job after a short period of time. Make sure to specify any of these acceptable reasons for leaving directly on the resume to avoid any negative stigmas.”
Read why "Don't be afraid to try different things" is tip #3 in "5 Tips For Young Professionals Who Want a Career in Tech"
Myth 3: “If the company has no job postings online, then they must not be hiring.”
Advice from the experts: “The elusiveness of the tech job market means that candidates should never rely on job boards alone. They should leverage their networks as much as possible and also work with a localized, specialized tech recruiter who uncovers these hidden jobs on a daily basis.”
Let us help you discover your dream job - Contact a Jobspring Partners in a city near you!
Myth 4: “If I’m the leading candidate for a Perm position, I should be able to negotiate my starting offer as high as I’d like.”
Advice from the experts: “As highly qualified as a tech candidate may be, there is and will always be competition. A candidate’s savvy negotiation and education on the marketplace (via salary reports) is expected from employers. But when candidates exhibit indulgence or entitlement in regards to a potential offer, their well-intentioned actions could backfire on them.”
Find out the Expectations versus Realities of Working in Tech
There are several myths out there about the tech job market, but the key is to identify these myths and not fall into the trap that many other job seekers may unknowingly fall into. To sum up, (1) if you’re less qualified, be prepared to make your business case upfront as to why a company should still consider you; (2) if you’re a job hopper, be sure to specify acceptable reasons for leaving on your resume to avoid negative stigmas; (3) never rely on job boards alone, instead, leverage your network and work with a specialized tech recruiter in your city; and (4) don’t be that candidate who exhibits indulgence or entitlement in regards to a potential offer – it could backfire on you.
Contact a local Jobspring Partners today and let us help you kick off 2017 on the right foot.
With the tech-industry unemployment rate dropping to an impressive 2% nation-wide in 2016, it is easy to understand why hiring managers and human resource departments alike are experiencing heart-ache when thinking about tech hiring initiatives this year. Having worked with a few military veterans throughout his career Del Crockett, Regional Director of Jobspring D.C., gives us three great reasons why companies should hire veterans to address their biggest hiring problems.
As a high technology recruiter for the last decade, I have seen my fair share of hiring markets over the years and I can easily say that today's hiring landscape is the most difficult I have seen in my career for companies to navigate. Quite simply, we are looking at an Economics 101 problem to the max degree: High demand and nearly zero supply.
In an attempt to curtail the depressing amount of supply on the market, numerous development boot camps have popped up in an attempt to teach non-technical professionals to become developers. Although that has been questionably effective, it got me thinking, what about our military veteran resources out there? How are we overcoming common misperceptions and utilizing their unique skill set to impact technical hiring agendas?
The squeeze on the technical talent pool has not only forced companies to broaden their technical expectattions, but also take into serious consideration the "soft skills" and/or "intagibles" that can end up making a candidate a fantastic hire over the long term.
Over the last few years, companies have started to make that exact adjustment. I am regularly seeing companies make offers based as much on intangible soft skills as they are technical abilities. With that trend inevitably growing as the market continues to tighten, it is a great time to be looking at our veteran's as a high quality option to fill technical roles.
1. Prospective tech candidates do not fit the team culture
Company Feedback: If I had a dollar for every time I received feedback from a hiring manager stating that a candidate was "technically great, but not the right culture fit"...The truth is that culture fit is beyond critical, especially for small to medium sized companies. Most clients I work with will overlook some technical ability to find someone with a "go-getter" attitude that is ready to learn. In a hiring landscape dominated by more and more candidates feeling entitled due to the current demand, it's not unusual to see hiring managers pause when faced with the decision on someone who might be a detriment to the team/company culture.
Why hire a veteran: Teamwork and trainability are possibly a veteran's best attributes. Early on, those in the military learn that in order to become a good leader, one most be a good follower. Rising through the ranks is a right of passage that must be earned and the same can be said in most companies. Finding a candidate who believes in these concepts will ultimately benefit the growth of the teams, its operation, and overall retention rates.
2. Prospective candidates lack experience executing under pressure
Company Feedback: Let's face it: Programming environments have their moments of being high pressure, there is no way around it. Start-ups? How about every day! With the typical development team working on a two-week sprint cycle, the ability to handle deadlines calmly is as critical as the quality of code you put out. Similar to coaches, hiring managers love finding job seekers who they can count on, come crunch time. Not everyone has the mental strength to execute come "crunch time" on a consistent basis. You're either clutch or you're not.
Why hire a veteran: Needless to say, veterans have become accustomed to making important decisions (sometimes life dependent) for themselves and their team under the most intense situations. The ability to solve problems under the most unparalleled circumstances is a quality that every hiring manager can use, especially at start-ups.
Are you a veteran looking for a job? Apply to a job in D.C. or a city near you!
3. Prospective candidates are too "big picture" focused and lack attention to detail
Company Feedback: With famed companies such as Facebook and Google constantly re-shaping the technical landscape, it is understandable that many of today's candidates can find themselves getting hyper-focused on today's "hottest new technology." Unfortunately, for many hiring managers, that latest technology may or may not be a critical element in their current production enviornment. Even when it is, many candidates only understand the overarching general concepts rather than the in-depth details on the "why" and "how" the technology can be utilized in a real production environment. This inability leaves companies vulnerable to low quality code and implementation, causing bugs, delay, and often-times, resentment within the team ranks.
