Posts Tagged Recruiting
People are back at work after a long Labor Day weekend – though perhaps not as many as economists had predicted. Let’s take a look at the August 2016 BLS jobs report.
1. Pay didn’t increase as much as predicted. Average hourly wages were only up .12% (3 cents) from last month, whereas last year they were up 2.4% from a year ago. According to the Wall Street Journal, this could have something to do with the fact that the lowest-paying sector – “food services and drinking places” – also added the most jobs of the month.
2. Fewer jobs were added. While 270,000 jobs were added in July, only 151,000 jobs were added in August. That’s a sharp decrease, and also less than the consensus, which had been 180,000. Still, that number is considered enough to absorb workforce growth, says bankrate.com.
3. It’s not as bad as it sounds. For some reason, possibly due to school starting, August numbers have often been disappointing. This is why economists say month-by-month reporting isn’t as reliable as year-by-year reporting. Plus, while the numbers aren’t great, they still show steady if slow growth.
If you’re tempted to trade your full-time tech job for the freelance lifestyle, you’re going to have to do a little marketing, too – of yourself. Don’t let that thought overwhelm or dissuade you, though. As a tech pro, your skills are already in demand. All you need is a simple strategy to keep a steady cash flow, and you’ll do great. These three tips will help you succeed, should you decide to strike out on your own.
1. Always be looking.
Keep your online portfolio up-to-date. Indicate on social media when you’re available. Keep your ears out, and keep others in the loop so they can keep their ears out for you too. Essentially, you need to always be searching. It isn’t as much of a hustle as it may seem though. With time, being in job hunting mode will be second nature. And it will keep you busy with plenty of freelance work.
2. Build your online presence.
Establishing and growing an online presence are part of the “always looking” mentality. But thinking outside the usual LinkedIn, Facebook, and Twitter will help you tremendously. For example, answering questions on tech forums like Quora and Stack Exchange will draw business from people who find your answers intelligent and thorough. Blogging presents opportunities to get your name out there, as well as demonstrate your knowledge and skills. Those are just a couple of outlets that that offer a great ROI on your time, beyond the bare minimum social media profiles – though these are important, too.
3. Let others do the work for you.
Be choosy – after all, you don’t want to waste your time or anyone else’s – but make sure you take advantage of recruiters and tech managers who know exactly what tech niche you’re interested in, and can take on a lot of the burden of marketing you. It’s a win for them if they place you in your perfect project, so they’ll prove a valuable tool should you decide to try freelancing.
Looking for the next step in your tech career? Contact TRC Professional Solutions for help matching your skill set to exciting projects all over the country.
This infographic paints a picture of what makes tech workers tick, and how to recruit them. From how they learn about jobs, to companies they most want to work for, to what’s most important to them when choosing a job. Do you agree with the findings presented in this infographic?
We’ve discussed the use of big data for recruiters to find job candidates. Now, according to surveys by business research companies like CEB and a recent Forbes NetApp article, many companies are using big data to locate and leverage talent within their own companies.
Here’s how it works.
Companies are combining the efforts of recruiters, who source contractors for new and temporary projects, with those of programs like IBM’s Talent Suite or BambooHR’s customizable software. These programs transform employee profiles into powerful tools that offer insight beyond a worker’s job description or self description. These tools scour the internet for social media profiles, comments, blogs, and more in order to build a “skill profile” for each employee. The software then allows managers to submit searches for particular skills and land on current employees (company wide) that possess these skills. Good managers will help develop these skills in superstar employees, instead of letting them get under the radar and eventually lost to the competition.
In the construction and hi-tech industries in particular, this objective and efficient form of talent location is aiding or replacing traditional employee-written profiles and lists of aptitudes – which are highly subjective, quickly dated, and not nearly as accessible.
Big data will play an increasing role in HR and recruiting, but it’s not without its kinks. There are privacy concerns. There’s the idea that companies should find ways to present each opportunity to all employees, not just the other way around. Then there’s the fact that while 65% of participants in a recent CEB study thought big data was critical to talent management, only 44% were actually using the data to hire. That will likely change as analytics play a bigger and bigger role in HR and recruiting.
Five to ten years ago, no one could stop talking about the importance of a well-crafted online presence – a sort of personal PR, or “brand,” if you will – to a job seeker, as well as to a business of course. The internet and social media have been important recruiting tools for years now, too. But your decision to create, monitor, and hone an online presence has up until recently been a conscious one. You designed your website and social media channels, from your profile picture to your “about you” information to the work you feature in a portfolio to the comments you make or the blog posts you write. Sure, maybe you occasionally posted some things online you later thought silly. But you posted them with the understanding that the world could read them.
That’s all changing, for better or worse. Whereas before, you chose – or did not choose – to craft a presence that people, like potential employers, could find, evaluate, and use as a tool in deciding whether or not to hire you, now we know there are companies whose sole job is to track our online movements, from browsing history to click-through preferences to comment threads and even online purchases.
Engineers, developers, and other professionals for example, many of whom have never even created a social presence, collaborate online for projects. They share project-related information, post questions and answers, write for blogs, and comment on discussion boards. Big data mining companies gather, interpret, and release this data. In essence, your “online profile” is being created for you.
Kind of strange and even off-putting. There are definitely drawbacks, including privacy concerns. But there are also benefits, such as a more custom internet experience with results and content tailored to you. And when it comes to recruiting, there are also advantages.
For recruiters, the most obvious one is a bigger pool of talent and less time searching for a needle in a haystack, should they choose to leverage this technology – or even if they don’t, since a simple online search can turn up an organic presence almost as easily as a planted one. For job candidates, it means you may be presented with wonderful opportunities you wouldn’t have otherwise encountered. One thing is for sure – it makes all of us more conscious of what we do online. For better or worse.