Posts in "Employer"

3 Effective Techniques to Retain Top Remote Talent

March 31, 2020 Comments Off Roxana read

It is very big deal for the majority of us if we go to a restaurant and we decide to order something different for the first time in our life. The second after your order is placed some of your thoughts dwell upon why have you ordered something different today? Or like I should have ordered my usual dish etc. You may well feel a little remorse inside you. After minutes of waiting, the waiter brings out the new dish you ordered, you take a bite of it and to your surprise it is superb and fantastic.

This feeling is the same feeling we experience after we hire someone who is capable beyond our expectations. There is a lot of satisfaction in finding the best talent who can easily understand the processes and culture of your company.

In the view of some of the managers the difficult step is to find the employees that can exceed their expectations and can perform a kickass job. True talent is tough to find literally it is like finding diamonds. But still it is not finding them that is the most difficult aspect. To tell the truth the hardest part of them all is to make the employees stay in the company also known as generating employee retention.

Gallup conducted a study according to which, the statistics on the United States employee engagement (2018) showed that despite the fact that there has been an increase in employee engagement of up to 35%, 17% are entirely disengaged, and 54% are in the category of being ‘not engaged’. Almost half of the American employees usually quit their old jobs as soon as they find a better job.

There are three effective techniques for employee retention if you are managing one employee a few individuals, a fully distributed team or you are between the job hiring process. These techniques are as follows:

Make an onboarding strategy

Onboarding is the main challenge that is faced by distributed companies. During an effective onboarding process, the new employee learns what the expectations for their initial performance really are. It takes a remote employee 6 to 7 days to get onboard according to DistantJob. Introducing the team, making sure the employee has the knowledge of all specific tools and setting up a time-zone availability window are the things to keep in mind during this onboard period.

Onboarding allows the employees to feel empowered and connected with the company on how to perform their tasks. One of the most important things to do at first is to make the new employees feel part of the company. Many pieces of research have shown that when employees are correctly onboarded, there is a 59% chance that they will remain in the organization after three years. So, if you don’t have any plan or a strategy for accomplishing this, it is possible that you will end up losing some of your best employees.

Tip: It is a very big mistake to think that the employees will figure everything out on their own.

Communication is compulsory for employee retention

Many books pretend to sell the magic formula to make the income rise or the last invention for replicating a company’s output. Which is very good, what we all want is to earn money, to have a better business and to produce more. In order to have a good company, it is important to have concrete bases in simpler aspects, like in communication.

Communication seems to be an obvious yet simple element. Nevertheless, in a distributed workforce, it is one of the major pillars that the businesses require to take care of. The leaders should have a two- way communication in the business environment.

Prioritizing communication allows managers to have effective leadership by increasing confidence and trust. It tends to make the employees and the employers have the need to give productive feedback, with the purpose of continuously improving and growing.

We have to keep in mind the thing that communication isn’t only sharing ideas and talking. Listening is also a very important part of it. Employees are eager to be a part of establishments where they can build their own identities and can have a voice. According to many studies, a key factor in retaining employees is to give them the feeling that their voice also matters. Employees who feel comfortable speaking up and sharing their views are more likely to stay with the company.

Applying a life and work balance motto

“Work hard and play hard” is one of the most motivating yet clichéd and common quotes of all time. The goal of the majority of the people is being able to travel, to buy a house, to create a business, to eat the best food. They have to work very hard to achieve these goals.

It is true that the virtual teams incline to be more dynamic and they work extra hours. They are the rulers and leaders of their time. When they are at home, they have fewer distractions at home which allows them to focus more on their work.

The employees will highly appreciate If their managers respect their weekend days, vacation time, and reassure them to take breaks during duty hours and to work only during their 8 hour time (or the hours mentioned in their contract,) this is something that will be highly appreciated. There is no doubt that the hard-working employees give exceptional results, but so do the ones that have a balanced life.

Do not take your employees for granted

One of the most common mistakes is the managers thinking that their employees would always stick with them. The entire world is their market place and that is why the world has a lot of opportunities for them, especially if they are working remotely. That is the reason that one of the most operational employee retention strategies that are used by the managers is very simple: It consists of maintaining a relationship with their employees and caring about them and their work.

