Hiring in today’s jobs landscape is complex and challenging, especially for organizations looking to fill higher-level, specialized, or technical positions.
One reason: not enough workers to fill the roles. The U.S. Chamber of Commerce estimates that as of May 2024 businesses in professional and business services had twice as many unfilled job openings compared to available workers.
Another complicating factor is retention or attrition: Gartner found that just 29% of IT workers responded that they had “high intent” to stick with the company they were currently working for.
Given the challenges, it’s not uncommon for hiring managers and HR departments to turn to outside help in filling certain roles.
But just what should this outside help look like? That’s a question certainly worth asking. Is the secret simply casting a wider net, getting your job post out to ever-larger audiences? Or is a more targeted approach the better choice?
We believe the data is clear: headhunting continues to be the gold standard in recruitment, outperforming passive recruiting methods in identifying and securing the best candidates.
What Is Headhunting?
Headhunting is a targeted approach to hiring that seeks out specific good-fit candidates for specific roles, regardless of whether that candidate is publicly looking for a new position. The specialists who perform this work, often called headhunters, reach out directly to professionals with job offers, usually ones designed to be more attractive than the candidate’s current role.
Because headhunting is more labor intensive than other recruiting strategies, it’s usually used for high-level roles (such as the “head” of the organization) as well as for technical and specialist positions where workers are in high demand.
Headhunting goes by other names, including executive search and passive recruiting. (We avoid the latter term because it can cause confusion: the recruiting is very much active, but the candidates are passive in that they are not looking for a new job.)
How Is Headhunting Different From Traditional Recruiting?
Both headhunting and traditional recruiting target specific individuals for recruitment purposes. The difference is in which people they target.
Headhunters target professionals who are typically already employed and who aren’t actively or publicly looking for a new position. They may also consider active candidates; their primary goal no matter the source is to identify the best possible professional for a specific role.
Traditional recruiters, on the other hand, search only among active candidates — those open to work or actively searching for a new position. They may work from lists of active candidates or pull in applications by posting a position widely, but they don’t regularly reach out to candidates who are already employed and not looking for something new.
Why Headhunting Continues to Outperform Traditional Recruiting Methods
There are several reasons why headhunting continues to outperform other methods of recruiting, including the ones we’ve listed below.
1a. Traditional recruiting must vet interested bad-fit candidates
Traditional recruiting approaches tend to result in numerous job applications from people who are quite motivated to get hired. Among all those applications there may be one or more strong candidates, but the recruiter — and internal decision-makers, like a department head or hiring manager — must be sure to vet every application carefully.
Additionally, this vetting is getting tougher: in an age of AI-generated resumes, anyone can claim just about anything in nearly perfect professional English.
1b. Headhunting surfaces only proven candidates
Headhunting, on the other hand, “pre-vets” its candidates in a way. By limiting the job search to qualified candidates already doing the work (just for some other company), headhunters produce a higher caliber of candidate overall.
2a. Traditional recruiting ignores the best of the talent pool
First, a caveat: there are all sorts of reasons why a professional may end up out of work, including reasons that are no fault of the individual. When Google or Amazon shutters an entire division, a bunch of highly qualified professionals suddenly find themselves looking for a new opportunity.
But it remains true that in the big picture the best of any given talent pool is more likely to be currently employed. So if your recruiting approach ignores the already-employed, you’re by definition ignoring some of the best talent out there for a given role.
2b. Headhunting limits its focus to the best of the talent pool
In contrast, headhunting focuses with precision on exactly the part of the talent pool that traditional recruiting ignores: the best possible candidates. Sure, it may be more work to attract and hire from this pool. But no one said getting the best would be the path of least resistance!
3a. Traditional recruiting creates too much noise
Another issue is the amount of noise or static generated by traditional recruiting methods.
To see what we mean, open up LinkedIn, search for any tech job, and click a few listings. “Be among the first 795 to apply!” doesn’t exactly instill confidence in job searchers, but imagine being on the other end of all that noise. Sure, there are technology tools like ATS that help to thin out the pile of resumes, but it’s still a lot to deal with.
Whether that work falls to an external recruiter or an internal hiring manager is irrelevant: the right candidate is hidden somewhere in all that noise, but digging through and finding that person isn’t easy.
3b. Headhunting eliminates the static
Because headhunting generates a much smaller pool of applicants, each of whom has already been pre-vetted, there just isn’t any static to deal with. Every candidate is worth evaluating, so you won’t risk “resume fatigue” or losing good candidates in a deluge of applications.
4a. Traditional recruiting is reactive
To one degree or another, traditional recruiting is reactive: the most active traditional recruiting is still reacting to the jobs market, looking at candidates who have already indicated their desire to find a new position. On the less active end of the spectrum, traditional recruitment may look like simply waiting for the applications to roll in, then reacting based on who found the job post and bothered to apply.
No matter where your definition of recruiting falls on that spectrum, it’s still an entirely reactive process. Nothing can happen until others express interest.
4b. Headhunting is proactive
Headhunters approach people who aren’t looking for a new job. This is by definition proactive work: you need a specific capability or specialization, and your headhunter proactively goes out and finds the right candidates.
Think of it as the difference between house-shopping with a high-powered real estate agent working at your region’s largest brokerage versus Zillow-surfing while working with an inexperienced part-time real estate agent.
One of those approaches can proactively find you leads even before they hit the open market. The other reacts to what’s left after the proactive agents and buyers are through.
5. Headhunting is often quicker than traditional recruiting
One more aspect to consider is your hiring timeline. Because headhunting is more of a precision art, it delivers a smaller, more targeted set of candidates who need less vetting and due diligence. Often the overall hiring timeline is shorter with a headhunter than with traditional recruiting.
Because traditional recruiting and hiring must work through a larger pool of resumes, do more aggressive vetting, and possibly communicate with more candidates, it’s often a slower process.
Just One Drawback
Headhunting is better than traditional recruiting in each of the categories we’ve considered. There’s just one drawback: price.
Using legacy methods, headhunting is quite costly. For high-value positions, the results justify the cost. But if you need to hire a hundred junior developers? Headhunting would be hard to justify — perhaps not even desirable if budget were no concern.
Notice we said “using legacy methods,” though: thanks to technology innovations from Pumex, the headhunting process is evolving — and democratizing.
The Pumex Difference
Pumex now makes it possible to engage in proactive headhunting in ways that didn’t exist just a few years ago. We leverage the best of human experience and networking with powerful AI-driven technology solutions to deliver proactive targeted leads that close the gap between headhunting and recruiting.
Pumex is making headhunting accessible to a wider range of companies, for a wider range of positions. And it’s supercharging what professional recruiters and headhunters alike are able to accomplish for their clients.
With the proliferation of generative AI tools, including tools built specifically for resume creation, it’s easier than it’s ever been for people to inflate their resumes or candidate profiles. With just a few clicks and taps, anyone can create professional-ish text full of qualifications that sound impressive if not too good to be true.
The rapid rise in fake or bloated candidate profiles in job applications is creating new challenges for businesses, hiring managers, HR professionals, and recruiters. Larger businesses face the biggest hurdles here: as we’ll explain, the difficulty isn’t as much identifying these profiles, but doing so on a scale.
Putting the Problem in Context
Fake and bloated candidate profiles aren’t exactly new: people have been padding resumes as long as resumes have been a thing. Claiming to have a degree or credential or to have attended a prestigious college, exaggerating accomplishments within a real past job role, and even creating entirely fictional entries somewhere in the job history — it’s an open secret that these are commonplace.
And for as many stories as you’ll find of high-profile executives who get caught for these kinds of actions, it’s a safe bet that exponentially lower-profile professionals have done the same.
So, what’s changed in the last couple of years?
The barrier to entry.
It’s just much easier to do these things today, and in a way that more easily passes initial scrutiny.
AI Out of Control?
What’s new has a whole lot to do with the generative AI frenzy. There’s an entire family of paid resume-building tools out there (like this one) that ask the candidate to supply a job title, then the AI “magically” builds a set of accomplishments for that job title — based on keyword relevance alone, with absolutely no consideration of whether the person did anything of the sort while working that job. (Several of the tools we surveyed didn’t even give the candidate the opportunity to list the details of their own accomplishments!)
The Good News: Second-Level Fraud Is Still Extremely Difficult
The good news for businesses and hiring managers is that while creating this kind of material is easy, backing it up remains quite difficult.
That’s because someone who’s trying to sneak through with a fake candidate profile will almost certainly not have the resources to backfill supporting material. Fake or fraudulent references are usually easy to discover with a small bit of investigation. Fraudulent job history claims are similar (if a point of contact is required in the job application).
There are other tools that can help here as well, but for now we’ll sum it up this way: creating a convincing fraudulent resume is much easier today than a decade ago. But creating an entire persona with a believable job and education history with references that check out? That takes serious resources nearly on the level of state-sponsored spycraft, or (as in the famous case of Abagnale) incredible personal talent and gravitas.
The problem for businesses and recruiters is that the vetting process required for identifying and filtering out candidates like these remains highly manual, time-consuming, and difficult to scale.
Techniques for Identifying Fraudulent or Exaggerated Candidate Profiles
We’ll get to the issue of scalability in a moment, but first let’s talk about the strategies that expert recruiters use to identify and eliminate fraudulent or exaggerated candidate profiles and job applications.
1. Watch for keyword overload
Applicants know they live in the age of applicant tracking systems (ATS), and they know that some of these systems are automatically rejecting resumes without the right percentage of relevant keywords.
The solution, they assume, is to stuff their resume to the gills with potentially relevant keywords. However, it’s usually possible with a quick read to tell the difference between a resume written with ATS/keywords in mind and one written to fool such systems regardless of actual qualifications or ability.
Related: watch out for resumes with terms and keywords that seem to be going after an impossibly wide slice of an industry. No one’s an expert in everything.
2. Consider the digital trail
Well-qualified candidates for highly compensated positions will almost always have a digital trail. Check out whether the digital trail makes sense for the claims given. Consider it a massive red flag when you encounter an applicant with minimal or zero connections to the institutions, and employers claimed on a candidate profile.
