The 2012 IT Job Market

With the 2012 IT job market on the upswing, now is as good of a time as ever to get out and find the job of your dreams.  According to a report by Ciozone.com, more and more companies are looking to hire IT pros throughout the 2012 year, which is both an exciting and intimidating prospect.  The best way for you to prepare for such an opportunity is to update your resume and be as prepared as possible when you are called for a job interview.

When it comes to securing a job interview, your resume is the key to getting in the front door.  It is really the only thing a potential boss has to go off of when they are looking for potential new hires, so you want to make sure it looks as good as possible.  Make sure it is as up to date as possible with any special skills you may want the employer to be aware of before they make their decision.  You want your resume to jum off the page with information about what makes you such a great potential hire.  Having a well written, inspiring cover letter does not hurt either.

If you are lucky enough to secure an interview off of your resume, you next step is not to drop the ball while you are in the interview.  Be as aware of your potential job responsibilties as possible and make sure you are going to be comfortable in the interview.  There is nothing worse than coming into an interview ill prepared and stressed about what is to come.  Do your research and make sure you are ready for this big moment in your life.

With the recent influx of new IT job opportunities, it is important to make sure you are ready for everything that comes your way.  Make sure that you are prepared with an amazing resume as well as working knowledge of the position you have applied for.  If you need any more information about ways to secure a job, please contact us.

IT Jobs: Where They Are & How To Secure One

In the world of Internet Technology jobs, the experts are forecasting continued and sustained growth.  The Bureau of Labor and Statistics has estimated the rate of growth at over 20%.  While some occupations may outpace others, overall the IT jobs market looks very good indeed.
To monitor this growth, here are some jobs that you might want to follow:

• Systems Analysts
• Database Administrators
• Help Desk & Support
• Programmers and Developers
• IT Managers 

Some people believe that the Bureau of Labor and Statistics' projections are on the conservative side.  However, due to the constant changing of the IT field, an accurate forecast can be a challenge.
Once you have decided on a specific occupation, it might be helpful to know just where these jobs are being created.  NetworkWorld.com recently published a list of "The Best Cities For Finding IT Jobs In 2012".  You will find that the list consists of large cities but depending on your job choice, location may not be a concern.  More often today, IT jobs can be performed from home and your decision about where to live will be entirely your own.

Most "tips for job hunting success" are well known.  From cleaned up, professional resumes to personal video presentations.  There are however, a few areas in which you would be well served to focus.

• Make sure that all your personal websites are presentable and appropriate.  Hiring Managers have learned to find these sites no matter how well you might think they are hidden.  Don't take the chance that a questionable site could be discovered. 

• You may have heard it before but you can never say it too often, check your spelling, grammar, capitalization and punctuation.  Remember them and check them often.  Find an expert if necessary. 

• Always follow-up on your resume.  Place a call and display your communication skills.  Send an email and show off your business letter writing skills.  Do not let your potential employer think you are no longer interested. 

Established in 1984, Comrise is a minority-owned, global consulting firm with headquarters in the U.S. and China. Our teams specialize in IT, Big Data, and Workforce Solutions (Staff Augmentation, Recruiting, RPO, and Payrolling). With nearly 30 years of industry experience, Comrise provides local talent and resources on a global scale.  When you are in need of our services, please don't hesitate to contact us, we are ready to go to work for you.

Web and IT Jobs: Tips for Successful Outsourcing

There are many benefits to moving a businesses website development or other IT jobs offshore and with today's economy it can also be a very smart decision.  When thinking about outsourcing your work to another country you can be sure that many of the problems experienced in the past will be the same as those that keep coming up for you today.  We can learn from past mistakes as well as success stories and we would be wise to research common pitfalls prior to actually outsourcing any work. While outsourcing can bring substantial savings, those gains can be wiped out in an instant because a project was not clearly defined at the onset.

