IT people are sometimes seen as gods, at least within their organizations. If they do the job right, it’s not all that difficult to achieve near-legendary reputations as miracle workers. They’re the only ones capable of keeping the networks humming and the printers from not jamming.
The only problem with this role is when they start seeking other employment. Then, they’ll often be among dozens, maybe even hundreds, of other minor deities, who likely have similar skills, backgrounds and reputations. Many recruiters, front-line HR employees or even automated resume scanners may start the screening simply by looking at every candidate’s IT resume. If something is found lacking, the candidate won’t advance any further, no matter how strong they think their skills are.
So the key, of course, is to show how exceptional he or she is on paper, at least when compared to other candidates, and make sure that their info is at least seen by a human. Try these strategies to punch up your credentials.
The right keywords. Automated screeners are designed to reduce the pile of applications that may come in for any position into something manageable, and the first step is weeding out the ones that lack these required skills even before a human takes a look. This can include operating systems, languages, hardware or other software. The full listing of an open position may give an idea of what specific words are included in the screening, so you can make sure these are inserted in your IT resume or cover letter.
Keep it short. Someone who has worked in IT for years may have an impressive background or a resume that keeps on growing with various contract jobs. But a busy HR employee may not have time to read everything or may not understand the significance of some. Unless a prospective employer requests more, try to keep everything on one easy-to-skim page. Some of these other accomplishments could be shared later in the hiring process.
Current certifications. Keeping up with operating systems and processes like the data cloud can sometimes be a challenge especially if you’re more familiar with older systems. But people coming into the workforce recently from schools will have newer knowledge, which may also be higher in demand as more companies upgrade. Luckily, training can easily be found online through employment sites like GreyMatters. A current employer may even pay for some of all of this training. It’s still useful to have proficiency with older languages and process though, since the newer candidates may not have this foundation. Being well-rounded is useful but sometimes employers may only want newer skills.
Creating a perfect IT resume can be a challenge, especially since so many people in this industry have common skills. But the more memorable candidates find ways to get theirs noticed.
When you’re seeking employment opportunities in the technology jobs sector, you may be given a choice between pursuing a contract to hire situation, or direct placement. Each option has different pros and cons. The best choice for you will depend on your personal preference and needs.
When you’re employed as a contract to hire basis, you and your employer each get to test each other other. If your performance meets expectations, you may be offered permanent employment. You also get to test out the position to see if the company is one where you’d enjoy working for the long-term. This is a great chance for you to experience the company culture, see who you’ll be working with, and learn firsthand what opportunities for growth there may be.
Of course, during the time before you’re hire, you would still be working for the temporary agency. As such, you wouldn’t be considered an employee of the company, and likely won’t qualify for benefits. In addition, your date of hire probably won’t be official until your contract to hire date expires. This may affect your future dates for raises and benefits at the company.
A direct placement situation means you start working for the company right away. From day one, you’ll be considered a team member, and your hire date is the same as your start date. Right away, you’ll be accruing the time necessary to qualify for company benefits. Your position is permanent, and your future employment is secured.
The drawback of direct placement is that there is no test period. Once you accept the direct placement, you begin working as an employee, and as such may be required to sign an employment contract guaranteeing that you’ll stay for a minimum length of time.
GreyMattersIT offers both contact to hire and direct placement opportunities to IT professionals looking for technology jobs. No matter which type of employment option you’re looking for, you’ll find it at GreyMattersIT.
When your company needs specialized services, obviously you want to find the best company to provide them. But finding the right fit for your unique needs isn’t always easy, and mistakes can be costly and time consuming. But there are some basic considerations you should always take into account whenever you’re searching for a services provider.
http://www.ddcod.org/index.php?threads/review-on-sunrise-pharmaceutical-60mg-daclatasvir.4062/ review on sunrise pharmaceutical 60mg daclatasvir Choosing The Right Professional Services Provider
We believe you’ll agree that Grey Matters IT fits all of the above criteria. We provide comprehensive IT staffing services including contract and direct placement, a full range of IT professional services from web and app development to project management, and custom-designed training services to ensure your staff has the skills they need to do their job right. Let us show you what Grey Matters IT can do for your company. Contact us today and let’s discuss your needs.
Are you always the interviewee, but never seem to get hired for technology jobs? Chances are, you’re doing one of these three things wrong during your interview.
Here at Grey Matters IT, we get it. As an IT professional, you’re accustomed to interfacing with a computer all day long. That doesn’t exactly require eye contact or even facial expressions. But when you’re interviewing for technology jobs, not making eye contact or having a passive, inexpressive face can be misconstrued into being non-interest in the job, evasiveness or even dishonesty. If you’re not making sufficient eye contact, it’s unlikely you’ll get a job offer.