For example, a professional who went to Harvard will almost certainly count numerous other Harvard alums as members of their network, and this isn’t hard to see on LinkedIn.
3. Check the references
References are hard to spoof convincingly. Many times, candidates will use friends or family as their references for fraudulent roles. It’s usually not hard to compare references and their contact information with what’s been provided. For example:
Could that phone number reasonably belong to the claimed business?
Is that email address a legitimate business address?
Is there anyone on LinkedIn by the reference’s name who’s in the role the applicant claims?
With a little social engineering, a fraudulent applicant may be able to fake some elements here. But it’s nearly impossible to fake them all fully.
4. Use technical assessments where possible
Technical assessments are a strong option for many roles, especially within the technology and software sectors. These tests are a great way to thin the herd, so to speak it doesn’t matter what someone claims on a resume if they can’t demonstrate aptitude in the work itself.
Technical assessments can suffer from the same scalability problems, but modern solutions like the ones offered through Pumex help businesses automate and scale technical assessments.
5. Remember the power of the interview
Last, remember the power of a live interview: someone who generated their qualifications via ChatGPT probably won’t be able to speak confidently and passionately about those qualifications or the relevant work history. Someone who worked that job or has that qualification can speak naturally and effortlessly about it.
The Best Solution: Rely on the Experts
All these tips are actionable and can help individual hiring managers win now through a handful of applications.
But what about situations where you get a thousand applicants for a single job posting? What about larger companies and enterprise businesses hiring hundreds or even thousands of jobs at a time? These tips alone aren’t enough to stay ahead of the deluge of applicants and job postings.
The best solution is to rely on an expert, tech-powered staffing service, such as what we provide at Pumex. Pumex combines deep human expertise in staffing and recruiting with proprietary digital tools that work together to solve your hiring and recruiting challenges.
We provide more than just the tools to work through piles of resumes. We handle as much of the process as you want us to take care of background checks, work verification, reference checks, matching resumes to LinkedIn profiles, highly targeted technical assessments, videos of technical interviews, and matching candidates to a verified ID.
The five tips we provided above are just a few of the processes that we do daily, taking the pressure off of clients and allowing them to focus on moving business forward — not deciding which resumes are legit and which are inflated or fake.
By working with Pumex, you gain a partner with a trained team of experts and the tools necessary to ensure 100% authentic candidates, drastically cutting down your vetting process and allowing you to focus only on interviewing relevant candidates.
Attracting and retaining skilled IT engineers and other technical talent is always a complex challenge. In recent years, the complexities of hiring top IT talent have only intensified.
There are multiple reasons for the difficulties in hiring qualified software engineers and other IT pros. Understanding why IT recruitment is so difficult can help firms strategize to identify the best hiring strategies.
Similarly, a late 2022 survey by Gartner showed significant challenges in hiring and retaining IT staff. In the survey, 86 percent of CIOs reported more competition for qualified IT candidates and 73 percent were concerned about IT staff attrition.
In addition, the BLS projects about 153,900 openings in those professions annually during the same time frame.
According to Robert Half International, the top in-demand IT positions include:
IT Operations Manager
Software Engineer
Software Developer
Network or Cloud Manager
Database Developer
Systems Engineer
Business Analyst
Systems Administrator
Desktop Support Analyst
Help Desk Staff
Why It’s So Difficult to Hire IT Engineers
There are myriad challenges in attracting and hiring quality IT engineers and other staff. Here are a few of the core reasons.
Need Not Matching Education
Technology space is changing rapidly. In recent years, multiple disruptive technologies have upended entire industries, including cloud computing, artificial intelligence, machine learning and blockchain. These technologies are also evolving quickly.
The evolutionary nature of all these technologies means that many employees do not have the skills needed to meet the needs of businesses seeking IT staff.
While there are many programs designed to meet the needs of an ever-evolving IT landscape, these do not often pass muster. Boot camps and certificate programs may provide core skills, but many participants focus on “passing the test” and do not have the understanding and experience needed to thrive.
Fierce Competition
If you are a talented IT engineer, you can write your own ticket. There are lots of jobs available and candidates can afford to be choosy. With so many interesting jobs available, job seekers can wait for the ideal position to open, putting pressure on those looking for IT talent to get creative about how they recruit.
Desire to Change Jobs
The IT culture is nomadic in nature. Many professionals prefer to hop around, leaving jobs after two or three years for seemingly greener pastures.
IT pros are naturally curious and are often seeking their next challenge. That means they seek situations where they remain intellectually stimulated and ready for the next complex project.
If managers are unable to provide those challenges, IT staff are often looking elsewhere.
No Hybrid or Remote Work
The COVID-19 pandemic changed the way we work. That is true for IT as well as other positions.
Technology enables many software developers and other IT professionals to work from anywhere there is reliable Wi-Fi connectivity.
Workplaces that fail to adapt to this changing reality are doomed to lose talent or have trouble attracting it.
Shifts in Compensation
Many IT jobs are high-paying positions, commanding competitive salaries in the private and public sectors alike. Organizations that were paying lower-level IT positions $35,000 to $45,000 annually are now finding applicant pools where the salary expectation is $80,000. For jobs like engineering that require more education, the salary demands are also escalating.
Rising inflation and competitiveness have changed the compensation game. Companies need to respond with salaries that keep them competitive.
Lack of People Skills
It may be a cliché, but it’s rooted in reality. Many IT professionals lack some of the basic people skills that employers are seeking. Hiring committees and managers may be put off by interviews that are awkward or uncomfortable.
The best technical minds may not have the communications or interpersonal skills that bridge the gap. This lack of social skills can drag on hiring times as companies look for the right candidate.
How to Attract Top IT Talent
The challenges facing companies seeking IT workers are complex and clear. A new approach is necessary if you’re looking to fill vacancies with personnel that have the skills and experience necessary for success.
Here are some of the key strategies and tactics necessary to thrive in the competitive space for IT talent.
Look to Nontraditional Sources
Different talent sources are necessary to find talent. While the boot camps and certificate programs may not always have the best approaches, there are some of those sources that deliver great talent.
Look to temporary staffing agencies as another way to test out potential talent and find good fits for your needs, too.
Boost Your Corporate Brand
Employees increasingly want to work for organizations that have strong corporate reputations, great work environments and positive employee engagement. If you’re not focused on creating exceptional experiences for your teams, you’re at risk of losing out on talent.
Consider how you communicate to your team, the clarity and transparency of your messaging and what your employees are saying about working at your company.
Trust and loyalty are earned and built on a long-term commitment to the people you employ.
Focus on Work-Life Balance
A true, authentic focus on work-life balance is an excellent way to attract talent. That means carefully considering the ability to provide hybrid or fully remote work for key IT positions. Most businesses worldwide now provide some version of remote or hybrid work; if your company does not, you’re losing out.
Provide Professional Development
IT employees want to grow in their jobs. As the advent of new technologies persists, so, too, will the need for skilled staff to leverage these opportunities.
Providing continuing education, on-the-job training and a commitment to professional growth will help in recruitment and retention. Encourage them and pay for courses, certifications and other training that will position them, and you, well for the future.
Reskill and Upskill Employees
You may have the answer to your IT recruitment needs already in place. There may be employees working elsewhere in your organization who are interested in shifting into a career in technology.
Provide these employees with those same opportunities to learn on the job and you may very well solve your pressing IT staffing needs.
Recruit for Experience
There are many talented IT professionals who did not go to one of the top technical colleges are universities. While a pedigree may appear important on paper, in practice, there is talent everywhere.
The key is to look at the experiences and skills that are in place on a resume and look past where a candidate was educated.
Develop Career Paths
Recruitment is just one part of the employee lifecycle. Retention is also essential, especially given the competition and cost of hiring IT talent.
Attract and retain IT talent by having well-defined career trajectories. Helping IT staff see themselves working long-term for your company demonstrates your commitment to them as professionals.
Be sure you are transparent about your compensation (salary and bonus) policies, the ability for staff to be promoted to bigger roles and the professional opportunities available. Ensure managers support career progression and empower their staff.
The need for great IT talent is not going away any time soon. Understanding the challenges and developing cohesive strategies will help boost your recruitment efforts.
AI systems are playing an increasingly important role in the hiring and recruiting process. Within the technology sector, technical assessments are one area of interest: these complex assessments aren’t easy to evaluate, requiring time and expertise that often just isn’t available.
Here’s what to know about what AI can — and can’t — do in the area of technical assessments.
What Are Technical Assessments?
Technical assessments are tools for evaluating an applicant’s technical abilities in one or more specialized areas. They are common in IT hiring and recruiting, where the specific abilities a candidate needs can’t be demonstrated on a typical resume.
For example, a candidate can state truthfully on a resume stating they have a background in machine learning (ML) or DevSecOps. But that background may not include every single specific skill, code language, and process the candidate knows, and it can’t show recruiters whether the candidate can solve the sorts of problems the hiring business needs solved.
A technical assessment asks the candidate to show their work, solving some example problem or writing some bit of code or in some other way demonstrating their skills in a scenario that mirrors the real world.
A Powerful Tool with Practical Weaknesses
It’s no surprise that technical assessments are used widely in IT hiring, especially for niche, advanced, and highly specialized roles. But as powerful as it is, this tool has numerous practical weaknesses.
1. They have to be built
First, someone has to design and build the technical assessments.
That can be a problem when organizations are hiring for specialties they don’t have or are short in. It’s possible to procure technical assessments from vendors, of course, but will these be targeted enough for the subspecialties the business needs? Can businesses modify them as needed to suit their specific workflows?
2. Someone has to interpret the results
A related issue here is that someone has to grade the assessments or interpret the results. This can be a particularly frustrating problem in the midst of a painful hiring crunch with no signs of easing: the US Bureau of Labor Statistics estimates the hiring gap will grow through at least 2029, reaching 1.2 million open IT jobs in the US by that year.
The more specialized or niche the role, the more likely this problem is.
Hiring managers often hire for skills they don’t themselves possess. Certainly generalist HR staff can’t be much use here, either. And even when a company has an existing employee with the relevant skill set, that person could be conflicted out of a sense of self-preservation (not wanting to endorse a candidate who’s better than them).