Managing offshore projects will require a unique set of preparations in order to head off any potential problems.  First being the most obvious and that is to become familiar with the country and culture where you will be doing business.  Becoming informed can range from reading anything you can find on the internet or at the library to taking a course designed specifically for those needing to learn about a specific culture. You can be sure that any investment of your time or money in this area will bring you a great return.
Another area in which special attention should be paid is in the matter of good communication.  Having someone available that can help with any language barriers would be wise, especially when the project is new. Insuring that the flow of communication is efficient and reliable is the best way to avoid misunderstandings.  Constant monitoring and quality control will be more important when dealing with offshore projects because problems may not be reported due to cultural pressures to perform or avoid failure of any kind. Staying in the loop as much as possible will help prevent the possibility of unforeseen problems.

When managing offshore projects it is more important than ever to get it in writing.  By adhering to strict guidelines in this regard you can expect the added benefit of an accountable workforce.  There will never be room for assumptions and someone will always be accountable.  Make doubly sure that your expectations are also clearly defined and confirm understanding as many times as necessary.  Of course, work that is very complicated or that needs extra attention will not be as successfully outsourced as work that is consistent in nature.

By adhering to these common-sense guidelines we are confident that you find your outsourcing experience to be a positive and rewarding endeavor.

Established in 1984, Comrise is a minority-owned, global consulting firm with headquarters in the U.S. and China. Our teams specialize in IT, Big Data, and Workforce Solutions (Staff Augmentation, Recruiting, RPO, and Payrolling). With nearly 30 years of industry experience, Comrise provides local talent and resources on a global scale.

Our Global Management Team here at Comrise would like to invite you to contact us to discuss how we can help you meet your offshoring needs and maximize your cost savings potential.

Forbes: Tech companies look for that just-right resume in the hiring process.

Software engineers, according to Gayle Laakmann McDowell, author of ‘Cracking the Coding Interview,’ need to pay particular attention in the hiring process on how they write their resumes, according to her post on  Forbes.com, “What Are Common Mistakes That Applicants Make When Writing Their Resumes for Tech Companies.” 

Even though her overview is written with the tech applicant foremost in her mind, her tips do apply across the board; furthermore, she focuses on what she classifies as “the most common serious mistakes” in writing the resume. 

Before you get too deep-in-the-weeds in a detailed resume, take to heart her pithy reminder that “resumes are not read; they are skimmed for about 15 seconds;” furthermore, a screener is unlikely to read the entire piece.

That said, here is a summary of the most common missteps in writing the resume:

“1. Long Resumes:” Short and concise with no more than 2 pages is her advice.

“2. Paragraphs/Lengthy Bullets:” Readers abhor paragraphs...and don’t use more than 1-2 lines in the bullet copy; “...ideally, no more than half of the bullets should be 2 lines.”

“3. Team/Group Focus:” Take credit up front for the projects you worked on, designed, created, etc. Leave out the team association, the reader is interested in “you.” Here it’s all about “accomplishments and achievements.”

“4. Messy Resumes:” She believes software engineers should not be creating “their own templates...If you’re not good at design, why are you doing this?”  Keep your pages uncluttered and easy to read. McDowell has no problem with using a well-designed template, one with columns, which makes it easier for the reader to scan important info.

“5. Listing Responsibility instead of Accomplishments:” Break down the responsibilities and then use bullets. Pick out 3-5 accomplishments in the roles you’ve chosen to highlight, and repeat for each role or assignment.

“6. Leaving out Cool Stuff Because It’s Not ‘Resume Material’: The takeaway in all the material you might be considering for your resume comes down to this: “start thinking about if something makes you look more or less awesome.”  

Our global clients are always looking for that ‘just right’ candidate on a contract, contract-to-hire and even full-time employment. Contact us for more information on how Comrise can help you marketed your IT skills, education and experience.
 