Why hire a veteran: Officers and soldiers in the field are trained to keep an impeccable sense of detail with everything they do. From the way they dress and keep quarters, to addressing tiny logistical details on the battlefield, veterans are trained to embrace the responsibility of always being meticulous, while working towards the big picture. This is a trait that is nearly impossible to find in today's hiring market. Considering that the slightest mistake in a line of code can be the difference between a product being received well from users and the same product totally failing due to bugs or security concerns, having staff who embrace "getting lost in the details" can make all the difference.
According to Joseph Kernan, NS2 Serves Chairman and Vice Admiral (Ret.), U.S. Navy, in an article from the Business Journal, "Hiring a veteran not only provides your company with a devoted employee who has the potential to become a highly productive member of the team, but you're also giving a deserving veteran a fresh start in post-military life and a chance at a fulfilling career." Looking to hire a veteran? Contact Jobspring here so we can help find you the right talent for the job.
Ready to start job searching? Here are some resources to help guide you to a job you'll love:
With Halloween right around the corner, you might have already been thinking about your Halloween costume - but don't dress up by yourself! Put together a costume for you and your team to show off during work on October 31.
Not only is it a fun and unique way to collaborate together but according to US News, “these exercises can help employees work on more serious issues, such as learning problem-solving techniques and improving communication skills. This all helps them to build trust, which goes a long way toward achieving better communication.”
Additionally, according to Great Places to Work, creating a space to celebrate seasonal events, such as Halloween, can go a long way toward building camaraderie at work. The global authority on high-trust, high-performance workplace cultures cited 30-to-40-percent higher levels of employee collaboration, cooperation and willingness to give extra to get the job done at organizations with strong levels of camaraderie. (Business Wire)
So get ready to build your workplace culture and dress up as someone else for All Hallows' Eve. Here are some fantastic examples of group Halloween costumes ideas, as dreamed up by our own teams across North America.
Pay homage to your favorite franchise...
Why is strong work culture so important? Read how it relates to your next job.
Throw it back with a nostaligic costume...
Legends of the Hidden Temple
Maybe you just want to be comfortable and "onesie" with your team...
Village People / YMCA
Want to join the fun? All 10 Jobspring locations are hiring!
Last but not least, go as your favorite Programming Language!
Chef, Puppet, Ansible, AWS
Mustache, Backbone, React, Batman, Knockout
Red Hat, Chef, Linux, Jenkins, Python
Building a strong company culture begins one day at time, but it's how top tech talent will accept the job offer and stay for years. When looking for your next job, consider if it's the best culture fit. If you are currently searching, let us connect you with some of the top rated and award winning companies in your area!
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Company culture is no longer a nice-to-have for your employment brand or at your current job. According to Indeed’s 2016 Job Happiness Index analyzing over 10 million employee reviews, culture ranks #3 – over both compensation & benefits AND job security & advancement – as to what makes a job satisfying overall.
Company culture isn’t something that can easily be built overnight. It’s a unique blend of employee traditions, values, and vision that everyone can share in the work environment. You can see it in something as simple as happy hour after work, rewarding a team goal with dinner, or the lunchtime ping pong tournament.
The truth is, to build a company with a strong culture, there has to be a balance of work and fun that starts at the ground-level. Culture-building activities like these unique activities will keep everyone on their toes, as well as build rapport between team members.
1) Unique Dining Experiences
Go beyond the typical happy hour or Taco Tuesday. Seek out unique dining experiences that will keep people talking about more than the food. One example is LA’s Dining in the Dark Experience, where guests are seated in pitch black darkness. If you take away the visual element, would the food taste better? Without eye contact, would the conversation be more open?
Culture is just one piece of the puzzle. How do you know you’re at the right job?
2) Escape Challenges
Engineers work together to solve tough problems all the time, so why not put those skills to test in a mock life-or-death situation. Escape rooms can range from escaping a hell house to solving a mystery in space! With the clock clicking down the entire time, teams either triumph or have a hilarious time scrambling to solve the puzzle. Escape or capture, the team synergy will be flowing by the time the clock runs out.
3) Sports Leagues
No matter what sport you choose – bowling, ultimate Frisbee, kickball, or beyond – nothing builds teamwork like sports. In Chicago (pictured below), the office all came together to play softball and ended up winning their league! The employees became culture and brand cheerleaders as they plastered the win across social media. Choose a sport that is fun to watch and play so you can get everyone involved.
Want to join the fun? We’re hiring at Jobspring Partners across North America!
4) Experience Nature
Every week, most employees spend hours indoors, perhaps without windows. To unplug and experience raw nature on a hike or a beach day can not only build great relationships, but help everyone refresh and recharge. Get away from the screen for a day while also getting in touch with the world outside your office building. Think your team might get bored instead of engaged? Throw in a scavenger hunt or a game of ultimate Frisbee.
5) Community Service
Everyone wants to make an impact in the world and, either through small projects on their own or in more organized settings, the feeling is rewarding and deeply universal. By tackling a large project as a group, you can carry out a larger project to completion, with the satisfaction that as a part of the company you’re contributing to the greater good. You’ll also know it was only possible because everyone lent a hand. Prime culture-building while giving back! (Below: Jobspring Boston volunteering for Cradles to Crayons.)
These are just a few activities you can try with your team or suggest to your manager. Ultimately, you want to ask yourself what will make your group excited to participate. Capture these moments and display them where everyone can see as a reminder of the strides you, your team, and your company are making toward greatness. Moments like these can help you create a strong company culture where people look forward to coming into work every day.