As the IT industry continues to evolve at a breathtaking pace, integrating new technologies and work practices, it will be an increasingly common problem for team leaders to find employees whose skills meet the demand of more specialized roles. And yet, the most practical and effective solution may in fact not be finding new employees, but rather retraining existing employees. After all, we all know that recruiting, interviewing, and training new employees costs valuable time, money, and resources. Updating the skill sets of current employees, on the other hand, is relatively straightforward.

 

The secret lies in building a culture of continuous learning in your workplace. The IT industry is famously dynamic and rapidly evolving, so it’s crucial that companies implement education and development programs to endow their employees with an adaptive instinct. Existing employees must be aware that due to the nature of the industry they work in, their job descriptions are likely to remain in a state of flux. In order to succeed, they will need to stay up to date on the most recent tech and how it can be used to the advantage of their department and that of the company.

 

Inevitably, you or other team leaders are going to feel compelled to look outside your employee base to bring someone onboard who is qualified to solve some new technical problem. Resist this compulsion, and instead, look inward. Your company has a team of qualified and talented professionals at your disposal. We know this because if they weren’t, why would they have been hired in the first place? Also important to keep in mind is the fact that your existing employees already have a deep understanding of the inner workings of your business and your products. Capitalize on this pre-existing knowledge within your team, and trust in them to be able to adapt to the changing conditions of their industry.

 

To learn more about how your team’s efficiency and output can be maximized, contact us here.

 

The most valuable assets of the world’s leading tech companies continue to swing from the realm of the physical – machines, computers, hardware – to the realm of the intangible – information, data, and ideas. According to the Harvard Business Review, intangible assets now comprise at least 80% of the value of any major Fortune 500 company. This paradigm shift is leading us into an entirely new age, a time in which companies are employing new and innovative forms of intellectual property security.  

Here are the top three tactics IT companies are integrating to protect intangible intellectual property: 

Use strong non-disclosure agreements 

The first (and most obvious) method for protecting intellectual property is to conduct work with airtight NDAs. With the inexorable shift in value from physical to intangible assets, more and more companies are partnering with third-party professionals to draft NDAs that will protect their intellectual property. It may also be necessary to return to any outstanding NDAs that are currently active and ensure the language used in them is totally comprehensive.  

 Keep digital protection strong  

Another major step for companies to protect intellectual property is implementing stronger firewalls and active intrusion detection regimes. These two forms of digital fortification are still your company’s best defense against hackers; just be sure you’re integrating the best protection technology you have available. 

 Use in-house security 

Given the stakes of having sensitive intellectual property information leaked or stolen, most companies are opting to increase the security-focused on their own employees. Whether you choose to install security cameras, increase security for who within the company has access to IT or simply intensify your background checks before bringing on new employees, stepping up in-house security can be effective insurance against intellectual property theft.  

 Educate your employees about intellectual property security and policy 

Industry best practices for the protection and security of intangible assets will continue to evolve throughout the coming years, so it is imperative for companies to continually communicate the policy to their teams. When you’re educating employees and managers about security, it’s also important to emphasize the idea that intellectual property security must be a daily, individual task if the security of the whole is to be protected. 

If you’re ready to enhance your team by getting in touch with talented IT professionals, contact us here. 

 

 

Business and communications technologies continue to evolve at a quickening pace, which has led to revolutionary shifts in the way professionals in the tech industry work. One of the most notable changes has been the rapid increase in the number of tech employees in recent years who are accepting contract positions over full-time roles. Google is a notable example. In 2018, the tech giant employed more contractors than full-time employees for the first time since the company’s inception in 1998. On a larger scale, a 2017 report by Upwork estimates that no less than 37% of the US workforce is now comprised of contractors, and that number is only expected to increase. 

 

In other words, it’s a great time to look into contract positions if you’re a tech professional. Here are four reasons why a contract position in tech might be right for you: 

 

Job Variety 

One of the biggest benefits of contract work is the freedom to move around to different teams, projects, and environments. This is the perfect scenario for any employee that isn’t crazy about the permanent surroundings that come along with a full-time permanent position. 

 

Flexibility 

Contractors often have the freedom to work on their own terms, which includes choosing their own hours, timelines, availability, and work location. 

 

Paychecks 

Because employers don’t need to factor in the costs of benefits when working with contractors, they can typically afford to pay them more for short-term work. 

