Hiring in Tech: Four Truths All Managers Need to Know

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 Few job markets move as quickly as the technology market, and no city moves faster than New York. The best tech roles — and the best candidates — are often off the market in less than one business week. Keep reading to learn how to move as fast as the market, and hire the right person in an ultra-competitive landscape, according the local expert: Division Manager of Workbridge New York, Samantha King.

 
As technology is one of the most integral parts of modern business, finding strong candidates to fill IT roles can be a daunting, arduous task. If you are looking to build an all-star tech team, you'll need to stay ahead of the competition.

A vacancy in a mission-critical position for your team can derail larger business goals, creates unsustainable workloads for team members and damages morale. While active employees are covering the extra workload, you’re trying to carve out small increments of time to find a "perfect" replacement, and deadlines start to slip as the strain on your team increases. 

Plus, coordinating schedules with busy internal stakeholders can take weeks — so it's imperative to be able to get the talent you need for your projects and deadlines.

Navigating the competitive hiring market in tech while maintaining the pace of your current team or project is no small feat, and finding the right fit takes time and careful consideration. This is why no matter the industry, market condition, company size or budget, hiring managers bump up a few universal truths that impede the interview process - but small adjustments in light of each of these can make a big impact.

Hiring Truth 1: You know who you're looking for, but they're nowhere to be found

It's one thing to design the idea of your perfect hire and list every skill and talent you want them to possess. A quick search on LinkedIn will reveal what type of candidates are on the market, if those are skills that you can find in one person and it's someone you can afford. 

Begin adjusting your search by identifying skills sets that are valuable, realistic and obtainable. If you have requirements in mind that do not currently exist on the market, you’ll be looking for a long time.

HR TRuth 1

"The key is to differentiate what a hire should know coming in on day one and what you can teach them," advises Samantha King, Division Manager of Workbridge New York. "I advise my clients start by identifying what is unique to your business functions compared to industry norms, and dig in to differentiate from the market."

Once you've identified these differences, you can start to consider which skills are required for the role, compared to those just desired or that can be learned on the job. One of the most common hiring mistakes is that employers seek to hire someone with the most advanced skills, rather than the candidate with the most growth potential.

If you consider your current employees, their skill-sets have likely improved in their role since joining your team. If you hire someone with a solid foundation and understanding of your needs, you can guide them to refine their skills and improve. Plus, the more room you can give them to grow and learn, the less likely they will become complacent and bored, and seek their next challenge.

If a potential hire as at least three core skills and two desired skills, they likely have the capacity to improve and grow into the role. So start thinking, and hiring, outside the box.

Hiring Truth #2: You're hiring because you're busy, but you're too busy to hire

Here’s the good news: an open role, either newly created or filling a replacement, means your business is in a position to grow and your credibility as a manger has been proven. However, an open role means each active team member is pulling more weight; making time to interview and on-board a new hire a lower priority on their agendas. 

4T-2

If you can efficiently move a valuable candidate through your interview process, your existing team can focus more of their energy on active responsibilities and goals. While growing pains are common when a company reaches a new level of success, it's important to make sure an understaffed team does not delay your upward progress, which can effect morale and organization.

By prioritizing hiring at the managerial level, you decrease the duration of time your team is overworked. Treat hiring like any technical project, with a project manager, road-map, timeline and objectives. Set clear expectations, block time, send calendar invites and stick to your deadline. By creating a system that holds each stakeholder accountable, it is easier to manage an efficient project flow and make the right decision with a higher sense of urgency for all involved. 

Are you pressed to hire top tech talent? Get connected to your local tech  recruiting team today

Hiring Truth #3: Blink and you'll miss them: the best candidates go fast

If you’ve hired before, you know high-caliber tech candidates are hard to find. In the tech world, your best options are off the market in less than a week. By planning a shorter interview process, you can ensure that you don’t miss out on your top choice.

4T-3

"The best candidates are off the market in less than one business week, and are most likely to accept offers from companies who can showcase their excitement, flexibility and appeal. My clients know that this market moves fast, so my team of tech recruiters works with each hiring manager can do the same without sacrificing quality," says King.

