Changing jobs is often a difficult decision. But switching to the right position can pay dividends both personally and professionally. The traditional perception that you have to stay at one company for a long time is gone. In fact, research shows that most professionals are now switching jobs every 3-5 years.
The cloud computing industry is one of the fastest growing today. In 2015, the share of organizations using cloud technologies in Sweden was 60 percent. Only two years later the figure had jumped to 83 percent, and is now nearing 100 percent. This trend is echoed around the world as cloud computing replaces legacy hardware and software systems.
There are lots of companies that use on-premise versions of Dynamics 365, but for those who are ready to go completely to the cloud, it may come as no surprise that Dynamics 365 and Azure make a great pair. Dynamics 365 is a business applications platform that combines components of customer relationship…
Hiring software architects, data scientists or for other tech related roles can be daunting: their skill set is incredibly specialised, competition is fierce, and there are hundreds of other companies after them. In fact, research shows that tech roles are the highest in demand in terms of postings, salary and growth opportunity—and those are just average tech roles. Finding very specialised candidates can be a truly impossible task.
Several factors are conspiring to make finding DevOps talent quite a challenge. Hiring managers face off-the-charts competition for anyone with relevant experience. Then there is the general lack of agreement over what responsibilities specific DevOps roles include. And adding to the confusion, many DevOps experts don’t actually consider their field ‘DevOps’.
Conducting interviews well takes skill and planning. Even those of us that are natural interviewers need to prepare, and a great place to start is by determining which type of interview you are going to give: structured, unstructured or semi-structured. Each type has advantages, and regardless of whether your interview is on the phone or in-person, knowing the type of interview you are conducting will help make it more successful.
One of the most stressful things a manager must deal with is having a star employee quit—particularly if no one saw it coming. Moral tends to drop after the resignation of a key team member, and trying to find a replacement quickly can prove difficult given the high demand for top talent (particularly in tech). The end result is a rushed recruitment process, and sometimes, a bad hire.
HR professionals often carry a heavy emotional burden. Whether it is letting someone go, issuing a disciplinary warning, or helping to resolve a conflict, much of what the modern HR professional does on a day-to-day basis requires an incredible level of empathy and professionalism. They must delicately navigate highly emotionally-charged situations, while representing their company and following policy and procedure to the letter…
Tech teams are usually a different breed to the other departments within a business. Just try measuring the productivity of individual software engineers within an ongoing project. Or jump into their lunch conversation about invocation latency and horizontal traceability. It will quickly become clear that the tech team is a truly unique animal. So how should this particular group be managed in order to reach its full potential? Here are some top tips we have gathered from leading technology team managers.
No company wants employees to stay a short period of time. The hiring process is long, on-boarding requires a lot of resource, and with each passing month the employee becomes more valuable. So what can you do to be sure you are hiring employees that stay for the long term? Here are our top 5 tips based on our experience with candidates in the technology sector.
While almost every job requires working within a team, very few interviews are conducted in a group setting. Many hiring managers consider doing group interviews too complicated—an added step that is hard to schedule and will delay hiring. But what if the best candidate is most obvious when observed with others? Watching how someone interacts within a group when trying to solve a problem or answer a question can provide insights that conventional interviews simply can’t. Here we outline some pros and cons so that you can evaluate whether a group interview might work for you.
Cultural fit is a crucial component of a happy workforce. It is the ‘being on the same wave length’ as your colleagues, and having the same ethos as your company’s management. It is having an office environment that allows you to be your best professional self, feel motivated and thrive. It is feeling like you have a work-family. And all the skills, experience and training in the world can’t make up for a poor match.
Oliver Parks continues to strengthen its partnership with the announcement of two internal promotions across the business’s key markets in Germany and the United States. The announcement highlights Oliver Parks’ commitment to growth across a number of growing technology sectors and ensures a broader depth of experience at the partnership level. The new partners, Tom Pollock and Hendrik Kuhlmann, have been promoted from their positions as Senior Managers.
A job offer letter is a formal document sent by an employer to a job candidate selected for employment. Offer letters provide an opportunity to solidify expectations and clarify key details discussed during the interview process. The candidate may choose to accept the job offer—in which case they will sign and return the letter as a formal acceptance of the position. Or, if the offer doesn’t outline the compensation package that the applicant expected, he or she may decide to make a counter offer, or decline it.
Most of us know job security is an illusion. Thousands of bankers who had stable jobs at seemingly stable institutions, found themselves without a job after the 2008 financial crisis. There are many other examples of people that worked for growing organisations where they had a bright future, who suddenly found themselves dismissed. Job security is therefore not a reason to stay at a job. But are there any good reasons to leave a job, particularly if you love it? Here are a few.
It is impossible for any HR professional to be trained in all the different areas of a business they must hire for—particularly if they are responsible for technology roles that have very niche requirements. This is just one of the multitude of challenges HR professionals face in today’s workplace. HR professionals must set an example as model members of the team, be well-versed in the latest employment law and help create the right culture. But there are also a few things HR professionals can do to ensure they don’t get overwhelmed, and instead, become an invaluable gem within the heart of their organisation. Here are our top 5 tips for HR professionals in 2019.
The ability to work remotely is usually seen as a perk offered by progressive companies who understand the value of giving employees the freedom to work where they want. With fewer employees in the office, companies can lease smaller offices, so in addition to being an employee perk, it is also makes business sense. As a result, the number of remote workers has…
Oliver Parks is one of the first companies to agree to the Finish recruitment industry’s most progressive set of principles. The code, known as For better recruitment, includes 5 tenants that define how recruitment firms should work in order to best help companies and job seekers. By adhering to these principles, the hope is that it will create a positive effect for the country as a whole.
Big data and artificial intelligence (AI) continue to change the recruiting industry with software that claims to be able to source and screen candidates, and calendar applications that do all the work of organising interviews. But a recent survey shows that professionals have less trust in AI than in human recruitment consultants. The survey of 431 professionals across a wide range of industries showed that ninety percent of respondents believe technology cannot replace the human interaction required to recruit effectively.