If you are looking for the top remote talent you don’t have to worry anymore; we got your back! At StaffAugmentation, we are experts in recruiting the best remote staff for you. For further details, you can contact us. We will be very happy to help.

Employer

How to Become a Completely Remote Company for the long Term

March 26, 2020 Comments Off Roxana read

There are so many benefits to managing remote staff. You have lower overheads, greater access to talent, and a team of employees who are happier, more productive, and more loyal to you. Here are 5 things that will allow your company to become remote for years to come:

Lead by example

This might sound backward, but, remote work should begin with your leaders. While you may feel it is more sensible to have them nearby, you will find that team members are more likely to want to work from home when they see their leaders doing the same.

Ensure that your leaders and managers are aware that you are looking for a ‘top-down’ change and that their participation is critical in the future of the company becoming remote. As we mentioned before, people aren’t comfortable with change, but when they walk past a coffee shop and see their leader working comfortably, it won’t take long for them to want the same.

Increase transparency and communication for the entire remote staff before the change

In 2019, Buffer’s State of Remote Work stated that communication and collaboration were two of the biggest obstacles of remote work. Working in the same location allows for problems to be resolved instantly, the same can’t be said when you are waiting for someone to reply to an email.

By increasing communication, it is more likely that everybody will receive the necessary information. Arrange frequent and regular virtual meetings, provide employees with the right communication tools like Slack. Emails still have their place, but for remote work, you need to show your employees that there are better methods. Ensure your managers are in contact with team leaders as this will encourage team leaders to stay in touch with team members.

Encourage collaboration

Another challenge is getting everyone’s ideas and input when you are working with people in different time zones. Waiting for everyone’s input can lead to delays in decision making. One excellent solution employed by GitLab is to have a team member known as the DRI or directly responsible individual. The DRI will collect the opinions and insights from team members and then make the decision.

This method installs trust in your employees as well as getting decisions quicker. Your DRI must have the confidence to make informed decisions without unnecessary delay.

Break down larger projects into smaller ones

Another solution to combat different time zones is to have employees work on sections of a project that can be sent for review, but while they are waiting, they are able to continue working on the next section of the project. The other advantage of working in this way is that is there is anything that needs adjusting, it will only be a small section.

It will be down to you to explain this process to your employees so that they can understand the benefits. You will also have to be the person who breaks the project down into smaller parts, especially for projects that might not have obvious sections.

Make the most of your handbook

If your company has a robust and comprehensive handbook complete with documentation, policies, and procedures, employees can turn to the handbook before needing to ask colleagues. It is critical that the handbook is updated every time the company makes a change and that employees are updated about the changes made.

In Conclusion

The world has experienced a scary number of changes over a matter of days and weeks and this can certainly be seen in how we have had to adapt the way we work. In some cases, companies have had to go completely remote with very little notice. It is essential that company owners do everything in their power to make remote work a positive experience now, so that when the crisis we are in now begins to fade, employees do not dear the concept of remote work, rather embrace it and enjoy it.

Employer

The Effects of Coronavirus on Your Remote Team Management

March 24, 2020 Comments Off Roxana read

For many, the switch to remote working has been sudden and unexpected. Business owners have had no time to prepare workers or infrastructures for this giant adjustment many of us are facing. Thanks to insights from GitLab and LinkedIn, we have compiled some advice on how to cope with the significant change in how we are now working and some other tips on how you can get the most out of remote working in the long run.

Transitioning Your Team in the Emergency Situation We Face Today

Create a remote leadership team

You might say this is a bit of a butterfly effect situation where something that appears straight forward can cause a rippling effect into a tsunami. Quickly assess the managers and leaders you have and see who has remote work experience and use them to create a new leadership team.

A key part of this team’s job will be to monitor the challenges workers are facing in real-time. Because of their previous knowledge, they will be able to prioritize these challenges and select directly responsible individuals (DRIs) to look for the best solutions.

Find the best method to keep everyone informed

Use a company website or one of the many repositories in Notion or Ask Almanac, but this should be your single source of truth for company questions, doubts, and concerns. Every employee must have access to this source of information, and it must be updated regularly. The Coronavirus has caused worldwide confusion, so being systematic about how you provide information is critical to reducing the confusion within your organization.