Once you find someone you're excited about, it's important to ask them the right questions to expedite the interview process so that you can prepare to make an offer. By being honest about your interest, expectations and limitations, you set the foundation for a healthy, productive working relationship. 

Hiring Truth #4: Meeting candidates back-to-back makes it easier to make a decision

4T-4

If you are to interview one or two candidates per week, it becomes harder to remember what you liked or disliked about those prior.

While it can seem like a task to line up just one promising interviewee, managing multiple candidates simultaneously and seeing them back-to-back helps you weigh potential team members evenly and with clarity. Allowing for late-stage options and comparisons help your team feel ready to make decision  you are all excited about.

Are you pressed to hire top tech talent? Get connected to your local tech  recruiting team today

By being realistic, keeping your goal focused and prioritizing the process efficiently, you'll find yourself in a position where you are not only attracting high-quality, qualified candidates, but ensuring a smooth hiring process along the way. If you set clear expectations, deadlines and instructions for all involved stakeholders, you'll seamlessly move through a hiring process and get back to what you're best at — leading your team to success.

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Samantha King is the Division Manager of Workbridge Associates New York and has been advising hundreds of companies, from early-stage startups to Fortune 10 companies for more than ten years. 

She has managed thousands of interviews from entry to C-level technology candidates with her team of New York-based recruiters.

Samantha helps build teams by understanding clients, and by becoming extensions of their brands. We work together to develop a hiring process that is efficient, effective, and gets the right people into the right roles."

Need more advice on finding the right candidate for your team ASAP? 

Get in touch with Samantha here.

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Workbridge Associates, part of the Motion Recruitment network, provides IT Staffing Solutions (Contract, Contract-to-Hire, and Direct Hire) across 11 major North American markets: BostonNew York, PhiladelphiaWashington DCChicagoDallasSan FranciscoSilicon ValleyLos AngelesOrange County, and Toronto.

Workbridge offers a unique and deep expertise in the highest demand tech skill sets, such as UI/UX, Open Source, Microsoft Development, Network Security & Infrastructure, and Mobile Development. Our high-touch, specialized and team-based recruitment model, paired with our deep networks and knowledge of our local technology markets, results in an exemplary track record.

Related: smart recruiting, new york tech, hiring tips, hiring strategy, hiring technologists, IT career

Motion Recruitment Expands ‘Total Talent’ Workforce Capabilities by acquiring MDI Group

 

MDI Group’s Expanded Footprint, MSP & MVP workforce solutions, and Innovative Tech Training & Deployment Program Strengthen Motion Recruitment’s Platform.

BOSTON, December 13th, 2018 – Motion Recruitment Partners, parent company of North American IT Staffing agencies - Jobspring Partners and Workbridge Associates, and global Recruitment Process Outsourcing (RPO) solution provider - Sevenstep, announced today that it has acquired MDI Group.

MDI Group is a leading IT Staffing firm and Managed Service Provider (MSP) with offices in Atlanta (GA), Greenville (SC), Charlotte (NC), Dallas (TX), Fort Worth (TX), and Phoenix (AZ). MDI also provides the ID² workforce solution – a unique technology training, certification and deployment program to address the ever-growing skills gap in the IT sector.

MDI’s proven suite of talent solutions, 30 years of valued client relationships, and unique geographic presence provide the ideal blend of expanded capabilities to complement the Motion Recruitment platform. This acquisition adds six new IT Staffing offices and three new US markets (Charlotte, Greenville, Phoenix). It also adds the Managed Service Provider (MSP) capability to Sevenstep’s global talent solutions suite including: Enterprise & Project RPO, Employer Branding, and Data Analytics - Talent AI™ offering. MDI’s ID² workforce solution will be a valued solution applied across the enterprise to both Staffing and RPO customers of Motion. 

“A comprehensive total talent strategy is essential to how organizations approach recruitment in today’s world. We’re focused on helping our clients not just manage this new reality, but to help them turn it into a true competitive advantage,” said Beth Gilfeather, CEO of Motion Recruitment. “MDI Group’s solutions align perfectly with our IT Staffing and RPO businesses. Most importantly, our two companies share very similar cultural and business values – focused on performance mastery, solutions ingenuity, and a genuine care for our clients, candidates, and people.”