3. The system doesn’t scale well
The third issue with technical assessments is scalability. For an assessment to be graded automatically using legacy tech (think multiple choice), it has to be rigid and simplistic to a degree that could make the entire exercise border on useless.
But a completely open-ended technical assessment (“build us an app from scratch…”) is a scalability nightmare: scrutinizing every piece of a deliverable from every single candidate is time organizations and hiring managers don’t have.
AI’s Role in Technical Assessments
Using AI in hiring more broadly isn’t exactly new: many applicant tracking systems (ATS) use at least a basic level of AI to screen candidates, though these tend to be less intelligent keyword screeners in practical terms. Systems that follow a cut score, automatically rejecting candidates below a certain score and forwarding those above the cut score onward in the process, are also using rudimentary AI and RPA to function.
But given the limitations described above and the rapid advancement of AI systems, including natural language processing (NLP) and generative AI (GenAI) technologies, many companies are eager to turn to AI for more robust help, such as assisting in vetting candidates by evaluating the results of their technical assessments.
While they can’t replace the human touch necessary for successful recruitment, a new generation of AI tools are delivering results here, significantly enhancing the efficiency and accuracy of technical assessments.
How AI Can Help
The ways AI systems can help (and the limitations of those systems) are as varied as the systems themselves. But a few general trends, both positive and negative, are emerging.
Here are some of the most important ways AI can improve the technical assessment process.
1. AI tools are efficient and scalable
Depending on the complexity of the technical assessment, your human hiring manager or recruiter could be spending serious time on each one. (And that’s assuming you have someone with the skills to do that evaluation.)
AI tools can crank through these evaluations in practically no time, which greatly increases efficiency. An AI system can also run these evaluations practically simultaneously, whereas human staff can only do so one at a time. So relying on an AI system here is almost endlessly scalable as well.
2. AI tools are generally accurate, with certain caveats Across the board, accuracy rates are high for AI systems that are well built. These systems excel at working out complex calculations and understanding complex inputs. And for certain types of evaluations, AI tools will be more accurate than humans (in a fraction of the time).
There are some caveats here: systems are only as good as the data that feeds them, so not every AI performs equally. And because of the way AI systems interact with data and queries, they do sometimes respond in surprising ways. (More on this when we discuss limitations below.)
3. AI can lessen the impact of a skills gap
AI can do a lot to level the playing field, enhancing the work of those with a lower skill level. So where there are skills gaps within hiring, AI can help reduce the impact. Though there will still be other hurdles to clear, a hiring manager who doesn’t have training in a particular niche can benefit immensely from an AI-graded technical assessment.
By providing a near-instant understanding of a candidate’s basic technical competence, these AI tools give nontechnical decision-makers key data that helps to inform hiring decisions.
4. AI can promote inclusion and reduce bias
Organizations striving to reduce bias and increase equality and diversity can benefit from AI tools evaluating technical assessments. A human recruiter will quickly pick up on natural language variances and candidate names as elements suggesting national origin or primary language. This can introduce bias, even on an unconscious level.
Properly designed, AI tools can ignore these variances or even obscure them from human decision-makers (such as by assigning candidates numbers rather than names). By focusing on the results of the technical assessment, not ancillary details, AI systems can reveal the best-qualified candidates without assumption or presumption.
Limitations of AI
AI has plenty of promise in this area, but recruiters should be aware of its limitations.
1. AI tools don’t operate like humans do
Once again at the risk of stating the obvious: AIs aren’t people.
That is to say, AI tools may not evaluate a technical assessment in exactly the same way a human would. It’s possible for an AI to miss the very obvious forest for the trees, so to speak. If a candidate solves a problem in a novel or unorthodox way, a human recruiter might consider that a sign of creativity and potential. An AI system might interpret the results as a failure.
Of course, this one goes both ways: AIs are regularly finding new and novel solutions to problems, so it’s feasible that one might approve of an unorthodox solution a human reviewer rejects.
The mistake is to feed an AI a set of instructions and assume it will respond exactly how a human would. A level of human oversight is still required to ensure common sense prevails.
2. AI tools can also increase bias
While AI tools can be used to decrease active human bias and discrimination, there’s always risk in any data-fed system. We’ve seen evidences of data-fed bias numerous times in facial recognition systems and even in consumer-facing chatbots. It all comes down to the quality of data feeding into the models and datasets powering the AI.
If the data is lopsided (such as in the case of facial recognition systems trained on disproportionately white images) or contains already biased information (such as has unavoidably happened with large language model genAI), then the resultant outcomes from the AI will likely demonstrate bias as well.
3. AI tools can bridge a talent gap but can’t close it
Last, while AI tools can help to bridge a talent gap, they can’t close it completely. That manager hiring for a skill set she doesn’t possess can be greatly aided by AI-powered technical assessments, but blindly trusting the results (and ignoring nontechnical elements, like soft skills) could lead to disastrous hiring decisions.
Leverage AI + Human Recruiters with Pumex
Ultimately, AI can significantly improve both the efficiency and accuracy of technical assessments as a hiring tool in IT — but it can never fully replace the human touch essential for successful recruiting and hiring.
That’s true even of our own in-house AI technical assessment tool: we believe it’s an industry leader, and we trust it. Just not blindly. We combine the best of what powerful AI systems can do with the ingenuity and humanness of top-tier professional recruiters to create a tech recruiting powerhouse that delivers results.
As we step into 2024, the world of Information Technology (IT) continues to unfold exciting opportunities for those keen on shaping the digital future. In the dynamic landscape of technology, certain roles are expected to shine brighter than ever. Let’s delve into the top 12 IT jobs anticipated to be in high demand in 2024, along with some growth statistics.
AI and Machine Learning Engineers
AI and machine learning engineers are like digital wizards who create systems that can learn, make predictions, and make smart decisions on their own. Businesses need these engineers to automate tasks and make sense of big data.
What do AI and machine learning engineers do?
They design and build systems that can learn from data and make predictions.
They use machine learning algorithms to solve problems and make decisions.
They develop AI applications that can help businesses with tasks like customer service, fraud detection, and product development.
How does this help a company?
AI and Machine Learning Engineers are revolutionizing businesses across industries by automating processes, enhancing decision-making, and driving innovation. Here are some specific examples of how they are making a difference:
AI algorithms power Amazon‘s product recommendations, personalized search results, and warehouse automation systems, contributing to its e-commerce dominance.
Spotify AI algorithms analyze music listening patterns and curate personalized playlists, helping Spotify discover new talent and enhance user engagement.
AI models are being developed for DeepMind Health to detect eye diseases, predict patient risks, and assist in drug discovery.
Boston Dynamics creates AI-powered robots that perform complex tasks in hazardous environments, such as inspecting oil rigs or assisting in disaster response.
Duolingo‘s AI algorithms adapt to individual learning styles and provide personalized feedback, making language learning more effective and engaging.
What skills do they need?
They need to know how to use machine learning algorithms.
They need to be comfortable with programming languages like Python or R.
They need to be creative and able to think outside the box.
What is the typical earnings potential?
The average total compensation range for an AI or machine learning engineer is between $124,000 and $186,000 per year, with a base pay of $105k to $150k. (Glassdoor)
If you’re interested in working in a field that’s always changing and in high demand, then AI and machine learning engineering might be the perfect career for you!
Cybersecurity Analysts
In today’s digital world, where information is stored and transmitted online, cybersecurity analysts are like digital knights in shining armor, protecting our data from cyber villains. With the growing threat of cyberattacks, companies are increasingly seeking these skilled professionals to keep their valuable information safe.
What do they do?
They build and maintain security systems to protect computer networks and data from cyberattacks.
They investigate cyberattacks to identify the source and extent of the damage.
They develop and implement security policies and procedures to prevent future attacks.
They stay up-to-date on the latest cybersecurity threats and trends.
How does this help a company?
Cybersecurity analysts are in high demand and play a critical role in protecting companies from cyberattacks. With the right skills and experience, cybersecurity analysts can have a successful and rewarding career in this exciting field.
In the wake of a major data breach, Equifax bolstered its cybersecurity measures by hiring a team of experienced cybersecurity analysts. These analysts conduct regular vulnerability assessments, implement robust security protocols, and monitor network activity to identify and mitigate potential threats. Their vigilance has helped restore customer confidence and protect the company from future breaches.
Visa, a leading payment processor, entrusts cybersecurity analysts with protecting its vast network of transactions. They analyze payment card data, detect fraudulent activity, and implement measures to prevent card-not-present fraud. Their vigilance safeguards millions of customers worldwide, preventing financial losses and maintaining trust in the Visa brand.
Microsoft employs cybersecurity analysts to ensure compliance with stringent cybersecurity regulations. These analysts conduct audits, implement security controls, and provide training to employees to ensure compliance with data privacy laws and industry standards.
Healthcare.gov, the federal health insurance marketplace, relies on cybersecurity analysts to protect sensitive patient data. These analysts conduct regular risk assessments, implement security measures, and train employees to safeguard patient information. Their expertise ensures that Healthcare.gov complies with HIPAA regulations and protects the privacy of millions of Americans.
Amazon entrusts cybersecurity analysts with protecting customer data and maintaining trust. These analysts monitor customer accounts, detect suspicious activity, and implement measures to prevent unauthorized access.
Google employs Cybersecurity Analysts to protect its vast trove of user data. These analysts conduct security audits, implement encryption measures, and monitor network activity to identify and mitigate potential threats.
Tesla, a pioneer in electric vehicles, relies on cybersecurity analysts to protect its connected cars and autonomous driving systems. These analysts conduct vulnerability assessments, implement secure coding practices, and monitor network communication to identify and address potential threats.
Siemens, a global leader in industrial technology, employs cybersecurity analysts to protect its critical infrastructure systems. These analysts monitor industrial control systems, detect anomalies, and implement measures to prevent cyberattacks that could disrupt operations.
What skills do they need?
A strong understanding of cybersecurity principles and practices.
Excellent analytical and problem-solving skills.
The ability to work independently and as part of a team.
Excellent communication and writing skills.
What is the typical earnings potential?
