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.