“Motion Recruitment has a well-earned reputation as a leader in delivering high impact business value to its clients, and all of us at MDI Group are excited to become part of its future growth and success,” said Ella Koscik, CEO and Chairperson of MDI Group. “Joining forces will help us continue to be recruitment trailblazers while delivering outstanding career development opportunities to our staff.”

About Motion Recruitment Partners

Founded in 1989, Motion Recruitment Partners LLC is parent company to a group of leading recruitment solution providers and game-changers in the industry with a focus on providing support of the modern employer’s ‘total talent’ needs. Jobspring Partners and Workbridge Associates both provide IT Staffing for Contract and Permanent recruiting needs and Sevenstep provides global RPO services, talent analytics, and employer branding services across a broad range of industries for both Permanent and Contract labor.

For more information, visit:

www.jobspringpartners.com

www.workbridgeassociates.com

www.sevensteprpo.com

www.mdigroup.com

 

Media Contact:

Ian Cluroe, VP – Marketing, Motion Recruitment Partners

+1 617 834 7898

ian.cluroe@motionrp.com

How Will Artificial Intelligence Transform Recruiting Practices?

 

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In the ongoing debate of what artificial intelligence will automate and replace next, recruiters have become a hotly debated target.

A hire can make or break the success of a team; which is why companies annually invest hundreds of thousands of dollars into outsourcing its hiring. But what if they could automate those practices and spend the surplus budget on other things?

It’s appealing.

Back in 2000, everyone was excited about Monster.com for a somewhat similar reason. You could post a job and collect ad response from hundreds of candidates, or search through resumes for the perfect addition to your team.

There was nothing like it that could connect you to people so quickly. It was expected to completely revolutionize hiring and make third party recruiters irrelevant.

Well, it’s 2018, and third-party recruiting isn't gone yet — and we’re betting the agency model will survive AI, too.

But, the real question is, why? Why is recruiting so difficult to replicate and automate?

The Human Element

Recruiting is a relationship-based business; recruiters will recommend roles to a candidate that they might not have looked twice at while scrolling through a job board. Seasoned recruiters have inside detail on what makes a role or company unique, and an intimate understanding of how an opportunity will fit what the candidate is looking for in their next role or career move.

A recruiter’s priority is to educate and advise candidates on why your position is good for them personally, which computers inherently can’t do. Conversely, they may submit a candidate for your open tech role who doesn't have 100 percent of the desired skills. Rather, they recognize that the candidate will mix well with your existing team, or possess an aptitude and drive to learn and grow in the right environment.

 

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A good recruiter is not only a matchmaker -- they’re a coach and confidant. They will understand the vision you have for your team and customize their search for your hire accordingly.

They’ll understand the importance of a culture fit, diversifying talent, skill-sets, and voices to make a team they support as strong as possible. They will advocate for the best interest of a candidate and company, which is a feature that AI can’t offer.

Click here and connect with your local tech recruiting team today

Ultimately, recruiters possess one vital factor that artificial intelligence can't compute; why the sum of a candidate's experience is wholly greater than their parts.

The Limitations of Data

AI is only as intelligent as the data it draws from. When a machine makes data-based conclusions, the result will be only as accurate as the inputted data. As this data is still supplied by humans, it's vulnerable to becoming corrupted by subjectivity.

In your hiring process, if you have historically hired a specific type of person for a role, an AI program will suggest similar candidates -- limiting your exposure to new ideas and perspectives. A great recruiter will challenge your perception on who the right candidate would be, offering you instant access to their diverse network of IT professionals.

 

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The key to analyzing data is context, and we’re still some years away from a machine being able to provide just that. We’ve seen this with mapping technology. You hear about people getting lost in the Australian rain forest, or driving off cliffs because they rely solely on an automated map telling them where to go instead of augmenting that data with common sense.

So, if AI can’t yet fully replace recruiting, what can it do?

The AI and Recruiting Partnership

In short, when used in partnership with strong hiring practices, AI can help make recruiters more efficient at their jobs. AI and data can help recruiters make better decisions about what types of accounts or roles to prioritize.