The average total compensation range for a cybersecurity analyst is between $121,000 and $193,000 per year, with a base pay of $101k to $157k. (Glassdoor)
If you’re interested in a challenging and rewarding career that’s in high demand, then cybersecurity might be the perfect field for you!
Cloud Architects
In today’s world, where businesses rely more and more on digital storage and computing, cloud architects are like the maestros of the digital cloud. They design, build, and manage cloud systems that are scalable, flexible, and cost-efficient, ensuring that businesses have the resources they need to thrive in the digital age.
What do they do?
They design and build cloud infrastructure that can handle the growing demands of businesses.
They manage and optimize cloud resources to ensure that they are used efficiently and cost-effectively.
They migrate data and applications to the cloud.
They implement cloud security measures to protect data from unauthorized access.
How do they help companies?
Cloud Architects are revolutionizing businesses across industries by enabling companies to leverage the scalability, flexibility, and cost-efficiency of cloud computing. Here are some specific examples of how Cloud Architects are making a difference:
Amazon Web Services (AWS) cloud architects design, build, and manage cloud-based infrastructure and applications on AWS, helping companies of all sizes to innovate and grow. They optimize resource utilization, implement security measures, and ensure the smooth operation of cloud-based systems.
Microsoft Azure cloud architects create and manage cloud solutions on Azure, enabling businesses to modernize their IT infrastructure, improve agility, and reduce costs. They design and deploy cloud-based applications, migrate workloads to the cloud, and implement disaster recovery plans.
They leverage Google Cloud Platform (GCP)’s innovative tools and services to design, build, and manage cloud-based solutions for businesses of all sizes. They optimize cloud resource utilization, implement security measures, and ensure the scalability and reliability of cloud-based applications.
They’ve played a crucial role in Netflix‘s transition to a cloud-based infrastructure. They have designed and implemented a highly scalable and resilient cloud architecture that supports Netflix’s global streaming service.
Cloud architects have helped Capital One move critical financial applications to the cloud, enabling the company to improve agility, reduce costs, and enhance security. They have implemented cloud-based disaster recovery solutions and ensured compliance with regulatory requirements.
For UPS, they have played a key role in efforts to enhance its delivery network using cloud computing. They have designed and implemented cloud-based systems for route optimization, package tracking, and customer service.
Cloud architects have been instrumental in Khan Academy‘s mission to provide free and world-class education to anyone anywhere. They have designed and implemented a cloud-based infrastructure that supports Khan Academy’s vast library of educational content and personalized learning experiences.
What skills do they need?
A strong understanding of cloud architecture and cloud computing concepts.
Experience with cloud platforms like AWS, Azure, or Google Cloud Platform.
Excellent problem-solving and analytical skills.
Strong communication and collaboration skills.
What is the typical earnings potential?
The average total compensation range for a cloud architect is between $138,000 and $223,000 per year, with a base pay of $109k to $169k. (Glassdoor)
If you’re interested in a challenging and rewarding career with a bright future, then cloud architecture might be the perfect field for you!
Data Scientists
In today’s world, where businesses are constantly collecting and storing massive amounts of information, data scientists have become like modern-day alchemists. They use their skills and knowledge to turn this raw data into valuable insights that businesses can use to make better decisions, stay ahead of the competition, and improve their operations.
What do data scientists do?
Make smart decisions: Data scientists help companies make decisions based on facts and evidence, rather than just guesswork. They analyze data to identify patterns and trends, and they use this information to help companies make informed choices about everything from marketing campaigns to product development.
Get an edge over the competition: Companies that use data science effectively are able to gain a competitive advantage. They can understand their customers better, develop new products and services, and improve their efficiency.
Save money and time: Data scientists can help companies automate tasks and streamline operations, which can save money and time. They can also help companies avoid making costly mistakes by identifying potential problems before they happen.
Predict the future: Data scientists can use data to predict future trends and outcomes. This information can be used to make strategic decisions about everything from investing to hiring.
Create personalized experiences: Companies are using data to create personalized experiences for their customers. This can help customers feel more valued and connected to the company, which can lead to increased loyalty and sales.
How do they help companies?
Data scientists use a diverse set of skills to assist companies in making more informed decisions. These skills encompass statistical expertise, programming proficiency, and data visualization capabilities. They are employed by a wide range of organizations across various industries, including technology, finance, and healthcare. Data scientists help retailers drive revenue, cut costs, and manage risk. In manufacturing, they optimize operation processes for companies like General Motors, Toyota, and Boeing.
Apple employs data scientists to develop and improve its products, such as the iPhone, iPad, and Apple Watch. Data scientists at Apple are responsible for analyzing data from user behavior, device usage, and other sources to identify trends, improve product performance, and develop new features.
Google employs data scientists to develop and improve its search engine, Google Search, as well as its recommendation engine, Google Recommendations. Data scientists at Google are responsible for developing algorithms that can analyze and understand vast amounts of data, enabling users to find relevant information and receive personalized recommendations for products, services, and content.
Snap Inc. (Snapchat) hires data scientists to optimize its ad targeting and improve user engagement. Data scientists at Snap Inc. are responsible for developing algorithms that can analyze user data to create targeted ad campaigns that are relevant to individual users. They also develop algorithms that can identify potential areas for product improvement and enhance user experiences.
Costco utilizes data scientists to manage its supply chain, control costs, and improve customer satisfaction. Data scientists at Costco are responsible for analyzing data from supplier relationships, logistics operations, and customer purchases to identify cost-saving opportunities, optimize delivery routes, and improve product availability. They also develop algorithms to predict customer demand and reduce stockouts.
What skills do data scientists need?
Love of data: Data scientists need to be able to understand and analyze large amounts of data. They should also be comfortable working with numbers and statistics.
Programming skills: Data scientists need to know how to program, especially in languages like Python and SQL. These languages allow them to manipulate and analyze data.
Machine learning knowledge: Machine learning is a field of computer science that allows computers to learn from data without being explicitly programmed. Data scientists need to have a basic understanding of machine learning in order to use it to solve problems.
What is the typical earnings potential?
The average total compensation range for a data scientist is between $146,000 and $222,000 per year, with a base pay of about $119k to $172k. This is one of the highest-paying jobs in the tech industry. (Glassdoor)
What are some common job titles for data scientists?
Data Scientist
Machine Learning Scientist
Data Analyst
Business Intelligence Analyst
Data Engineer
Quantitative Analyst
Statistician
If you are interested in math, science, and computers, then a career in data science could be a great fit for you. Data scientists are in high demand, and the field is growing rapidly. With the right skills and education, you could have a successful and rewarding career in this exciting field.
DevOps Engineers
In the fast-paced world of software development, DevOps engineers play a crucial role in ensuring that new code is released quickly and smoothly. They act as the bridge between developers and operators, bringing together two teams that often have different perspectives and goals.
What do devops engineers do?
Smooth software delivery: DevOps engineers help to streamline the process of software delivery, making sure that new code is released quickly and without errors. They do this by automating tasks, using tools like continuous integration and continuous deployment (CI/CD), and managing infrastructure as code.
Collaboration and harmony: DevOps engineers foster collaboration and harmony between development and operations teams. They help these teams to understand each other’s needs and work together effectively, which leads to better software products.
How do they help companies?
DevOps engineers are in high demand across a wide range of industries, from tech giants to startups. Here are some examples of companies that hire DevOps engineers:
Google relies on DevOps engineers to automate and streamline the development and deployment of its vast array of products and services, including Google Search, Gmail, and YouTube. DevOps engineers at Google play a crucial role in ensuring that Google’s products are released quickly, reliably, and securely.
Microsoft utilizes DevOps engineers to modernize its software development and delivery processes, enabling the company to release new features and updates to its products more frequently and with fewer bugs. DevOps engineers at Microsoft are responsible for implementing CI/CD pipelines, automating testing practices, and monitoring application performance.
Walmart employs DevOps engineers to manage its complex IT infrastructure and support its e-commerce and in-store operations. DevOps engineers at Walmart are responsible for automating deployments, optimizing resource utilization, and ensuring system performance to support the company’s vast customer base.
Ford Motor Company utilizes DevOps engineers to accelerate the development and deployment of its connected vehicles and autonomous driving technologies. DevOps engineers at Ford are responsible for automating testing and deployment of software updates, ensuring the security and connectivity of its vehicles.
What skills do they engineers need?
Automation skills: DevOps engineers need to be comfortable with automation tools and techniques. They should be able to automate tasks that are repetitive or time-consuming, which can free up developers and operators to focus on more important work.
CI/CD knowledge: CI/CD is a set of practices that helps to automate the process of software delivery. DevOps engineers need to have a good understanding of CI/CD tools and techniques in order to use them effectively.
Infrastructure as code: Infrastructure as code is a way of managing infrastructure using code. This allows DevOps engineers to provision and manage infrastructure resources in a more consistent and repeatable way.
What is the typical earnings potential?
The average total compensation range for a DevOps engineer is between $103,000 and $148,000 per year, with a base pay of about $92k to $128k. This is a growing field with a lot of demand, so DevOps engineers can expect to see their salaries increase in the coming years. (Glassdoor)
What are some common job titles for DevOps engineers?
DevOps Engineer
DevSecOps Engineer
Security DevOps Engineer
DevOps Specialist
Automation Security Engineer
CI/CD Security Specialist
DevSecOps Architect
Continuous Security Engineer
If you are interested in computers, software development, and problem-solving, then a career in DevOps could be a great fit for you. DevOps engineers are in high demand, and the field is growing rapidly. With the right skills and education, you could have a successful and rewarding career in this exciting field.
Full-Stack Developers
In the world of web development, full-stack developers are the versatile builders who can handle both the front-end and back-end aspects of web applications. They’re like the Swiss Army knives of this field, equipped with the skills to take a project from start to finish.
What do full-stack developers do?
Crafting the front-end: Full-stack developers are responsible for the user-facing side of web applications, ensuring that websites and apps look great and function smoothly. They use languages like HTML, CSS, and JavaScript to create interactive and engaging experiences.
Building the back-end: Full-stack developers also handle the behind-the-scenes work, ensuring that data is stored, processed, and delivered securely. They use languages like Python, Java, and Ruby to build the databases and servers that power web applications.