Dressing for a Job Interview

Once you get an interview, it's crucial to be prepared.  First impressions, which are largely formed by how you are dressed and the first few seconds of interaction with you, go a long way in determining if you're a good fit for the company and that isn't any different for people who are seeking IT jobs.
While it may be common sense to dress nicely for a job interview, that definition will vary from person to person.  So here are some solid guidelines to use when selecting what to wear and how to physically present yourself for the interview:

• Dark, conservative suits are best.  Think navy, black, dark browns, or grey.  It must be freshly pressed.  No wrinkles.  For women a classic suit still suits best, but you don't need to be boring- you can add a scarf or small belt to show a little color and personality.
• For men: A solid colored tie or simple patterned.  Too many patterns will distract from your message.
• Dark shoes and socks.  If you think they won't see your socks- you're wrong!  Many interviewers pay attention to the details.
• Get a hair cut.  A freshly groomed appearance is important.
• For men: Shave your facial hair.  Some of this will simply be knowing the company you're applying for, but if the company is conservative, you're going to want to shave your beard and mustache.
• No excessive jewelry.  For men: take out earrings and take off necklaces.  For women, keep your ear piercings to just one.  
• Shine your shoes.  Saying you're detail oriented is one thing, showing it through your appearance is another.  For women: keep the show simple and comfortable.  Nothing is worse than tripping over yourself as you reach to shake the hand of your interviewer.
• Your nails should be trimmed and clean.  Again, it's all about the details.  For women: keep the polish simple and classic, and the length appropriate.  Having extremely long nails is distracting.

Following these basic tips will make certain that you stand out in a positive way, and help the interviewer focus on your qualifications and not your outlandish outfit.  For more information on how to stand out in your interview, please contact us today!

Questions to Ask About the Company During Interview

Most people have encountered that awkward moment during the interview where the interviewer asks, "Do you have any questions?"  The reason it can be awkward is that if you don't have any questions, you fear it will look like you haven't paid attention or you don't care about the company, and if you do have questions, you worry if they are the right ones to be asking.  Use this time to demonstrate that you've done your research, you know about the industry, and you're serious about taking a position with them.
The questions you ask and how you phrase them is a reflection of you, but they can portray a positive and confident image.  Remember that the interview isn't just so they can get to know you, but for you to get to know them.  Use this time to determine if the company is one you will want to devote your time to.  Here are some great questions to ask during your interview:

• What are the company's plan to expand?
• What is the company's five year plan, and how does this department fit into that plan?
• How does the company compare to other industry leaders?
• What is your management style?
• What kinds of qualifications would the perfect candidate for this position have?
• How and by whom will my performance be evaluated?
• What is the most difficult aspect of this position?
• What is a typical day for someone in this position?
• How many people have held this position in the last 5 years?  Where are these people now?
• What kind of upward movement potential does this position and this company offer?

If the position is a management position, you might want to ask some questions about the employees you will manage, here are a few questions to get you started on the types of appropriate questions you can ask:

• What kind of authority will I hold?
• How is the current morale of employees and why?
• Are there any challenging employees?
• What kind of training issues might I face?
• Have you already identified employees who should be let go?  Is anyone on a discipline plan?

Here are some topics to avoid:

• Anything to do with salary.  The discussion of salary and other benefits will come later when the job offer is extended.
• Anything that can be completed through a Google search, like company size and history.

By asking intelligent and thoughtful answers, you'll portray yourself as a serious candidate, who not only researched the company, but desires to know more.  For more ways we can help your job search, please contact us today!

Is Your Technology Hiring Process Screening Out Great Candidates?

The current wisdom about the job situation in the U.S. is full of contradictions:
●       There are no jobs.
●       There are jobs but no skilled workers.
●       There are skilled workers but they are not qualified for the available jobs.
●       Qualified workers exist for the available jobs but there is a problem with matching up the workers and the jobs.

Why is this happening and how do we fix it?

According to USA Today a study by Beyond.com indicates one problem is the way job descriptions are written, especially for technology hiring. Job descriptions seem to go from one extreme to the other; either they are so vague that  job seekers are unable to identify the position or the description contains a lengthy list of specific language or tool experience unlikely to be found in a single individual..