AI can catalyze lead generation and replace basic functions of a recruiter’s role, like sourcing new candidates and setting up interviews. Alleviating their schedule from these manual tasks leaves recruiters free to focus on building stronger relationships with candidates and clients to better service them.

AI can even help replace or supplement certain communication touch-points, when appropriate, through email automation. The important thing to remember is that as efficient as it can make you, AI isn’t a stand-in for real, human interactions.

Why wait for AI?  Get connected to a local tech recruiter today

Recruiting is all about relationships, which is why a live contact is imperative to successfully understand and recruit for an employer’s open roles, just as a candidate still values recruiters for their advice on how to navigate their career.

AI can be incredibly potent key to success for your business. But that, in itself, is the key: AI is a tool — not a solution — to the problem.

 

 

Related: tech hiring, artificial intelligence, tech trends, manager advice, smart recruiting, tech team, business tech, leadership advice

Free Online Job Search Resources for Veterans

Veteran Resources Blog

  Veterans have more to offer than ever, but finding a job is never easy. Are you a veteran looking for a job, or do you know someone who is? Here are some free online resources that can help veterans make connections and find jobs.

  • Military Job Networks (MJN) is an exclusive online networking platform created and enabled only for verified U.S. Military Veterans. With 3,600 online private military occupation groups, verified Veterans access private, virtual spaces for true peer-to-peer networking and knowledge sharing. www.militaryjobnetworks.com
  • Hire Heroes USA has built a national reputation of excellence for helping veterans find jobs, currently at the rate of more than 60 veterans confirmed hired every week. They partner with more than 200 veteran-friendly companies to offer relevant and up-to-date job postings on the Hire Heroes USA Job Board.
  • VetJobs services are available to assist ALL members of “The United States Military Family” advance their careers and find employment. This includes Officer and Enlisted, Active Duty, Transitioning Military, Reservists, Veterans, Retirees, of the Air Force, Army, Coast Guard, Marine Corps, Merchant Marine, National Guard, Navy, NOAA and Public Health Service along with Trailing Spouses, Eligible Former Spouses, Widows, Widowers and Dependents and DOD civilians. www.vetjobs.com
  • USAJOBS.gov is a free web-based job board enabling federal job seekers access to thousands of job opportunities across hundreds of federal agencies and organizations. www.usajobs.gov/Veterans
  • MilitaryHire.com has been developed and is maintained by a team of both military veterans and corporate hiring authorities. They worked hard to create a network where former military personnel can seek careers and utilize their professional skills. www.militaryhire.com
  • Military.com joined forces with Monster Worldwide (NYSE: MWW) to accelerate our growth and change the playing field for career and educational opportunities for service members, veterans and military spouses. Monster's vision is bringing people together to advance their lives, which is a great fit with Military.com's "members first" ethos and goal of connecting the military community to all the benefits of service. www.military.com/veteran-jobs
  • USTechVets.org is a U.S. technology industry career portal created to connect veterans, including transitioning military personnel and their family members, with meaningful jobs in America's technology industry. www.ustechvets.org
  • GI Jobs has a pay calculator that estimates the salary needed in a civilian job to equal your current military pay. Their job board allows you to search by location and military specialty. https://www.gijobs.com/
  • Veteran Employment Center is a division of the US Department of Veteran affairs which translates your military occupational codes into the equivalent in civilian skill which helps you choose your best career path. They also help you build out a resume and publish a profile that connects you to over 1.5 million jobs and thousands of employers seeking vets with your skillsets. http://www.ebenefits.va.gov/ebenefits/jobs
  • Rally Point connects its members to a professional network that allows you to explore career opportunities within the military and private sector. http://www.rallypoint.com/
  • Another free resource is enlisting the help of a recruiter. While not all specialize in placing veterans, many recruitment firms help guide professionals in their careers and place them at jobs, all at no cost to the candidate.

 null

 For a list of further free resources for Veterans in their job search, please see the White House’s page on “Joining Forces” here.