How do they help companies?
Full-stack developers are in high demand across a wide range of industries, including technology, finance, healthcare, e-commerce, and retail. Here are some examples of companies that hire full-stack developers:
Google employs full-stack developers to create and maintain its vast array of web applications and services, including Google Search, Gmail, and YouTube. Full-stack developers at Google are responsible for designing user interfaces, implementing front-end code, and building back-end systems to support these applications.
Microsoft utilizes full-stack developers to develop and maintain its software products, such as Windows, Office, and Azure cloud services. Full-stack developers at Microsoft are responsible for designing user experiences, building web applications, and integrating with back-end systems.
PayPal employs full-stack developers to build and maintain its online payment platform, which handles millions of transactions worldwide. Full-stack developers at PayPal are responsible for designing secure payment interfaces, implementing fraud prevention measures, and integrating with financial systems.
What skills do full-stack developers need?
Front-end fluency: Full-stack developers need to be masters of front-end technologies, including HTML, CSS, and JavaScript. They should be able to create visually appealing and interactive user interfaces.
Back-end mastery: Back-end development skills are also essential for full-stack developers. They should be proficient in programming languages like Python, Java, and Ruby, and understand how to build and maintain databases.
Problem-solving prowess: Full-stack developers need to be able to think logically and solve problems effectively. They often encounter complex technical challenges that require creative solutions.
What is the typical earnings potential?
The average total compensation range for a full-stack developer is between $76,000 and $125,000 per year, with a base pay of about $71k to $116k. This is a versatile and in-demand field, so full-stack developers can expect to see their salaries increase with experience. (Glassdoor)
What are some common job titles for full-stack developers?
Full-Stack Developer
Web Developer
Software Engineer
Front-End Developer
Back-End Developer
JavaScript Developer
MEAN Stack Developer (MongoDB, Express.js, Angular, Node.js)
If you have a passion for technology, enjoy solving puzzles, and want to be involved in every stage of web development, then a career in full-stack development could be a great choice for you. Full-stack developers are highly sought after by companies of all sizes, and the field is expected to continue to grow in the coming years.
Data Engineers
In today’s digital world, companies are collecting vast amounts of data. This data can be a valuable asset, but it needs to be managed and processed in a way that makes it useful. Data engineers play a crucial role in making this happen. While data *scientists* interpret data and communicate their insights, data engineers are responsible for designing, building, maintaining, and optimizing data infrastructure for data collection, storage, access, and analysis. They also work closely with data scientists, data analysts, and other data professionals to ensure that data is accessible, reliable, and secure.
What do data engineers do?
Building Data Highways: Data engineers design and build the systems that store, process, and move data. They are responsible for ensuring that data flows smoothly and reliably.
Handling Big Data: Data engineers work with big data technologies like Hadoop and Spark, which are designed to handle large amounts of data. They use these tools to process data and extract insights.
Managing Databases: Data engineers also manage databases, which are the repositories that store data. They make sure that databases are secure, efficient, and scalable.
How do they help companies?
Data engineers are in high demand across a wide range of industries, from technology giants to startups. Here are some examples of companies that hire data engineers:
Google relies on data engineers to build and maintain its massive data infrastructure, which powers its search engine, advertising platform, and other products. Data engineers at Google are responsible for designing and implementing data pipelines, data warehouses, and other data storage systems to ensure that Google’s vast amounts of data are stored efficiently and securely.
Microsoft employs data engineers to manage its cloud computing platform, Azure, and its suite of productivity software, Office 365. Data engineers at Microsoft are responsible for developing and maintaining data pipelines that collect data from various sources, such as customer usage data, product performance data, and marketing campaign data.
Bank of America employs data engineers to manage its financial data and develop new products and services. They’re responsible for collecting and analyzing data from customer transactions, financial markets, and other sources, which allows BoA to identify fraud, manage risk, and develop new financial products that meet customer needs.
UnitedHealth Group utilizes data engineers to manage its health insurance claims data and to improve its healthcare services. They are responsible for the collection and organization of data from insurance claims, medical records, and other sources.
What skills do they need?
ETL Expertise: Data engineers need to know how to perform ETL (Extract, Transform, Load) processes. These processes are used to move data from source systems to data warehouses or other storage locations.
Big Data Technologies: Data engineers need to be familiar with big data technologies like Hadoop and Spark. These technologies are essential for processing and analyzing large amounts of data.
Database Management: Data engineers need to have strong database management skills. They should be able to design, implement, and maintain databases.
What is the typical earnings potential?
The average total compensation range for a data engineer is between $99,000 and $152,000 per year, with a base pay range of $71k to $116k. This is a growing field with a lot of demand, so data engineers can expect to see their salaries increase in the coming years. (Glassdoor)
What are some common job titles for data engineers?
Data Engineer
Big Data Engineer
Database Engineer
ETL (Extract, Transform, Load) Developer
Data Warehouse Architect
Data Integration Specialist
Big Data Solutions Engineer
If you are interested in computers, data, and problem-solving, then a career in data engineering could be a great fit for you. Data engineers are in high demand, and the field is growing rapidly. With the right skills and education, you could have a successful and rewarding career in this exciting field.
AR/VR Developers
In a world where technology is constantly evolving, Augmented Reality (AR) and Virtual Reality (VR) are taking center stage. These technologies allow us to experience the world in new and exciting ways, and the people behind these innovations are AR/VR developers.
What do AR/VR developers do?
Crafting immersive experiences: AR/VR developers create experiences that blend the real and virtual worlds. They use their skills to design and develop applications that can be used for entertainment, education, and training.
Mastering programming: AR/VR developers need to be proficient in programming languages like C++, C#, and Java. They also need to be familiar with AR/VR frameworks like Unity and Unreal Engine.
Understanding 3D modeling: AR/VR developers often need to create 3D models that are used in their applications. They should have a basic understanding of 3D modeling software like Blender and Maya.
How do they help companies?
Companies are increasingly hiring AR/VR developers to create immersive experiences, enhance user engagement, and drive innovation. Here are some examples of companies that hire AR/VR developers:
Facebook utilizes AR/VR developers to build and maintain its Oculus VR platform, which offers immersive virtual worlds and experiences. AR/VR developers at Facebook are responsible for creating VR games, developing social VR experiences, and integrating with Oculus headsets.
Google hires AR/VR developers to support its ARCore and Daydream VR platforms, which provide AR/VR experiences for Android devices. AR/VR developers at Google are responsible for creating AR apps, developing VR games, and integrating with Google’s AR/VR SDKs.
Epic Games utilizes AR/VR developers to build and maintain its Unreal Engine, which is a popular game engine for AR/VR development. AR/VR developers at Epic Games are responsible for creating VR content, developing AR/VR tools, and integrating with Unreal Engine’s VR features.
Home Depot hires AR/VR developers to provide customers with immersive home improvement experiences. AR/VR developers at Home Depot are responsible for designing AR-powered furniture placement tools, developing VR-based home design simulations, and integrating with Home Depot’s retail environment.
What skills do they developers need?
Programming skills: AR/VR developers need to be able to code in multiple programming languages, including C++, C#, and Java. They should also be familiar with AR/VR frameworks like Unity and Unreal Engine.
3D modeling knowledge: AR/VR developers often need to create 3D models that are used in their applications. They should have a basic understanding of 3D modeling software like Blender and Maya.
Design thinking: AR/VR developers need to be able to think creatively and design experiences that are both engaging and immersive. They should also be able to understand the needs of their users.
What is the typical earnings potential?
The average total compensation range for an AR/VR developer is around $110,000 per year. This is a growing field with a lot of demand, so AR/VR developers can expect to see their salaries increase in the coming years. (ZipRecruiter)
What are some common job titles for AR/VR developers?
AR/VR Developer
XR (Extended Reality) Designer
3D Modeler
Unity3D Developer
Virtual Reality Engineer
Augmented Reality Specialist
Interactive Experience Developer
If you are interested in computers, technology, and creativity, then a career in AR/VR development could be a great fit for you. AR/VR developers are in high demand, and the field is growing rapidly. With the right skills and education, you could have a successful and rewarding career in this exciting field.
Natural Language Processing (NLP) Specialists
In today’s world, where technology is constantly evolving, Natural Language Processing (NLP) specialists are playing an increasingly important role. They are the ones who enable computers to understand, interpret, and converse like humans, bridging the gap between our language and the digital world.
What do NLP specialists do?
Teaching computers to understand language: NLP specialists develop algorithms and systems that allow computers to process and comprehend human language. This includes tasks like understanding grammar, identifying sentiment, and extracting meaning from text.
Creating natural conversations with machines: NLP specialists design and build conversational AI systems, which are systems that can interact with humans in a natural and engaging way. These systems are used in chatbots, virtual assistants, and other applications.
Enhancing human-computer interactions: NLP specialists help to improve the way humans interact with computers. They develop systems that can understand and respond to our natural language, making it easier and more intuitive to use technology.
How do they help companies?
Businesses are increasingly recognizing the power of language data to drive innovation and improve customer experiences, so NLP specialists are in high demand. Here are some examples of companies that hire NLP specialists:
Google employs NLP specialists to develop and improve its search engine, Google Search, as well as its virtual assistant, Google Assistant. NLP specialists at Google are responsible for developing algorithms that can understand and process natural language, enabling users to search for information, ask questions, and interact with Google products in a more natural and intuitive way.
Microsoft utilizes NLP specialists to enhance its productivity software, such as Microsoft Word and Outlook. NLP specialists at Microsoft are responsible for developing features that can automatically summarize documents, translate languages, and generate text.
Twitter utilizes NLP specialists to improve its search function, personalize timelines, and combat spam. NLP specialists at Twitter are responsible for developing algorithms that can understand the meaning of tweets, identify relevant topics, and personalize user timelines based on their interests. They also develop algorithms that can detect spam and malicious bots.
Square utilizes NLP to enhance its point-of-sale (POS) systems and provide insights into customer behavior. Specialists at Square are responsible for developing algorithms that can analyze customer receipts, transaction data, and customer feedback to identify trends, optimize pricing strategies, and improve customer engagement.
What skills do they need?