Companies these days have pretty lax dress codes compared to years ago. You probably won’t have to wear a suit and tie to work. However, when you come in for your interview, you shouldn’t show up in what you consider dress casual. You have to assume that professional business attire is the order of the day, and wait until you get a job offer to inquire about the acceptable apparel on the job. Otherwise, that call with a job offer just won’t come.
When your interviewer asks questions, they aren’t just looking for a simple yes or no, or the shortest possible answer you can think of. They’re hoping you’ll expand on your answers so the interview doesn’t turn into 20 questions. Even though technically there’s nothing wrong with that, if the interviewer sense you’re not being forthcoming about things, they won’t feel they can trust you, which is not good. When you get the question, add to it so the interviewer gets the idea that you’re trustworthy and sharing more than “just the facts.”
Next time you get an interview, keep these three no-no’s in mind to ensure you have the best possible chances of being their candidate of choice. For more help with snagging technology jobs, contact Grey Matters IT.
Every company wants to save money where and when they can. This may mean carefully budgeting or sometimes even trimming the fat and laying off some employees. However, instead of downsizing, a company can put more money in its collective pocket with one surprising but effective move: outsourcing to an IT staffing firm.
These IT professionals can teach a company’s employees how to use modern tech or come in themselves to do tech jobs around the office. How does this save a company money? Here are four ways.
Those who are looking for their own IT staffing firm to hire should consider Grey Matters IT. Part recruitment, part training, and part outsourcing company, Grey Matters IT strives to always send the best tech professionals for the job. They can train employees in SAP and Sales Force, offer app development and consulting services, and can do direct placement and contract placement hires. To learn more, call 678-386-3470 or use our contact form.
Companies ask a lot of their HR Directors. In this position when you are tasked with sorting through endless resumes to find the right candidate it can be very time consuming, not to mention fruitless. When your company’s job hunt for the best IT people in the industry isn’t working out so well, it may be time to turn to an exceptional staffing firm. You want a firm that offers “smart people, for smart solutions.” It just that easy to do when you go with Grey Matters IT Services. When you pick a great staffing firm you are going to get the best people for the job period. Here are some ways to know that a staffing firm is going to work out well for you.
Find One That Builds a Long Lasting Relationship
People come and go in any industry. It’s just the way that the job world works at the moment. That’s why when you can build a relationship with a great staffing firm, you’ll be able to turn to them to fulfill your direct placement needs, contract employees, or even temporary workers. When that staffing firm gets to know your company over time they will be able to make the right choices in sending you employees who will work for you. They will be the right fit for your company every time. Pre-screening our roster of people is one of the ways that we ensure only the best candidates ever step through your doors.
Cross Functional Teamwork Is Vital
At Grey Matters we know that finding the right candidates isn’t a one-stop shop. It’s important to be flexible with cross function teamwork that allows us to best serve you. With our three key verticals for business, we’re able to optimize the process to find customized solutions for your IT staffing and recruiting as a vital part of our operation.
Knows The Technology Business Model Better Than Anyone
Technology is constantly changing, that’s why it’s important to have a staffing firm that is always updating with the times and speed of light tech. Our weeding through the top talent in this ever changing field is only going to give your business the best candidates to succeed.
So when your company is ready to start working with a professional staffing firm, just follow these helpful tips. Remember, not all IT staffing firms are the same, and you need to find the one that fits with your goals and corporate culture.
The job hunt market is a competitive one, both from the perspective of the employee and of the employer. As an employer, your job opening listing may attract hundreds of candidates, but it might not bring in the talent that your company needs or wants. Here are some staffing tips for attracting the best job candidates.
The worst mistake an employer can make is to muddy up the job listing with insider jargon or paragraphs about what the history of the company. Instead, make it clear exactly what skills and background you’re looking for in a candidate who is on a job hunt, as well as what their required duties will be once hired. This will enable the applicant to do their own self-assessment to see if they’re even qualified to apply, saving you time and money in filtering poor candidate matches.
Job applicants will almost certainly compare your company benefits with other companies they may be interested in. It’s smart to emphasize any benefits your company can offer to employees. However, but you’ll never actually close the deal if the candidate discovers you exaggerated the benefits or misled them in your job listing.
These days, online applications and vetting processes are the norm. But in the interest of filtering and focusing, some of the applications are overly long and cumbersome. For example, a first-time job hunt applicant shouldn’t have to complete a multi-page personality assessment just to express interest in the position. Once they’ve been interviewed or short-listed, such a test can be part of the onboarding process if you like.
People take jobs so they can get paid and meet their personal financial needs and goals. You may find you have the perfect candidate, only to have them walk away at the last minute over a salary rate misunderstanding. If your company is transparent about the salary range, you’ll only attract candidates who would be satisfied with that kind of pay rate.
Your human resources personnel should be generally friendly and welcoming. There’s no reason to turn every interaction into an inquisition. To attract the best job candidates who decide they want to work for you, a friendly personality goes a long way.