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Upgrade Your Diversity Hiring Process: How to Attract, Hire, and Retain Diverse Talent in Tech

In today's global market, diversity in the workplace has transformed from a desirable attribute to a business necessity. Does your company have the right people to expand their business?

Read more to discover how to find, hire and retain diverse talent at your company.

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Diversity in the workplace has transformed from a desirable attribute to pertinent asset for success. As the global market and workforce evolve, companies with diversity as a pillar are proving fortitude because their unique access to fresh ideas and open-minded communication.

There are endless benefits to hiring a diverse staff, including increased revenue potential, and eclectic company culture and innovation. Despite this, many companies do not fully understand how to find, hire and retain diverse talent in their company. Keep reading to learn how to attract and manage diverse candidates into your talent pipeline.

Finding Diverse Talent

You can find talented, diverse hires in every city – if you know how to source them. LinkedIn's custom filter tool allows you to refine your search to find diverse talent from national and local universities.

To source local, diverse talent, create a filtered list           of schools that are women’s colleges, or specific    diversity and cultural groups in your city.

Joining specific diversity groups on LinkedIn allows you to broaden your reach to a concentrated field of talent, like Black Enterprise Networked, Latino Professionals for America, and Society of Women Engineers.

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Beyond increased outreach, hiring managers can cast a wider net to increase web response by omitting gender-biased language. Statistically, men will apply to a job if they meet 50% of qualifications, whereas women will only apply if they feel 100% qualified.

To help get more inbound applications, limit masculine wording to attract more females to apply to your job postings. Tools like Textio, a website that allows you to identify all words and phrases with gender bias, can help you write more neutral job posts.

Hiring Diverse Talent

To successfully recruit diverse talent, all candidates must feel completely welcome from their first point of communication with the company, and through their last day of employment.

If you successfully communicate and maintain a welcoming and open environment where they can learn, grow and contribute meaningful work, you'll have your pick of top talent.

The first crucial step, is to remove all bias starting with the first interaction -- especially toward race, religion, gender, and sexual orientation.

The second step is to paint a picture of success for prospective hires, emphasizing the mutual benefits of bringing more diverse candidates onto the team. A candidate needs to be able to visualize how they will fit in, and succeed, in their new role.

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Third, to attract diverse talent, showcase diverse senior leadership. Prospective hires need to see that they have an equal – and tangible – opportunities to grow into to leadership positions.

In addition to working with your leadership team to attract a diverse hiring pool, these diverse leaders are also valuable for fostering the sense of community and inclusion -- a vital key to increasing retention.

Read this Next: When to Accept a Counteroffer (or Leave it on the Table)

Retaining Diverse Talent

For all new hires, it’s important to check in with them regularly to help ensure each new additional feels welcome with the company and culture. It’s easy to forget about an employee’s personal comfort in business, leaving many at risk of feeling neglected.

But specifically for your existing diverse tech talent, you can develop diversity-friendly programs that focus on mentorship, training, and ongoing support initiatives that pave a smooth road to job satisfaction.

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Nothing encourages an employee more than realizing the potential for career growth within their company. Seek out talented diverse individuals and focus your attention on growing them to their full potential. More importantly, listen to their opinions and business development ideas.

Demonstrating that you value an employee's opinion fosters an open flow of communication, encouraging them to feel comfortable speaking openly with you.

One method to manage this is by implementing Employee Voice Surveys for constructive feedback. These are anonymous surveys given to the staff that scope out how welcome, safe, and comfortable an employee feels. Some sample questions include:

  • Do you feel like you belong to your team?
  • If something bad happens at work do you feel safe reporting it?
  • Do you feel that someone in the workplace cares about you?

This gives employers a sense of where their employees are at in terms of safety and comfort and allows management to make the changes they need to create an inclusive environment in the office. Furthermore, it promotes your company’s branding and image.

Struggling to find, hire & retain talent? Click here to contact a tech  recruting expert in your city today! 

Final Thoughts

Businesses run by diverse leadership tend to have increased revenue, innovation, and growth because they challenge each other’s various vantage points

Overall, employing diverse individuals adds an element of progressive-thinking to your company branding and image. Retaining diverse talent is conducive to the development and success of your business and work culture. Let your office mirror the environment you want to establish and let management mirror the people you want to attract.