Depend on formal and informal methods of communication

One of the biggest adjustments that employees have to get used to is the reduced amount of communication. But if you want your productivity to continue at the same pace, you will need to make sure that employees are able to communicate with you as and when it is needed. Your team might even benefit from an “always-on video conference” where people can join in when they need something.

One take away from the experts is that honesty is vital in this time of crisis and this must. Go both ways. Not everyone is going to like the idea of working from home right now, especially if they are at home with children on lockdown. Leaders will want real-time updates, but it might not always be possible. So, perspective and transparency are key.

Only use the necessary tools

Realistically, all you need is a company-wide chat tool like Google Docs and a video conferencing platform such as Zoom. If employees need to access internal systems via a VPN, clearly instruct them on how to do so. Because this is a unique situation that has left many people in a difficult situation, now is not the time to be adding fancy new tools. Company documentation must be a focus, updated company policies and protocols must be shared with everyone in a familiar way.

Encourage a change in your office culture

As a general rule, we don’t like change, and this couldn’t be truer when a global health crisis is occurring. If your organization has never worked remotely before, this is going to be a massive change, so make sure your employees know that it is a process everybody is working on together. Most importantly, managers and leaders must be seen to embrace this change so that team members follow suit.

Employer

The Financial Benefits of Going Remote with Your Business

March 19, 2020 Comments Off Roxana read

Unexpected and scary as it might seem, the fact is that right now, remote working is quickly becoming the new normal. The spread of COVID-19 has caused companies to flock to telework as an alternative to keep their staff and clients safe while continuing operations. Naturally, this sudden switch is concerning for those in the financial department, worrying about the potential negative impact. However, there is also a substantial potential economic benefit to having staff work from home, and not just in the short-term!

The daily cost of business-as-usual is high – higher than many even consider. The price of office space, equipment, maintenance, and worker travel expenses all add up for both employees and business owners. It’s not only these either; think smaller, from business clothes to lunches to work phones, everything costs money in a way that could potentially be avoided by remote working practices, especially in our increasingly digital and intercommunicating world.

There are a whole host of potential financial benefits for both employees and employers from remote working, especially as more and more jobs are done online and can, therefore, really happen from anywhere. Here are four main benefits to consider.

Save on the Commute

This one is especially for employees, but it also applies to those employers who contribute to or cover travel expenses. It’s just a fact: travel is expensive. Unless you are lucky enough to live within walking distance, the work commute costs daily for bus tickets, gas, and insurance for your car, a metro pass, or any other way to get to work other than your own two feet. It’s not just that, though; there’s a draining emotional cost to spending hours traveling, too. Back to financials again, for those who drive, every mile you spend driving too and from work is a mile depreciated from your car’s value – losing your money when you eventually trade-in. If you live with someone who also works, you likely have to pay all these fees twice!

On average, cutting out travel costs can save $100/month for every employee. That kind of money can add up fast, whether saving for something specific or being placed in an investment. For employers, it’s the kind of money that could go towards employee morale, better hardware, or other promotions for the business.

If you live in the city and can swing it, getting rid of your car entirely can help you save even more money! No insurance and no gas costs mean less outgoing income, which is rarely ever a bad thing.

Money is time, and time is money.

Cliché? Perhaps, but it exists for a reason. Without getting too morbid, our time is limited, and every minute is precious. Even outside of that, from a purely business sense, time spent traveling is time not spent working! The average travel time for an American going to and from work is around half an hour each way. Using this average gives an output of five hours per week, and 260 hours – 32.5 days – per year spent on the commute alone.

Remote working eradicates this, and the benefits to the employee are apparent. Meanwhile, the employer may be handed those extra five hours for more meetings, quicker customer responses – anything that will boost productivity. A relaxed employee who hasn’t had to sit on a city bus is going to be more helpful, too!

Speedy Retirement

This one is just for the employees, because if we’re honest, no matter how much we love our jobs, we rarely want them to be forever. The only way to speed up retirement is by having the money to support yourself – and the modest savings here and there when you work remotely are perfectly capable of helping you do this. Even if you only save a small amount each month, putting it away for later will build up, and every saved penny is a saved second of work in your later life. And there’s more potential to have money to save when you’re working from home, too: use the extra commuting hours to put in some overtime, and you’ll earn it back at the other end!