Much of  it comes down to poor screening tools with limited options. The software so many companies use to try to screen out unqualified candidates is not very flexible or intuitive. It often runs best on lists of software languages, accounting terms, or systems experience that are not as essential as being able to bring a team together and get a project out on time. But the skills for the latter are difficult to program into the filter.
When the filter is created from these lists it sorts through the incoming applications and weeds out any candidate that does not perfectly match. The longer and more specific the list of requirements, the lower the likelihood of finding a candidate that meets them all. At the end of the process, there is nobody left standing. The hiring manager can’t understand why no candidates are being referred for interview while HR sees plenty of resumes but no one appeared to be qualified.

To correct this problem hiring managers must first determine exactly what skills a position truly requires. Then they can decide which skills could be taught and which skills must be present at the time of hire. Working together with HR and recruiters, a realistic description of these skills can be used to prepare a more effective filter that is capable of screening out truly unqualified applicants and producing a short list of candidates who may not have every skill desired but who may be able to the do the job with some training.

If you are experiencing a similar problem within your organization, connect with your recruiters to ensure that job descriptions are accurate and great candidates are not being missed. To learn more contact us.

“Mediocre” Doesn’t Cut It In Today’s IT Hiring World

You’re in for a surprise, if you’re a company looking to do some IT hiring,  and even for those companies who provide IT staff to business on an outsourcing basis.


It’s a ‘battle’ to find not just good people, but in filling the senior ranks of the IT department, the hiring is just darn hard, according to “Winning the battle for technology talent,” part of a recent, McKinsey Quarterly report.

You’d think with the high unemployment---worldwide---it wouldn’t be so tough to comb the resumes of the IT crowd to find people that were a notch or two above...mediocre.

The report shares a comment from a CIO associated with a very “thriving, innovative company,” who offered this assessment of the IT hiring dilemma during his search for ‘senior architects:’

“I need a few senior architects. Note that I didn’t say good senior architects...I’d settle for a few mediocre ones...”

So what is the successful company doing to hire and keep their talented IT staff? Evidently, there is a method to retaining and nurturing this illusive hire.

Here's a summary of a few of the areas in the report that might bring insight to this issue:

Developing and retaining talent: Put away the ‘old-school’ thinking of bringing talent on board and immersing them in great training programs. Instead, put your energies to keeping and progressing with the “team you have.”

Rotate high performers. The familiar route for new, IT hires, is to place them within less demanding roles, handling areas like “Web development” through “data-center operations.” Today, it’s important to move your IT staff into “business or operational functions as well.”

Make training less technical. Yes, you read this one right: less is more in many cases; aside from the expected steps through the technical morass, some companies are making sure the IT staff “understands the business...(by addressing) the company’s customers, products, strategies and market position, as well as its operations.”

If your team needs support in developing programs to attract and retain top talent ---contact us today.

Embracing the All-Important "Company Culture"

Gone are the days when trying to a fill opening was almost a fixed process of matching qualifications to the job description at hand.Today, it’s vitally important to bring on-board new hires who have the potential to add that Extra Something to the company culture. 


For sure, and according to a post by Deborah Shane, “6 Intangibles Make You a Premium,” on the SmallBizTrends.com, it takes more than matching up skills and experience in this job market.


“Companies...are not just hiring bodies anymore... The right people, the best personalities for the culture, who not only have the skills but bring the intangibles that can impact that culture, are getting hired.”

Shane bolsters her point-of-view with several references to what other companies are doing to balance their hiring dynamics to include applicants exhibiting strong, team player attributes.

A summary of her “6” intangibles include:

“Adaptability:”   Call it ‘flexibility’ or a ‘willingness’ to embrace change, but the key here is the all-important attitude.

“Works Well with Others:” The workplace is diverse, once you include “people of differing generations, cultures and demographics...” To be a real Team contributor takes a blending of skills, including the ability to “listen” and “motivate” others.

“Leadership and Initiative:” Shane points to the TV series, “Undercover Boss” as an example of employees taking on exceptional roles of ownership of their duties within a company.

“Multi-Tasker:”  Forget about the Me-First persona, and take-on multiple duties as they come your way; more importantly, show a willingness to do more than your asked.