 

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Related: Interviewing, Happy Job-Seekers, workbridge associates, WomeninTech, hiring, career advice

How to Navigate Today's Low Unemployment Rate

When to Accept a Counteroffer (or Leave it on the Table)

Career Advice Salary Guide

A candidate once asked us, "I found my dream role at a new company and went to put in my notice – but my boss insisted that I stay, countering with a generous raise and bigger office. Which offer, the counteroffer or outside offer, would be better for my career?"

Managing counteroffers is a delicate art- which is why most choose to forego them. Counteroffers arise when you’ve received an outside offer, submit your resignation, and your manager sweetens the pot to entice you to stay.

New Opportunities Await! Explore Current Open Tech Roles in Your City 

But before you even begin looking for a new job, it’s imperative to set time with your current boss to candidly discuss why you’re thinking about exploring for new opportunities. While it may be strictly salary-related, often dissatisfaction with management, company culture, lack of room for growth or work-life balance are influential factors.

Counteroffer Etiquette 101

If the main reason you’re considering leaving your company is strictly financial, try to negotiate a higher level of compensation before applying to outside jobs. The best negotiation tactics are rooted in facts, not emotion. Feeling you "deserve more" is less persuasive than pinpointing exactly how many key metrics you exceeded or how much money you have earned the company.

career-networking

It's imperative to articulate not only what you want – but why it will improve the quality of your life and work. Rather than asking for a salary bump, show why you are worth more. Resources like an industry salary guide, great recruiters and mentors can help you.

The Easiest Ways to Bump Up Your Entry Level Salary

When hearing your concerns, your boss will likely be aware of these problems and will be sympathetic to your position. If they’re not willing to work with you to solve them, that’s your green light to update your resume and start interviewing.

When You’ve Received an Outside Offer

If you've met with your manager and heard paying you 10% more isn't in the current budget, what they didn’t relay is that the costs that go into searching, interviewing and training your replacement will probably exceed what you are asking for. They’d likely rather put those resources toward a competitive counteroffer than a new employee. With an outside offer to fall back on, your freedom to easily walk away puts you in a more valuable position.

So what might you expect to hear from your current company before they counter back? When you submit a resignation letter, your hiring manager's concerns could include:

  • Losing you during a pivotal project in which you're essential
  • You're a respected leader, whose departure might damage morale
  • They're already short staffed and can't afford to lose another person
  • They'll personally look bad for not retaining their talent

 Find Out the Top Six Qualities IT Hiring Managers Will Always Want

Your hiring manager will fight for you if they like and value you – but anything you do to negate this view will hurt you. When having this conversation, treat it as a peaceful negotiation; don't be afraid to ask for what you deserve but avoid sounding greedy or petty.

Salary advice

Get Everything You Want (and More) in Both Offers

If your current company is trying to keep you, they will likely try to match your outside offer. While a huge boost to your paycheck is tempting, it is important to identify what gaps you are missing in your professional life beyond salary. If you have multiple reservations about staying with your company, accepting a counteroffer usually only solves one of your concerns. If you have reservations about leaving, you should address them in the offer negotiation stage.

Decide what you need before walking into the conversation. If your initial concerns were multi-fold, address them collectively in either an offer or counteroffer negotiation, rather than getting one approved at a time. If you ask for only one thing at a time, the expectation is that you will accept if they agree. If you repeatedly ask for more, the only thing you'll be offered is the door.

Beyond the paycheck, focus on how you can increase your quality of life. Exciting opportunities like travel, remote flexibility, or an expense account are tangible items, but you might require something more idealistic like better management, a clearer company mission or a culture change. When you were interviewing for your outside offer, what attracted you to apply? 

The Risk of Taking the Counter Deal

No matter what the company says when making a counteroffer, the fact is that you are becoming a fidelity risk. By being willing to walk away, it may seem like a lack of loyalty, which can compromise your status as a team player or member of the inner circle if you don't make your reasons for leaving - and any work life gaps - clear.

