In some tech-driven careers, it can feel as though you are navigating between two worlds: the technical and non-technical. You have to have the technical expertise, but soft and interpersonal skills are also becoming increasingly important. As a consequence, professionals who interview for SAP and software engineering positions need to demonstrate these 6 abilities throughout the hiring process: Use simple language to communicate complex ideas You know what you mean, but . If you need to use a technical term or jargon, try to find an analogy you can use to help explain and communicate your message. The closer your language is to another person’s language and knowledge-base, the better you’ll be able to communicate with them. Show the interviewer that you’re conscious of this and can work with managers and employees who don’t share your technical acumen. Recognize different workstyles What do you know about the people you’ll be working with, reporting to, and communicating when you begin working? Do they work with their hands? Are they used to seeing written outlines or drafts? Ask the interviewer questions that will . The more you know about the people you’re trying to work with, the better you’ll be able to create workflows and communication protocols that fit best with the existing company culture and employee work habits. Pay attention to detail Over the course..
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Researching an Employer Before Your Next Job Interview Knowledge is power, and when it comes to acing your next interview … research is the answer. Researching employers is one of the best ways to stand out against other applicants. Employers are looking for forward-thinking employees that do their due-diligence. They want employees that are interested in what they do, that fit in with their culture, and believe in what they offer. By researching employers before you step in the interview room, you'll have the information you need to provide tailored answers to their questions. Moreover, you'll also be able to assess whether that employer is right for you. With that in mind we thought we'd put together a guide to help you research an employer before your next interview. Explore their company website When you start your research your first port of call should be their company website. Here you'll find the public face of their company – the information they promote to prospective clients and employees. First and foremost, you'll need to find out what the employer does. There should be a clear guide to the services they offer on their website. If this information is vague, this could be cause for concern … or at least an opportunity for discussion. On the employer's “About” page, you should be able to find their “Mission” and “Values” statements. This..
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How to Optimise Your LinkedIn Profile To Appeal To Recruiters A growing proportion of all career openings are now being filled by recruiters finding and approaching their ideal hires online. Correspondingly, fewer roles are being filled via advertising, which means that the next time you want to change jobs you can’t rely on finding and applying for jobs yourself. Consequently - and irrespective of whether you are actively considering a career move - to be in the running for the best positions you have to have a Linkedin profile that will be found by recruiters and that will quickly win them over when they find it. This blog is aimed at providing quick wins to help you craft a LinkedIn profile that will get noticed by recruiters and will make you stand out as a strong candidate. The backdrop to this is that LinkedIn have changed the site in ways that impact you as a candidate, including standardising the layout of LinkedIn profiles. This has elevated the importance of certain elements of your LinkedIn profile, whilst demoting others. Here’s everything you need to act on to achieve those quick wins. Making a positive first impression There's one part of your LinkedIn profile that will be seen more than anything else. That's the combination of your name, photo and headline - as appears at the top of your profile page...
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The Growing Importance of Employer Branding Whether you've considered it or not, one thing's for sure, you already have an employer brand. It grows day by day and is a direct result of both your company's actions, and your ability to communicate them to the wider world. It is best defined by how your organisation is perceived; and includes everything from the way you do business, to the way you treat your staff. Across the board, we're hearing from business leaders struggling for talent. A PwC survey found that 73% of CEOs are concerned about the availability of key skills. If you also consider that a Glassdoor survey found 3 in 4 full-time workers are open to or are looking for a new job, and 84% would consider leaving their current company if another employer with an excellent reputation offered them a job, it's clear that employers have plenty to worry about. Even with a high number people seeking work, to quote a Deloitte report, “There’s a paradox of scarcity among plenty … today’s high unemployment rate does not mean the talent will be there when you need it.” It's a brave new world out there. Candidates are more well-informed about employers, and increasingly expect more from their working life. Today's candidates want to work for an organisation that simultaneously fits in with their values, and makes them..
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Contractors or Permanent employees? It is often the case companies believe they have the universal right answer to that question. They can often be wrong. That is the case as there is not always a straight answer to the question – in the broader sense, of course. The decision on whether to hire a permanent employee or a contractor should be based more on the situation rather than the company’s preference. Below, I share a few important aspects to evaluate before deciding which way to go. Nature of the job The nature of the job to be performed is one of the main aspects to analyze. Are you hiring someone to perform an activity that is within the company’s main focus or is It an accessory type of work? Whenever the job is part of the company’s core activity/product and the knowledge necessary to perform it is of value, it is a good bet to explore a permanent hire. If the focus of the job is not part of the company’s main focus, it could be best to hire a contractor. It is always better to develop and keep the knowledge around the heart of your company with you. Whenever it is an accessory skill, then a temporary specialized solution could be best. Duration Another important aspect to beware of before deciding which way to go is for..
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How To Harness Social Media To Boost Your Candidate Experience Social media has had a massive impact on hiring markets worldwide. The role of LinkedIn - and the ability it’s given recruiters to find and approach their ideal candidates - has received the lion’s share of media coverage. However, it's the relationship between candidates and recruiters that has arguably been transformed more than anything else. Let's reflect back in time for just a moment. You don't need to have that long a memory to be able to picture a time when candidates were treated almost with disdain. Only a decade ago, most openings were still being publicly advertised and employers would ask candidates to submit an application if interested. This could be described as the “Black Hole” era. Candidates had little scope to talk to recruiters or other people in the business prior to submitting an application. The decision to apply was taken on the strength of the advert copy itself and what little else the candidate knew about the company and its reputation. Communication was not two way, only upon reaching the interview stage would a candidate have the prospect of talking to anyone within the business. For most, applying to jobs meant their applications disappearing into a Black Hole and often hearing nothing further about the opportunity. Contrast that scenario with the situation today. We’re..
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5 Recruiting Trends That'll Impact Your Tech Recruiting Effectiveness Everywhere you look, new technology is changing the way we live, work, and play. The booming tech sector in all its guises has made the market for talent a fiercely competitive one. In a recent MRI Network survey, 86% of recruiters felt the labour market is candidate driven. With the power seemingly in the hands of candidates, recruiters and employers need to do more to attract, recruit, and retain top talent. To help organisations find the tech talent they so desperately need, business leaders and recruiters need to understand the changing face of the candidate market. With that in mind, we wanted to look at some of the key recruiting trends that are having a real impact on tech recruiting. Flexibility is a talent winner Today's tech talent is a different beast than that of previous generations. Whereas previous generations wanted stability and security, today's talent desires flexibility. In the words of Bill gates, "The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area." Employers that are able to build flexible working practices into their organisational strategy will be able to attract talent more readily - and retain talent more easily. The battle for diversity is on the rise According to..
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Top Tips For Tech Talent To Build A Strong Professional Profile on Social Media Social media today plays a huge part in the success of a Tech professional’s career. It can result in you being found and approached with enticing career opportunities. Or it can be used more proactively to open doors with potential business partners, future employers, investors and other high value connections. There are two angles to consider here. The first is how visible you wish to be in the market? When a recruiter or entrepreneur is searching for tech experts, how likely is it that you will come up in the search results as one of the top matches? Linked to that, how frequently will your peers and the wider tech community see your updates appearing in their social media feeds - and how many people will add social proof to your reputation by commenting on or sharing your posts? The second angle is whether you wish to use social media more proactively to build relationships and strike up conversations with people of interest. For a Tech entrepreneur, this could mean sparking conversations with potential business partners, investors, vendors and future employees. For someone on the payroll, this could mean starting conversations with mentors or potential future employers and with startups in your space that you may be interested in joining at some point..
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