Linguistics knowledge: NLP specialists need to have a strong understanding of linguistics, which is the study of language. This includes knowledge of grammar, semantics, and pragmatics.
Programming skills: NLP specialists need to be able to program in order to develop and implement NLP algorithms and systems. They should be familiar with programming languages like Python and R.
Machine learning expertise: NLP specialists often use machine learning techniques to develop and improve NLP systems. They should have a basic understanding of machine learning concepts and algorithms.
What is the typical earnings potential?
The average total compensation range for an NLP specialist is around $92,000 per year. This is a growing field with a lot of demand, so NLP specialists can expect to see their salaries increase in the coming years. (ZipRecruiter)
What are some common job titles for NLP Specialists?
NLP Specialist
Conversational AI Developer
NLP Engineer
Voice Interface Designer
Chatbot Developer
Linguistic Data Scientist
Text Mining Specialist
If you are interested in language, technology, and problem-solving, then a career in NLP could be a great fit for you. NLP specialists are in high demand, and the field is growing rapidly. With the right skills and education, you could have a successful and rewarding career in this exciting field.
IoT (Internet of Things) Developers
In today’s world, where technology is constantly evolving, we’re surrounded by smart devices that can connect to the internet. These devices, from smartphones to smartwatches to smart thermostats, are all part of the Internet of Things (IoT). And the people who create these devices are IoT developers.
What do IoT developers do?
Building smart devices: IoT developers design and develop smart devices that can collect and exchange data with other devices and the internet. They use their skills to create devices that are not only functional but also secure and reliable.
Connecting devices: IoT developers work on the connectivity aspects of IoT systems. They ensure that devices can communicate with each other and with the internet seamlessly. This involves understanding protocols like Wi-Fi, Bluetooth, and cellular networks.
Managing data streams: IoT devices generate a lot of data, and IoT developers need to manage this data effectively. They develop systems that can collect, store, and analyze IoT data, allowing businesses to gain insights from this data.
How do they help companies?
The Internet of Things (IoT) is revolutionizing industries around the globe, and IoT developers are in high demand across a wide range of sectors. Here are some examples of companies that hire IoT developers:
Google has employed IoT developers to create and manage its own Google IoT Core, (launched in 2018) which enabled seamless interfacing of Nest smart home devices, Google Assistant smart speakers, and other connected devices with the Google Cloud Platform until it was discontinued in August 2023 and replaced with The Leverege IoT Stack.
Amazon hires IoT developers to support its AWS cloud services and its line of Echo smart speakers. IoT developers at Amazon are responsible for developing IoT services on AWS, enabling businesses to collect, store, and process data from their IoT devices. They also work on IoT applications for Amazon’s smart home ecosystem.
Yamaha-owned Siren Marine employs IoT developers to interface their connected boats with smart device applications for safety as well as convenience.
Johnson & Johnson employs IoT developers to create and manage wearable devices for patient monitoring and remote care. IoT developers at Johnson & Johnson are responsible for developing software for wearable devices that collect health data, such as heart rate, blood pressure, and sleep patterns. They also work on integrating IoT data into healthcare platforms for patient monitoring and remote care.
What skills do they need?
Programming skills: IoT developers need to be proficient in programming languages like C, C++, and Python. They may also need to be familiar with microcontroller programming and embedded systems development.
Networking knowledge: IoT developers need to have a strong understanding of networking concepts and protocols. They should be familiar with technologies like Wi-Fi, Bluetooth, and cellular networks.
Data management skills: IoT developers need to be able to handle large amounts of data. They should be familiar with data analysis techniques and tools.
What is the typical earnings potential?
The average total compensation range for an IoT developer is between $96,000 and $162,000 per year, with a base pay range of $88k to $143k. This is a growing field with a lot of demand, so IoT developers can expect to see their salaries increase in the coming years. (Glassdoor)
What are some common job titles for IoT developers?
IoT Developer
Embedded Systems Developer
IoT Solutions Architect
Firmware Engineer
IoT Security Engineer
Industrial IoT (IIoT) Engineer
Wireless Sensor Network Engineer
If you are interested in technology, problem-solving, and making a difference in the world, then a career in IoT development could be a great fit for you. IoT developers are in high demand, and the field is growing rapidly. With the right skills and education, you could have a successful and rewarding career in this exciting field.
UX/UI Designers
In today’s digital world, where everything is happening online, it’s important for websites and apps to be easy to use and enjoyable to look at. This is where UX/UI designers come in. They are the artists of the digital world, creating interfaces that are not only functional but also beautiful.
What do UX/UI designers do?
Crafting user experiences: UX/UI designers focus on the overall experience that users have when interacting with a website or app. They consider things like how easy it is to find information, how quickly users can complete tasks, and how overall satisfied users are with the experience.
Designing user interfaces: UI/UI designers focus on the visual appearance of websites and apps. They choose the colors, fonts, and layouts that make a website or app look appealing and engaging.
Understanding user psychology: UX/UI designers need to understand how people think and behave in order to create designs that are intuitive and easy to use. They conduct research and test designs with users to ensure that they meet their needs.
How do they help companies?
UX/UI designers are in high demand across a very wide range of industries, as businesses increasingly recognize the importance of user experience and interface design for the success of their products and services. Here are some examples of companies that hire UX/UI designers:
Uber employs UX/UI designers to create and improve its ride-hailing app and driver dashboard. UX/UI designers at Uber are responsible for designing user interfaces that are intuitive, efficient, and optimized for a mobile experience. They also conduct user research to ensure that Uber’s app is easy to use and meets the needs of both riders and drivers.
Netflixemploys UX/UI designers to improve its streaming platform, mobile app, and user recommendations. UX/UI designers at Netflix are responsible for designing user interfaces that are visually appealing, easy to navigate, and personalized to individual user preferences. They also conduct user research to understand viewer behavior and identify opportunities to enhance the Netflix experience.
Target utilizes UX/UI designers to enhance its e-commerce platform, mobile shopping app, and in-store product displays. UX/UI designers at Target are responsible for designing user interfaces that are visually appealing, on-brand, and optimized for product discovery and purchase. They also conduct user testing to identify areas for improvement.
Creativity: UX/UI designers need to be creative and have a good eye for design. They should be able to come up with new and innovative ideas that are both visually appealing and user-friendly.
Problem-solving skills: UX/UI designers need to be able to identify and solve problems with user interfaces. They should be able to think critically and come up with solutions that improve the user experience.
User research skills: UX/UI designers need to be able to conduct user research to understand how people use websites and apps. They should be able to collect and analyze data to identify patterns and trends.
What is the typical earnings potential?
The average total compensation range for a UX/UI designer is between $70,000 and $120,000 per year, with a base pay of about $65k to $111k. This is a growing field with a lot of demand, so UX/UI designers can expect to see their salaries increase in the coming years. (Glassdoor)
What are some common job titles for UX/UI Designers?
UX/UI Designer
Interaction Designer
User Experience Architect
UI/UX Developer
Visual Designer
Human-Computer Interaction (HCI) Specialist
Usability Engineer
If you are creative, have a good eye for design, and are interested in technology, then a career in UX/UI design could be a great fit for you. UX/UI designers are in high demand, and the field is growing rapidly. With the right skills and education, you could have a successful and rewarding career in this exciting field.
Blockchain Developers
Blockchain developers are like the builders of trust in the digital world. They create secure and transparent systems for online transactions. This means that everyone can see what’s happening, and no one can cheat. Blockchain developers are like digital notaries, making sure that everything is fair and honest.
What do blockchain developers do?
Secure and Transparent Online Transactions: Design and implement secure and transparent online transaction systems using blockchain technology.
Decentralized Transaction Verification: Ensure transaction integrity and authenticity through a decentralized network of computers.
Automated Agreement Enforcement: Facilitate fair and honest interactions by leveraging smart contracts for automated agreement enforcement.
How do they help companies?
Google employs blockchain developers to explore and implement blockchain-based solutions for various projects, such as its cloud computing platform, Google Cloud Platform (GCP). Blockchain developers at Google are responsible for designing, developing, and testing blockchain applications that address specific use cases in areas like data management, supply chain optimization, and financial services.
IBM hires blockchain developers to support its Hyperledger Fabric, an open-source blockchain platform. Blockchain developers at IBM are responsible for developing and maintaining Hyperledger Fabric, as well as working with clients to implement blockchain solutions in various industries, such as healthcare, finance, and supply chain management.
PayPal hires blockchain developers to explore and implement blockchain-based solutions for international remittances and other financial services. Blockchain developers at PayPal are responsible for researching and developing blockchain applications that could reduce costs, increase transaction speed, and expand access to financial services.
What skills do they need?
Deep Blockchain Technology Knowledge: Possess an in-depth understanding of blockchain technology principles and mechanisms.
Blockchain-Specific Programming Proficiency: Proficiency in programming languages specific to blockchain development (e.g., Solidity, Vyper).
Blockchain Platform Familiarity: Familiarity with various blockchain platforms and frameworks (e.g., Ethereum, Hyperledger Fabric, EOS).
Smart Contract Expertise: Strong understanding of smart contract creation, implementation, and deployment.
Secure Smart Contract Design: Expertise in secure smart contract design and auditing.
What is the typical earnings potential?
The average total compensation range for a blockchain developer is between $81,000 and $129,000 per year, with a base pay of $81k to $129k. (Glassdoor)
What Are Some Common Job Titles?
There are many different job titles for blockchain developers. Some of the most common titles include:
Blockchain Developer
Blockchain Architect
Cryptocurrency Analyst
Smart Contract Developer
Blockchain Solutions Engineer
DApp (Decentralized Application) Developer
Blockchain Security Engineer
Blockchain technology is still in its early stages, but it has the potential to change the way we do a lot of things. This means that there is a lot of demand for blockchain developers, and this is likely to continue in the future. If you’re interested in technology and you want to make a difference in the world, then blockchain development could be a great career choice for you.
In the fascinating world of IT, these 12 roles stand as pillars of innovation, shaping the digital landscape in 2024. Whether you’re securing digital realms, crafting immersive experiences, or decoding the language of data, these roles offer exciting avenues for those ready to embark on a journey into the tech frontier. The future awaits, and these in-demand IT jobs are the key to unlocking the doors of technological marvels.