“Open-Mindedness:” Accepting new methods and ways of doing things is vital to the company culture “to do whatever it takes, to do the job.”

“Positivity:” Simply put, it’s important to leave one’s personal trials and tribulations at home; show up for work with “a positive attitude of gratitude.”


If you’re looking for that just-right IT professional, please contact us. It’s our goal to develop an understanding of your culture, then present professionals that will fit in your environment.

Use Your Communication Skills to Land a Great IT Job

While many in the information technology field may take offense at Ryan Tate’s March 2012 Gawker.com article, “The Tech Industry’s Asperger Problem: Affliction Or Insult?” which pokes fun at Mark Zuckerberg and others in the world of technology by inferring that they exhibit Asperger-like behavior, many outside the field might tend to agree. 


One of the most difficult issues that many tech employees have when looking for IT jobs is the ability to communicate with those outside their area of expertise. As writer and HR consultant Deborah S. Hildebrand suggests in her article, “Best Job Interview Tips for Information Technology Job Seekers,” IT job seekers can seem a bit like the brainiac character Sheldon Cooper on the sitcom “The Big Bang Theory.” 


Hildebrand offers these tips for IT job seekers to consider when looking for a new position. 

• Control your desire to pontificate. You know a lot and you want everyone else to know it or perhaps you can’t help but share. If this is the case, here are two suggestions. Contain yourself until you’re sure of the level of understanding of the other person and learn to adjust your communication for those who lack a strong technology background.
• Don’t allow your spotlight to shine too brightly. While it is important to make sure you stand out for your accomplishments, don’t forget you are not alone. Be sure to speak about team projects and achievements as well.
• Seek more information. While you’re busy sharing the stage with team mates, don’t forget to share it with the interviewer. Allow the recruiter or hiring manager an opportunity to provide more information by asking questions. “Otherwise, they’re liable to think you lack curiosity or true interest in the job.”
• If you know it, show it. Be prepared to demonstrate your tech skills. Practice the night before by writing code and check out Codility.com for a sample test. 

Communication isn’t just about talking. It is about exchanging information. You can do that orally as well as in writing. IT job seekers need to be able to demonstrate both. As Hildebrand writes, “No one knows better than you what you are capable of doing. Learn how to communicate properly before your next job interview.”

For more information on conducting a job search or for help finding the right IT opportunity for you, contact us. 

Interview Tips to Help Calm Your Nerves

Though the statistics are nearly a decade old, chances are they still hold up: 96% of job seekers have difficulty sleeping the night before a job interview, according to a 2004 survey by financial recruitment firm Portfolio Payroll.


If you’re one of the 4%, you can stop reading now. However, if you’re part of the majority, here are some interview tips to help you relax before your big day.


In the article, “Four Tips to Help Job Seekers Overcome Job Interview Jitters,” writer and human resources consultant Deborah S. Hildebrand offers these suggestions to help nervous candidates calm down before their job interview:

• Take deep breaths or clench and release your fists several times before, during, and after the interview to relieve stress.
• Videotape yourself or watch yourself in a mirror during practice interviews.
• Review your work history and know it cold so you are better equipped to answer interview questions, including those that recruiters ask the most.
• Don’t rush the job interview by trying to avoid pauses in the conversation. They’re a normal part of any interview. Instead, take your time, consider your answer, and paraphrase to ensure you’ve understood the question.
• Prepare a list of questions you want answered in advance, so you won’t leave anything out.

Additionally, we recommend these interview tips to help you prepare for that all-important, nerve-wracking job interview:

• Know where you are going and what time you should arrive. Drive by the location in advance, if you have any concerns about finding it.
• Have the name and job title of the person you are to meet.
• Prepare what you will wear the night before. Make sure everything is clean and mended. No safety pins, wrinkled clothes, or scuffed-up shoes.

With everything taken care of in advance, you will be able to relax and do your best. No sense losing sleep or the job offer over a bad case of nerves. 


And if you have any other questions or need further assistance with your IT job search, contact us.