Employer-Specific Advantages

The remote staff has a lot of apparent benefits from telework, but vast amounts of money can be saved by business owners, too. Surveys put the number of employees who would prefer the option to telework over a raise at around 1/3 – meaning you save money on wage increases and have happier employees to boot. You can potentially save tens of thousands of dollars per year, too, on expenses like:

Office space (especially in big cities!)
Relocation packages
Location requirements on job listings (limiting potential employees and wage restrictions)

When physical locations are required, renting or sharing is easy enough.

Hiring remote staff is not just a temporary problem-solution in response to the virus, then, but a way forward that could potentially benefit employers and employees alike permanently.

Employer

Combating the Technical Talent Shortage in Today’s Market

March 17, 2020 Comments Off Roxana read

For the most part, low unemployment figures are an excellent thing for the country – but they can certainly be frustrating when you’re trying to recruit new talent! It goes double in the IT sector, where unemployment affects less than 2% of qualified talent. It is a drastic change since the turn of the last decade, but as technology evolves at a breakneck pace, the supply of professionals simply can’t match demand, with experts often staying on the job market for no more than a week at a time.

How, then, can you ensure you’re snapping up the best talent for yourself to help your business. The answer is to be a bit more flexible than traditional hiring practices typically suggest. You will need to turn your thinking around and tackle the market in a new way to secure the most exceptional IT professionals and make your company flourish.

In IT, Aptitude Beats Experience

It might go against your initial instincts, but the ever-shifting, ever-evolving world of technology, it can do you better to hire based on potential rather than the track record. Twenty years of experience in IT systems is, of course, impressive, and a solid background is invaluable. Still, a new graduate may be more suited to learning new technology, and the room they have to grow within the role is likely to help them retain loyalty in the company. An employee with nowhere to go is an employee who will eventually move on.

Consider hiring on temporary contracts (six months is standard) or a trial basis. This method is a risk-reduced way to get the freshest talent and make sure both they and your company suit each other before committing to anything long term.

There’s a more straightforward reason, too – a new professional is much more likely to accept your offer quickly than someone with a wealth of experience, as well as more likely to be able to start straight away.

Find that balance and get the best fit for you and your company, and you will thrive.

Don’t Take It Slow

On average, IT professionals are interviewing with three companies at once. Miss out on the unnecessary parts of the drawn-out hiring process and get from point A to point Z quickly before the candidates are gone. Skip the phone interview if you can and make short face-to-face conversations with a shortlist of candidates right from the start. Try not to leave more than 48 hours at most between points of contact. Most importantly, make your decisions efficiently. Quick hiring and decisive action are appealing to candidates and good practice in this sector in general!

Consider Staffing Firms and Other Third-Party Vendors

Staffing agencies and other such vendors can be essential, but if you use them, make sure you go for the right ones. Your third-party partners must specialize in the industry, and also localized – a job in one state is very different from a post in another. Narrow it down even further by looking for those who focus specifically on your area of expertise.

Third-party vendors can be invaluable as they’re a great way to locate talent that isn’t actively looking. Someone may not see a job posting, but they might still be interested in the role and consider switching to your company.

Most Important: A Conclusion

Stay alert. This industry is fast-paced, and talent progresses at breakneck speed. Focus on gathering the right team with the ability to grow, and you’re already on the way to success.

Employer

How a Staffing Agency Can Streamline Direct Hiring

March 12, 2020 Comments Off Roxana read

Across all industries, applicants rather than employers are directing the job market. This trend makes the talent pool smaller and the process more competitive for businesses looking to hire qualified staff directly. Staffing agencies combat these difficulties by working closely with companies to find and directly employ the best candidates while keeping recruitment costs low and the whole process efficient.

Staffing agencies are much more useful to a company than attempting to directly hire alone, due to offering expertise specific to this area. The list of benefits is long, but the top three reasons to consider an agency are:

Staffing agencies can find more candidate options, and do so quickly

Passive candidates – those qualified talents who are not actively seeking a job, but have their resumes on file in case of the right opportunity – are often a great boon for companies seeking the best staff. Staffing agencies can reach these people easily, while traditional hiring processes would not. A potential employee who is not actively looking for work is unlikely to look at job postings but may be willing to listen when contacted by an agency and given the right offer.