Additionally, there is a strong possibility that band-aid fixes to accommodate your requests will be short term. You could be in a similar scenario searching for another role in a few short months, if a simple pay raise doesn't address all of your considerations for staying.

Employers know that statistically, counteroffers are frequently the step before someone quits -- they may even start looking for your replacement after giving you the offer. Plus, if they need to lay someone off, you've positioned yourself nearest to the exit. 

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Related: Advice, Happy Job-Seekers

Blockchain Technology Creates New Jobs in Multiple Industries

Workbridge

The increased popularity of blockchain, the technology behind cryptocurrency, has resulted in new jobs in the tech industry. Research from employment search engine Indeed shows that the number of postings referencing blockchain, bitcoin, and cryptocurrency has increased by a staggering 621% since 2015. The site also reports an even higher increase of 1,065% more searches mentioning these terms. (Forbes) As companies continue to embrace this new technology, there is an increase in demand for candidates who have experience working with it or the desire to learn.

blockchain technology jobs

Beyond Bitcoin: The Rise of Blockchain Technology

Though blockchain is most commonly associated with cryptocurrency, there are various uses for the technology. Blockchain’s ability to store all the changes made to its data makes it difficult to hack, which could prove to be an asset for different areas of business. According to Derek Martin, a Cloud Solutions Architect at Microsoft, the four industries that he believes could best employ the use of blockchain technology are finance, retail and manufacturing, healthcare, and government.

Dominic Tancredi, Co-Founder of product agency Dom & Tom, says that his company plans to support the professional growth of team members that are sharing their research and experiments in the field of Blockchain. “I could see us having a dedicated team in 2-3 years as the technology stack grows in adoption and requires specialists,” he says.

Daniel Mason, VP of Business Development at Springcoin agrees, “I expect this explosion in demand to continue to grow throughout 2018 as blockchain continues to shift from its niche positioning to a mainstream technology trend that many startups and larger companies will be pursuing.”

jobs blockchain technology

Increase in Technical Roles Using Blockchain

According to Velas Commerce founder Hannah Rosenberg, blockchain is a candidate’s market. “What I have seen is that there is currently much more demand for blockchain and smart contract developers than there is supply,” she says. “An experienced developer with even a little blockchain exposure can get picked up quite quickly to work on very interesting projects.”

Mason, can also attest to the high demand. “Engineers with relevant blockchain experience are extremely hard to find, as the technology is relatively new but has exploded in popularity over the past year,” he states.

The good news is that expert knowledge of Blockchain is not always a requirement. Companies are looking for candidates who are genuinely interested in the technology and willing to learn it as well as candidates who can contribute right from the start.

Tech Jobs in Blockchain Beyond Cryptocurrency

Looking to get involved in blockchain? You’ll need strong back-end skills, knowledge of the fundamentals of cryptography—the computerized encoding and decoding of information— and a genuine interest in blockchain technology.

According to Gavin Pacini, Senior Consultant in Deloitte's EMEA Blockchain Lab, agility and the ability to adapt are also required when working with a new technology such as blockchain. “It’s not an established platform so it’s a real learning curve. We’ve had cases where we’ve had to dig through the source code of open source projects which normally isn’t required when using existing technologies but with blockchain, we don’t have a choice,” he says.

Due to blockchain’s growth in popularity, a variety of online courses and certifications are now available courtesy of IBMBlockchain Council, and Udemy, to name a few. Many of these courses are offered at little to no cost. Another great way to build your understanding of the technology? Local Meetups! Tech in Motion has a variety of upcoming blockchain events coming down the pipeline.

Click here to see upcoming Tech in Motion events on emerging technologies like this.

Once you have built out your understanding and required skills, be sure to look out for available blockchain jobs. Here are a few examples of available jobs:

  • Blockchain Engineer
  • Blockchain Developer
  • Mining Technician
  • Full-Stack Developer
  • Bitcoin Front-End Developer
  • Blockchain Project Manager
  • Data Scientist

The rising popularity of blockchain has created many new opportunities for professionals, startups, and enterprise companies alike. As this technology proves to be useful for more than cryptocurrency, individuals with experience and a passion for blockchain will continuously be in high demand.

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Related: hiring, Events, Tech In Motion

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