In recent years, the demand for specialized IT skills has surged like never before. These niche IT skills are more than just valuable assets; they are the keys to unlocking unprecedented levels of innovation and competitiveness in the business world. However, it’s important to recognize that hiring for these specialized skills vastly differs from traditional IT hiring. It’s not just about assessing resumes or ticking off a list of generic computer skills. This process demands a unique approach, one that is tailored to understand and meet the intricate nuances of these highly sought-after capabilities.
Hiring for niche IT skills involves navigating a landscape where in demand IT skills go beyond the usual IT skills for a resume. Here, niche expertise and niche skills are critical determinants of a business’s ability to innovate and stay ahead of the curve.
Navigating the landscape of IT hiring has become a complex task, especially when it involves high-demand tech skills that are transforming the industry. Focusing on the unique requirements and challenges of this specialized recruitment process, we will uncover how businesses are aligning their hiring strategies to secure top-tier talent. This shift towards high-value niche IT roles is reshaping how companies think about staffing in the technology sector.
The High-Value Niche IT Skills of Today
1. Artificial Intelligence (AI) AI is rapidly becoming one of the most influential and high-demand skills in the tech world. With its ability to drive innovation in everything from healthcare to finance, AI expertise is highly sought after. The application of AI ranges from machine learning to natural language processing, making its practitioners invaluable in various sectors.
2. Risk Analytics and Assessment In the digital age, businesses face an increasing array of risks. Professionals in Risk Analytics and Assessment play a critical role in identifying and mitigating these risks, ensuring the resilience of organizations against cyber threats and uncertainties.
3. DevSecOps As technology advances, the integration of security measures into the development process becomes paramount. DevSecOps professionals are instrumental in ensuring that security is a proactive and integral part of the development lifecycle, safeguarding digital ecosystems against potential threats.
4. Blockchain Developers Blockchain technology has revolutionized various industries by providing a secure and transparent way to record transactions. Blockchain Developers are at the forefront of this transformation, creating decentralized and tamper-proof systems that enhance security and trust.
5. AI and Machine Learning Engineers Crafting intelligent systems that learn, predict, and adapt, AI and Machine Learning Engineers drive technological advancements across industries. Their work is instrumental in developing applications that range from personalized medicine to advanced recommendation systems.
6. Cloud Architects As businesses migrate to the cloud, Cloud Architects play a pivotal role in designing and managing cloud infrastructure. They ensure scalability, flexibility, and cost-efficiency, shaping the digital landscapes of organizations embracing cloud technologies.
7. AR/VR Developers Augmented Reality (AR) and Virtual Reality (VR) Developers create immersive experiences that blend the digital and physical worlds. Their applications range from gaming and training to healthcare, contributing to the transformation of user experiences.
Impact of High-Value Skills on Hiring Strategies
The surge in demand for high-value IT skills has significantly reshaped IT hiring strategies. Organizations are now more than ever focused on acquiring in demand IT skills, which requires a shift from conventional hiring tactics to more specialized approaches.
Redefining Job Descriptions
In the quest for niche skills, job descriptions have evolved from generic listings to detailed narratives that precisely outline the specific skill sets required. For instance, a role demanding expertise in DevSecOps doesn’t just call for general IT knowledge; it requires a candidate with a proven track record in integrating security into development processes.
Similarly, positions involving smart contracts need individuals with coding experience and a deep understanding of blockchain technologies. These detailed job descriptions help filter out candidates with the highest earning skills, ensuring a more efficient hiring process.
Specialized Sourcing Tactics
Additionally, it is critical that these recruitment professionals maintain a large talent network and maintain strong relationships with these candidates, as word of mouth is often the most effective tool when sourcing for cutting edge technology positions. It is our experience that the best candidates aren’t scouring job boards to find their next opportunity. They are waiting for the network they have built over their career to come to them because of how in demand the skills they have are in the marketplace.
For an in-depth exploration of effective strategies in IT staffing and augmentation, our Comprehensive Guide to IT Staff Augmentation offers valuable insights and tips for navigating this complex landscape.
Hiring for niche IT skills presents a unique set of challenges, primarily stemming from the supply-demand gap characteristic of these high-value skills. This discrepancy significantly affects the ‘IT hiring’ process, making it more complex and demanding.
Navigating the Supply-Demand Gap
The pool of available talent is often limited for skills like Risk Analytics and DevSecOps, which are among the highest paid software engineer skills. These niche skills are in high demand and rare, making the recruitment process highly competitive. Companies are vying for a small group of qualified individuals, each seeking to attract these in-demand professionals to their organization. This intense competition requires innovative IT skills for resume sourcing and recruitment approaches to attract and onboard the ideal candidates successfully.
Evaluating Specialized Skill Sets
Another significant challenge in IT hiring for these roles is the evaluation process. Assessing candidates for high paying niche jobs goes beyond the standard interview questions and requires a deep understanding of the niche expertise involved.
For instance, evaluating a candidate for a role requiring smart contract knowledge necessitates a specific set of technical questions and practical assessments to gauge their proficiency. Similarly, risk analytics roles require a theoretical understanding and practical experience in managing and mitigating risks in a technological context.
These challenges necessitate a more strategic approach to IT hiring, one that recognizes the unique nature of these in demand IT skills and adapts the recruitment process to assess and secure the right talent effectively. Overcoming these hurdles is important for organizations looking to capitalize on the benefits of having top-tier tech professionals with niche skills on their teams.
Managing multiple IT vendors can be part of these challenges. Discover practical strategies in our guide on How to Manage Multiple IT Vendors.
Strategies for Successful Hiring of Niche IT Skills
Organizations must employ a series of strategic and innovative approaches to successfully navigate the complex terrain of IT hiring for high-value niche skills. These strategies are crucial for attracting and effectively assessing and hiring candidates with this sought-after niche expertise.
Innovative Recruitment Methods
In a market where in demand IT skills are highly competitive, traditional recruitment methods often fall short. Innovative strategies include leveraging social media platforms, engaging in industry-specific forums, and participating in tech meetups or conferences.
For instance, finding a candidate with smart contract expertise might involve participating in blockchain technology forums or sponsoring hackathons. Similarly, companies might engage with professional groups specializing in financial technology or cybersecurity to attract someone with risk analytics skills.
Enhanced Skill Evaluation Techniques
The evaluation process for high paying niche jobs requires more than a standard interview. It involves a combination of technical assessments, practical problem-solving tasks, and in-depth discussions about industry trends and technologies.
For roles demanding DevSecOps skills, candidates might be asked to demonstrate their approach to integrating security in a DevOps pipeline. This could include scenario-based challenges or reviews of past project experiences that highlight their niche skills.
Building an Attractive Employer Brand
To attract top talent with the highest paid software engineer skills, companies need to position themselves as attractive employers. This involves showcasing a culture of innovation, offering competitive salaries, and highlighting opportunities for professional growth and skill development. An attractive employer brand can make a significant difference in appealing to professionals with niche expertise in fields like IT skills in demand.
By implementing these important strategies, organizations can now enhance their ability to attract, evaluate, and hire candidates with the specific IT skills crucial for success. It’s about creating a recruitment ecosystem that identifies, nurtures, and retains top tech talent with these high-value skills.
The strategic acquisition of professionals with high-value IT skills benefits an organization. These benefits extend beyond filling a role; they drive innovation, create a competitive edge, and offer substantial long-term returns.
Driving Innovation
Hiring individuals with niche expertise in areas such as smart contracts or DevSecOps directly fuels innovation. These professionals bring with them specialized knowledge and experience that can lead to developing new products, services, and processes. For example, someone with a deep understanding of risk analytics can help a company foresee and mitigate potential risks, allowing for bolder and more innovative projects.
Gaining a Competitive Edge
In today’s fast-paced tech world, having a team equipped with in demand IT skills provides a significant competitive advantage. Companies with employees with high paying niche jobs skills are better positioned to outperform their competitors. This edge comes from the ability to leverage the latest technologies and methodologies effectively and efficiently.
Long-Term Returns
While the initial investment in recruiting for niche skills might be higher due to their scarcity and high market value, the long-term returns are substantial. Professionals with these skills contribute to the growth and success of the company in ways that often exceed expectations. They bring in their technical expertise and often lead to cultural shifts towards more innovative and forward-thinking practices.
The benefits of hiring individuals with high-value IT skills underscore why IT hiring in this niche market is a strategic move for any forward-looking organization. It’s an investment in the company’s future, ensuring it stays relevant, innovative, and ahead in the ever-evolving landscape of technology.
A key aspect of leveraging high-value skills is ensuring quality through practices like code review. Discover its importance in our article on Why Your Team Needs Code Review.
Conclusion
In summary, the IT hiring landscape has evolved dramatically with the increasing importance of niche skills and high paying niche jobs. The tech organizations that successfully navigate this complex terrain by securing professionals with the highest paid software engineer skills and other in-demand IT expertise are set to lead the wave of technological advancement and innovation. The challenges, although significant, are outweighed by the benefits these niche skills bring, including driving innovation, securing a competitive edge, and yielding long-term returns.
For businesses looking to thrive in this dynamic environment, seeking specialized assistance in hiring for these niche IT areas can be a game-changer. Expertise in identifying, evaluating, and attracting top-tier tech talent is crucial.
In the fast-paced world of recruitment, capturing and maintaining candidate interest throughout the hiring journey is critical to hire the right talent. To excel in this endeavor, there are 7 potent strategies that will keep candidates engaged and invested in the recruitment process:
1. Transparent Communication:
Establish a foundation of trust through transparent and consistent communication. Clearly outline the stages, timelines, and potential roles to minimize ambiguity and keep candidates engaged.
2. Personalized Approach:
Treat each candidate as a unique individual. Tailor the interactions to their skills, experiences, and aspirations. A personalized approach demonstrates the dedication to finding the right fit and fosters a deeper connection.
3. Growth Path Discussions:
Discussing potential career growth opportunities within the organization. Candidates are more likely to remain engaged when they envision a clear path for advancement. This showcases your commitment to their long-term development.