Staffing agencies can make the whole recruitment process faster and more efficient

It’s not unusual for long, drawn-out hiring processes to result in the loss of prime candidates for a post. Highly-talented and qualified people may gain employment elsewhere while waiting to hear back, or they may lose faith in the company’s decision-making abilities if the process drags for too long.

Agencies respond to this problem by taking over and streamlining the initial background checks, resume reviews, pre-screening tasks, and all other pre-interview evaluations. After dealing with these primary requirements, a large part of the agency’s role is in aiding communication between the company and potential employees.

As well as this, agencies can help with the interview process (both phone and in-person) to help companies employ best practices and ensure that the top picks from the candidate pool wish to accept the offer to start work.

Staffing agencies lower the costs of direct recruitment

Efficiency is critical, and collaboration with an agency both speeds the hiring process and saves time and money. The agency’s in-depth knowledge of the job market, candidates, and industry also helps everything go faster and save unnecessary expenditure on useless job advertising. As well, agencies can compare and advise on what salary offers might tempt candidates without breaking the business’s budget. Also, taking the burden of recruitment from HR is cost-saving in that it allows the HR department to focus on more urgent in-company problems.

Using a staffing agency, then, is a surefire way to ensure your company is hiring the best staff with the highest talent at a fair price. To stay competitive in today’s job market, using an agency to select your team and streamline the direct recruitment process may be the boost that sends your company to the top.

Employer

IT Executive Search- Hiring C-Level Talent

March 10, 2020 Comments Off Roxana read

The gap between qualified candidates and open positions has increased thus making the filing of growing technology roles more challenging. In the C-Suite positions, the problem has become more severe as it requires more experienced employers. The business has to follow three important guidelines. In order to improve the creation of company’s meaningful interactions and also to improve the interview process of the candidates like the Vice President of architecture or IT, Chief information officer etc. these guidelines should be properly followed.

Making it Personal

The companies that take a special interest in the recruitment process and are very efficient in the hiring process, are the first choice of technical leaders. During the candidate’s interview procedure, there are some negotiations, prodding, and testing in which these outlooks can be easily lost.

IT recruiters have recommended that the candidates and the employers meet before a formal interview for coffee or lunch. By doing this an individual connection is established between both of them and the recruiter also gets to know the applicant well. This is an effective step for the creation of a relationship-driven procedure.

In most of the cases the executive search IT applicant wants to have information about the company. This can mean either touring of the facilities and offices or introduction of the candidates to their potential team members and also to provide the candidate with the opportunity to ask questions and find out the importance of working in the respective organization.

IT staffing companies with experience in both the candidate recruitment and employer sides strongly promote this two-way interview procedure for several reasons:

The preparation for the respective questions the candidates can ask is going to help the business to clearly define the perks and responsibilities of the position
By showing respect and providing transparency to the candidates for their questions, you can make the job seem more attractive for them.
These steps help to create a much more relaxed environment during the formal interview procedure, by allowing both the candidates and the companies to be honest about what they seek and what they offer.

The Expectations Should Be Set Up Front for the Entire Hiring Process

During the job application and job interview procedure, the candidates usually do not like surprises. They may reconsider the authenticity of the position if they are asked to take part in any form of test or evaluation without offering a forewarning.

If your company’s practice is to have different requests or steps for searching for an Executive in IT beyond the usual interview traditions, you should outline the whole hiring procedure from the beginning.

Skills Testing In Interviews

The professionals at the executive level in IT are commonly not required to go through skills testing because at this point they are fairly distant from day to day developing work. For the C-level candidates, requiring skills tests without prior mentioning can be a major turn-off. The candidate’s in-depth knowledge about the industry and major areas of IT should be given preference instead of giving them certain skills test for verification.

In-Depth Evaluations

Methodologies like CIDS (chronological in-depth structure interview) are often used by most of the organizations in order to conduct a detailed evaluation of the candidates. In this part of the company’s evaluation process, applicants need to be fully prepared for the interviews and should also be prepared for a whole day-long commitment. Even the most knowledgeable and polished executives can experience exhaustion while going through the CIDS evaluation, as it is composed of six categories that cover up to fifty competencies.