 

Build multiple skill sets 

One of the major benefits of the frequent movement between environments and roles that contract work entails is a freelancers ability to develop the skills of adaptability. Often, employees working a full-time position become expert in a single, narrow role. They have difficulty translating into other avenues that they’d like to pursue. Contractors, on the other hand, have frequent opportunities to develop new skills which can be applied to future roles down the road. 

 

Find Your Next Exciting IT Role with Select Resources 

If you’re ready to level-up in your IT career, Select Resources is here to help. To get your employment search started, check out our job board.  

 

The rapid and dramatic changes happening to US immigration policy are increasingly affecting the way US companies work and recruit new employees. Recent reports indicate that the US Citizenship and Immigration Services (USCIS) have begun widespread investigations into companies trying to secure H-1B visas for foreign-born workers. As part of these investigations, the government agency now requires companies to provide hard evidence that they will be able to provide visa-holding employees with regular work for the entire duration of their three-year stay in the US.  

 

This crackdown on foreign-born workers seeking employment in the US is just the latest in a recurring trend of restrictive policies directed at specialty occupation visa programs. As Bloomberg Law notes, “The tech industry, a heavy user of the H-1B program, is getting the brunt of the scrutiny. But it’s also happening in other industries such as health care, accounting, and pharmaceuticals.” 

 

The RFEs (Requests For Evidence) that the USCIS has begun issuing to companies reportedly requires that the employer provide documented proof in multiple forms. Everything from statements of work, vendor agreements, to and detailed lists which outline the specific projects that the H-1B-holding employee will be working on during their stay may be required as evidence for RFEs. 

 

What if companies are unable to provide sufficient documentation proving that there will be enough work to keep visa-holding employees busy for the traditional three-year term stipulated by a H-1B visa? According to reports, the agency is cutting down the length of visas to two years or less for workers employed by companies that are unable to comply with the RFEs.  

 

The negative consequences to the H1B crackdown thus far, Bloomberg, have been repeated and lengthy delays in the visa acquisition process for companies seeking to hire foreign-born workers. This has led to a frivolous and unnecessary loss time, money, and resources.  

 

Build Your Team with Select Resources 

Are you looking to add talented professionals to your workforce without the stress of lengthy immigration proceedings? If so, Select Resources is here to help you get connected with top-talent IT professionals. To get started, contact us here. 

 

 

Studies show that having a homogenized culture where everyone is very similar in age, gender, race, or other demographic characteristics, harms an organization. It certainly makes it more difficult to attract talent; companies lacking diversity are simply not a top choice for the average employee.

 

Here’s why inclusiveness should matter to your business and what you can do to actively promote it.

 

Diversity Impacts Your Bottom Line

 

Diversity matters to your employees. But it should also matter to your business. Here’s why: A study from Boston Consulting Group showed that companies with an above average level of diversity in their leadership teams have higher better margins and greater innovation. The firm surveyed more than 1,700 companies in eight countries across a variety of industry sectors. They looked at gender, age, national origin, education, and more, to determine which companies were more diverse. They then measured each company’s level of innovation by looking at the total revenue from new products over the past three years. Unsurprisingly, companies who were more diverse, and whose leadership were more diverse, showed greater levels of creativity and innovation.

 

Diversity and inclusion are also critically important for employees who are in non-leadership positions as well. A Deloitte study showed that 72% of employees would leave their company for one with a more inclusive culture.

 

While it may be easier to feel comfortable when everyone around you looks and thinks the same, the research shows that diversity of thought and action that spurs companies on to greater innovation. While diversity is important to everyone, it must start at the top and permeate throughout an organization. 

 

Defining diversity is more than checking boxes on an EEOC form, and creating a diverse culture means more than just race or gender. The goal of true organizational diversity matters to employees because it brings a group of people together toward a common goal that take different approaches to solving problems. Empowering these employees to speak up and share their voice is an important way to let everyone in the organization know they are welcome and positive contributors to what your team is trying to build.

 

Harvard Business Review reported on our efforts to build a diverse workplace, stating:

 

“Superficial words and platitudes are insufficient – as evidenced by the 75% of employees we surveyed who see diversity programs in place but feel no effect. Leaders must build a clear case for change and set concrete goals, prioritized in concert with their diverse employees.”