4. Engaging Assessment Tasks:
Infusing assessments with interactivity and engagement. Design tasks that allow candidates to showcase their problem-solving skills, creativity, and critical thinking. This not only adds excitement but also provides valuable insights.
5. Meaningful Feedback Loop:
Offering valuable feedback after each recruitment stage. Whether they move forward or not, constructive insights help candidates understand their strengths and areas for improvement. This reflects your dedication to their professional growth.
6. Staying Agile:
Maintain a steady recruitment pace to avoid dragging out the process. Regular updates, even if to communicate ongoing progress, prevent candidates from losing interest due to prolonged timelines.
7. Leveraging Technology:
Utilize technology to our advantage. Embrace tools that facilitate easy communication, efficient assessments, and seamless interactions. A tech-savvy approach enhances the overall candidate experience.Incorporating these strategies into the recruitment process will not only secure top-tier talent but also cement your reputation as an employer of choice. Working with an IT Staffing vendor with experience in attracting and maintaining top skill set will take away half of your worry as a hiring manager. You can talk to one of our IT Staffing managers to understand how we can help you achieve your hiring and retention goals.
Within every company, there is an ecosystem of vendors which add value to the supply chain and provide services outside of the organization’s area of expertise or as an adjunct to their internal staff. This vendor supply chain is often invaluable and helps move the objectives of the organization forward. If you live in a vendor heavy organization, where outsourced projects cross paths, you’ve probably run into the headache of finger-pointing. When you are up against deadlines and you are managing multiple vendors with distinct project responsibilities that have dependencies on one another, it seems like an impossibility to avoid sometimes. Vendor finger pointing can be “tear your hair out” frustrating because at the end of the day, the project still needs to be completed and if timelines or budgets are being blown, the natural position for many is to try and deflect the blame.
What can be done?
The best way to manage vendor finger pointing is to handle it from the beginning before the project starts. Making sure you have well defined contractual engagements, a clear scope of work, and specific deliverables for each portion of the project, this will go a long way to solving these issues up front. Being able to go back to a document where someone signed on the dotted line is invaluable when disputes arise and trust me, disputes will arise in any project where there is a reliance across vendors. In circumstances where you were not able to accomplish the above, it becomes imperative to move onto Plan B. Which is to assess the gaps in your vendor management process to alleviate friction. The “just get it done” while easy to say, probably isn’t going to solve the root issue and often only ratchets up the pressure, which often just increases the deflective capacity of the vendors that are failing on their commitments.
Plan B
Our experience tells us that there are a few places you can immediately look and solve issues:
Proper Vendor and Project Management
For large projects with multiple moving pieces that contain dependencies on one another, having a tactical, boots on the ground, Project Manager with the capability to make decisions is absolutely key. Your PM should have cross-project assignments and the authority, responsibility, and accountability for each project segment. If your PM doesn’t have the authority to make decisions, be held accountable for their decisions, and the responsibility for overall project success, then you are hamstringing them and hurting their ability to effectively manage the project.
For the very large projects, either having a PMO or following some kind of defined project management framework like SAFe (Scaled Agile Framework for the Enterprise) will be key to ensure your vendors are staying on track and managing those relationships.
In line with a good Project Manager, having a proper Business Analyst, whether provided by one of the vendors or internal to your staff will go a long way in ensuring project requirements and user stories are properly documented and communicated to the appropriate teams. But this is a function that can be handled by multiple roles and is a nice to have in comparison to the right project management.
Choosing a Lead Vendor
Usually, when the project isn’t going quite as planned, there will be a vendor that distinguishes themselves and continues to earn your trust. Don’t be afraid to rely heavily on that vendor, consolidate work, or give them a lead role in the production. These types of vendors have one goal, which is project completion. You will recognize them because they will take on leadership roles without being asked, they will attempt to help you manage the project more efficiently and try to help you deliver project areas that may be outside of their scope. When something goes wrong, these vendors come to you with facts and solutions, they don’t point fingers or allow emotions to cloud their judgment.
The best possible situation for a vendor you wish to take the lead would be to consolidate work to them. If they are succeeding, it’s because their internal processes and are sound, they have the right people in place on the team, and they are success oriented. If consolidating work isn’t a possibility, then consider placing them as the prime and arrange other vendors as subs on the contract. Finally, the last resort would be to hand them the project management responsibility and make them the gatekeeper for vendor activity. Put this vendor in a leadership role in the eyes of your other vendors and it will go a long way towards helping them, help you manage the overall project.
Unless the vendor knows the larger project is doomed to fail, they will be excited to take on this additional role. Often times, as an outsourced provider ourselves, we know that if the client handed more responsibility off to us, we could fix a lot of the issues they are facing in a project. The best vendors want to make their client happy, do good work, and deliver. Trust their track record and you will get the results you are looking for.
We can all agree that job ads aren’t the most exciting thing to read. Companies will type up a summary about themselves, a list of technical skills that are required for the position and throw it on the internet expecting to have high-quality talent begging to be hired. That is simply not the case. We’ve seen a lot of job ads that fall flat and to be blunt, are just terrible. You spend all this time working on selling your services and products to customers, so why would you not do the same to sell yourself to quality candidates? We’re here to help. We put together this article that breaks down three major things you can do to start creating better job ads to attract high-quality talent.
We can all agree that job ads aren’t the most exciting thing to read. Companies will type up a summary about themselves, a list of technical skills that are required for the position and throw it on the internet expecting to have high-quality talent begging to be hired. That is simply not the case. We’ve seen a lot of job ads that fall flat and to be blunt, are just terrible. You spend all this time working on selling your services and products to customers, so why would you not do the same to sell yourself to quality candidates? We’re here to help. We put together this article that breaks down three major things you can do to start creating better job ads to attract high-quality talent.
Not Enough Information
The majority of talented candidates are happily employed. A lot of companies don’t take into consideration that they need to excite these candidates and show them that it is worth the jump. You need to sell your company to candidates the same way you’d sell your company to potential customers. Exciting a candidate to make the jump is going to take a lot more than a generic blurb about your company. A lot of Hiring Managers will say it’s on the candidate to do their due diligence to learn more about their company. Frankly, we disagree, just like candidates have to capture your attention with their resumes, your company should strive to do the same in the short period of time someone is looking at the position. A candidate that is worth their salt will do their homework to learn more about a company IF it sparks their interest. You need to create a job ad that will grab a candidate’s attention and make them want to learn more about your company. Provide more information than your company’s generic pitch. Put in details about what makes working for your company special.
Show Them They Can Grow & How
Good employees want to know that they can grow in a company. They also want to know how their performance will be tracked. Creating a value proposition will explain the potential for growth that comes with the position. Also, layout how they’ll be tracked over x amount of time, so candidates can see what they’re being judged on and what is needed for potential growth opportunity. This shows candidates it’s not just another lateral move in their career.
Your Company’s Culture
Detailing your company’s culture and values on the job ad is extremely valuable for attracting quality candidates. One of the biggest concerns for people changing their job is being uncertain if they’ll fit in at the company. Describing what makes your company unique and the type of employee/employer relationship which you are striving for will attract candidates that feel they would mesh with your company. This increases the chance that your hire will fit in and stay at your company because they knew the culture before accepting the position.
Conclusion
Your job ad is the first contact someone has with your company. If you’re looking to attract high-quality talent to your company, you need to excite them with your ad. Show them the value in working for your company and how they will benefit from it. If you implement the changes we mentioned above, you’ll see a big change for the better in applicants.
Agile Software Development has become the dominant methodology for software development teams. Essentially, Agile development divides a project into a series of sprints that rely on careful planning and feedback from the client. The development team works to complete each task during these 1-to-4 week sprints. Each ending with a tangible piece of software that is as market ready as possible. Client’s stakeholders are heavily involved during the development process. They are a part of the planning, software planning, software demo, functionality reviews, and assist with testing the software (UAT) after each sprint. Because the client is involved in each iterative release of the project, adjustments can be made during development so when the final software is completed it is exactly what the client wants.
Higher business values
The goal of this article is to give you a basic understanding of the Agile process and why it is hands down the recommended method for most software projects. The Agile Disciplines go into great detail from a process perspective and have many different flavors like Scrum, Kanban, or SAFE. While we aren’t going to tackle Agile from a process perspective, we do want to help you understand why it works so well from a business perspective.
Business Value
The client and development team create a list of features or user stories which are then broken down into a set of development tasks and ranked by priority. This allows the development team to know what is most important for the client’s organization. The development team will start to build features in order of importance. Agile requires a feature is market ready before labeling it completed. As these features are completed, clients can begin beta testing parts of their software, providing them with business value through the entire life cycle of the development project.
Flexibility
With other software development methodologies, like Waterfall, a fixed scope of work is developed up front and the project is delivered based on that scope with little room for change or modification. This makes implementing changes to the software lifecycle often difficult and expensive. In Agile, the flexibility to make changes during development makes it extremely popular. The client and development team can add, upgrade or even eliminate specific features during development to adjust processes or business rules that weren’t addressed at the start of the project.
Better Quality
Each feature has its own identity in the product backlog (the user stories broken down into their individual tasks). The development team adds a feature to the sprint and develops it until it’s market ready. Because of this cycle, code quality tends to be higher than with other software development methods. After each iteration, the software is tested and reviewed for bugs before being checked off as completed. In the end, Agile developed software tends to have fewer bugs and overall higher code quality because it is developed in segments to be market ready.
Staying On Time
With other software development methods, the client and development team meet to define the scope of the project before the building begins. After this initial meeting there will be little contact between the client and development team, so if the scope has not accurately defined the project goals then budget, and deadlines can be at risk.
Because of Agile’s unique process of segmenting each feature and including the client every step along the process, the client and development team can redefine the scope to meet deadlines and budget. Most of the issues that development teams experience are not expected, being able to adapt and react makes Agile extremely efficient and allows for a higher success rate of completing the project to the organizational vision and on time.
Conclusion
Our goal is to create a piece of software that provides value for our customers. Our experience with Agile Software Development has proved to us that Agile’s process helps achieve that goal and makes the entire development process smoother for our clients. Agile allows us to have open communication with our clients, stay in budget, and deliver on time.