Know What Makes a Compensation Package Attractive

You should plan the levels and structure of compensation you are willing to give before you begin the search for the candidate, whether you are using an IT staffing company or managing it internally. While recruiting C-level candidates it should be kept in mind to prepare a complete outline of the salary package.

The candidates at an executive level who are working in other companies are offered equities for their position and they need the same assurances when they come to work for your company.

A candidate can be provided with the equities with the help of one or more of the following procedures

Profit-sharing
Stock grants
Stock options

The details, the how and when these equities will be provided by the employer should clearly be outlined by the company beforehand. Most of the companies require the employee to be with the company for a specific period of time before they are offered the equities. This helps the employers to protect their company’s interests if an employee decides to leave after a short period.

The working together of the equities and the basic salary should be considered by the company. The best candidates are always confident in their work, leadership qualities and skills and they are usually aware that they have great worth in the job market. According to IT recruiters by creating incentive-based packages more candidates can be attracted as compared to offering only salary compensation. This strategy is most useful for smaller companies as they can offer a small base salary package in addition to bonus packages that are offered according to the performance of the employee. By combining this strategy with the other strategies mentioned above, the employers get a very good chance of finding and hiring the best and most suitable C-level talent.

If you are a company and are looking for the best IT executive search, you are most welcome to contact StaffAugmentation and learn more about the process of recruiting executive leaders.

Employer

The Top 10 Frameworks and What Tech Recruiters Need to Know About Them

March 5, 2020 Comments Off Roxana read

Understanding programming languages is not enough anymore. The programming evolves all the time, and the application development for sure becomes more and more complex. To make the process easier, developers have to know everything about frameworks.

Frameworks have a set of tools, classes, and functions. To simplify one framework serves as a platform on which a full application can be built. Frameworks have identical but also different tasks. Developers have to know the differences and the similarities of each framework because they are crucial to the development process.

These are the most used frameworks and their popularity over the years.

React – Active since 2013, React, created by Facebook, is made off JavaScript and serves as a modular foundation for reusable UI components. To be more precise, React is not a framework, but its libraries give great functionality. Its child, React Native connects with iOS and Android codes and removes the previous approach, which included creating three separate front-end codebases.
Angular – This one is the opposite of React. First of all, because it is a full framework and second of all because it comes from a Google project, it is an all-in-one setup and also has strict syntax. Many tools are available to developers, and Angular also promotes code consistency. Thanks to it, the need for a third-party code is gone. It is essential to mention that this framework has a negative side, as well. For sure, it is one of the most popular frameworks ever, but sometimes it can be a heavy lift if one does not need all the functionality it gives.
Django – This Python-based framework was created in 2003 by web programmers. It is free and open-source, quite popular to be sincere. Its design is modular, and there are tons of mature ecosystems of components.
Laravel – a PHP based web framework with an open-source was made eight years ago. It was made to address the gaps in features present in the Codelgniter framework. It gives authentication; it interacts with relational databases and has dependency management as well. The development can be more accessible thanks to it because it is a full-stack framework.
Ruby – a back- end framework present in many web development technologies. It has many standard technologies and, at the same time, builds on software development philosophies.
js – to be more precise, it can help with anything that is between JavaScript library and full front-end framework. It is essential to mention that this one can make complex web applications.
Spring – this one is a framework for Java and can be a part of both desktop and mobile applications. It easily modularizes code and is frequently implemented in back-end web applications. Also, it manages low-level operations.
Express – a web framework for Node.js, free and open-source, a back-end part of MEAN stack. Its library is not significant, and its functionality is based on plugins. Due to its flexibility and versatility is not that much used.
NET – it runs on any language that has .NET. Microsoft made it, and, as written before, it is not built on a single language. It can be said that it is implemented as back-end by corporations that use Microsoft stack. It is quite fast and scalable as well.
Meteor – this one quickly writes real-time applications and simplifies code reuse for mobile versions. It is a free and open-source JavaScript framework for those that do not know, and it allows prototypes and less code for applications

If you have recently looked over your company’s payroll you’ve probably noticed that developers are some of the highest-paid employees today. To address the challenges of recruiting IT talent, you could partner with a tech staffing agency that specializes in the field.

Employer

Is Recruiting Data Engineers Challenging?

March 3, 2020 Comments Off Roxana read

Data engineer job postings are increasing daily. The demand is high, and this is the main reason why the hiring is challenging, and the recruiters are panicking. The talents required for this job position are not easy to find. Not only that but also they require a higher salary and more exceptional perks and benefits. According to Glassdoor Data Scientists have the highest-paying entry-level jobs.

The total number of data scientists worldwide has been estimated based on 236 million LinkedIn profiles, to be around11,400 and 19,400.

A McKinsey report named, Big data: The next frontier for competition goes over the 2018 job market projections: and estimates a shortage of 140,000 to 190,000 people with analytical expertise in the United States alone.

What are the actual skills a data scientist should have?

The challenges that will be faced by data engineers will be more complex in the near future. In this digitalized world companies are receiving vasts amounts of structured and unstructured data from IoT devices and wearables to POS dashboards. Data engineers, in turn, must figure out how to store, move, and clean that data so that data scientists and other professionals can analyze it for valuable insights.

The position of “data engineer” is one of the most popular jobs on the market and this won’t change in the future. It has been estimated that it had 88, 3 percent increase in posting in the past year.

It is interesting how the most popular job postings lately are somehow connected to data. Not only data engineers but also GIS specialists, database architects, and data scientists deal with data. These are the most popular job postings on the market, along with business continuity planners and video game designers.

Having a strong data engineering team is important in today’s world.

Unfortunately, there is a shortage of talent. About 200,000 people with excellent analytical skills were nowhere to be found by the end of 2018, according to one report. Both numbers of job postings and shortages increase.

Big corporations and small companies do not like anyone for the job. After all, data is used for business-enhancing insights, and they do not need someone that is only capable of creating and completing an Excel sheet. Leaders want skilled professionals that have in-depth knowledge in the industry and own many tools.

Candidates that want to fulfill a position must be able to demonstrate their advanced skills and must have tons of experience. Maybe this is the main reason why the demand rises this much. There are new graduates for sure, but they do not have the needed experience. So, yes, the search for the perfect data engineer is hard.

Employer

How to Attract the Best Software Developers? Tips and Tricks

February 27, 2020 Comments Off Roxana read

The demand for talented developers has risen at an impressive rate over recent years. The average life cycle of a software developer is now around 2-3 years. According to a recent statistic reporting, 58% of software developers are open to new opportunities.

It is estimated that the global IT spending will reach 4,018 billion US dollars by the year 2021. There are 18.5 million software developers in the world; out of which 11 million are professionals and 7.5 million are hobbyists.

As you can see, software developers are at the top right now. These people have a good salary, amazing perks, excellent benefit packages, and, most importantly, flexibility. Not to mention their remote work options.

Regardless of their benefits and regardless of their options, there are still a lot of empty positions in companies for these people. The demand is high, yes, but the process makes things even harder. Approximately 34 percent of managers say that recruiting of these talents is the biggest challenge.

Is your company having difficulties with this as well? If the answer is affirmative, then this article is the right deal for you. It gives you many tips and improves the chances of finding someone great for your company and for destroying the competitive market.

One company must be able to create a fantastic candidate experience. The process of hiring should be neither stressful nor negative. If the interview goes well, the candidate will have a favorable opinion about the company and will do everything to work there.
The interview should be relaxing and smooth. Research and remove every negative trait.
Present your organization in the best way possible. How can you do it? Well, by maintaining clear communication. Carefully explain the assessment test, the opportunities, the culture, etc.
Explain why every person is present in the interview room, their job, and their relevance.
You may get many applicants for your job position. There is only one way in which you would know both their negative and positive sides or if you prefer their weaknesses and their strengths. Make an interview structure that is consistent and includes the same questions and assessments.
Allow flexibility.
According to multiple reports, the most crucial hiring criterion is the culture fit. Think about your company’s culture and think wheatear your candidate is fit for the role.

The demand for developers is nothing new. But 2020 is the year when we are expecting some of the most exciting technologies to become commercially viable, and others finally go mainstream. As a result, 2020 will be an exciting and important year for software, and developers will play a fundamental role in it.