 

The organization found that employees want companies to apply the following efforts to build a more diverse team:

• Carefully crafted and consistently followed antidiscrimination policies.
• Effective training to increase cultural understanding.
• Removing biases from promotion and evaluation decisions.

Workplace diversity fosters mutual respect and a spirit of collaboration among all employees. Companies that have a firm commitment to diversity also have less trouble attracting and retaining top talent.

 

Add Talent to Your Team with the Help of Select Resources

Talk with your Select Resources team about your specific diversity initiatives. We can partner with you to help your company achieve its diversity and inclusion goals. 

 

 

Employee morale and engagement matters. Studies suggest that engaged teams excel on the job over non-motivated employees by 22%. Other research shows that happy workers outperform unhappy employees by 12%. The takeaway is that workers work harder when they are happy on the job.

 

These are important statistics for any employer to take note of, particularly because happy workers can boost bottom line profits. There is no better justification for working to engage employees than the simple fact that corporate revenue and overall productivity will rise when your workers enjoy what they’re doing. But how can companies boost employee morale in a way that is sustainable for the long term?

 

Employee Happiness is More Than A Pizza Party

Remodeling your offices and adding a Ping-Pong table may be fun, but long-term employee happiness has less to do with pizza parties and more to do with having a purpose on the job. Employees want to feel like they’re part of something bigger than their individual effort; the best employees don’t want to just punch a time clock and get a paycheck. Here are three suggestions to get your business back on track.

 

• Idea #1 – Find the Right Team
  Culture starts with the new employees you hire. That’s why hiring beyond the skill set is important in any job. The best teams collaborate and produce more, avoiding the drama and dysfunction that comes when you pick the wrong people for the seats on the bus. Hiring for cultural fit means you do a careful behavioral assessment of the motivations and attitudes of the candidate in addition to looking closely at their job experiences. Without this extra effort your team will simply not row in the same direction.
• Idea #2 – Establish the Right Goals
  In addition to finding the right people, setting goals and then clearly communicating them will improve the chances that your employees will achieve them. Morale can dip when goals are not achievable or even communicated properly. Leaders should create goals in collaboration with the teams they’ve formed. This will improve stakeholder buy-in and engage the team in working together toward those goals. When employees understand the corporate mission and the steps necessary to achieve the goals they’ve set, they are more likely to be engaged and passionate about their work.
• Idea #3 – Set Measurable Progress Points Toward Your Goals
  How often have you heard from employees that they don’t understand the “why” behind the tasks they’re doing? How many corporate memos have gone out that change policies and processes but fail to explain why adoption of new tasks or rules is necessary? Having the right people on the bus, with clearly articulated measurable goals are only two legs of the tripod; the third leg are the processes you use to reach goals. Set attainable benchmarks or interim targets on the roadmap to meet your goals. That way each employee will actually see their progress as they complete the steps necessary to reach their goals. As each milestone is achieved, rewards can be shared. It’s encouraging to make progress toward a goal. This will keep employees motivated, engaged, and happier at work.

Find Employees that Add Value to Your Team with Select Resources

If you’re searching for the right employees, Select Resources can help. As a leading IT staffing and recruiting agency in the Lansing, MI area, we know the kind of talent who will exceed our clients’ expectations. Contact us today to find out more!

 

 

 

As a member of the tech industry you’ve experienced or witnessed burnout, either short-term or long-term, on the job. The nature of the industry is to expect radical ups and downs in workload.  

 

For example, implementations, upgrades or large rollouts that be completed under deadline and without interfering with daily business of the company can lead to long hours. Technical professionals may be required to respond to emergencies such as cyber security breaches and other outages that need to be taken care of – yesterday. 

 

Conversely, there are downtimes when they are not as busy and there is time for scheduled updates, responding to calls and otherwise getting caught up on what couldn’t get done during crunch time. These kinds of ups and downs are a recipe for burnout, which has now this has been recognized as a genuine affliction.  

 

Burnout is a term often used casually to refer to anything form a tough day to a rough week, but the World Health Organization (WHO) notes these markers: 

 

• Feelings of energy depletion or exhaustion 
• Increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job 
• Reduced professional efficacy 

 

All three of these markers must be present to meet the criteria of burnout. 

 

A recent survey of technical professionals reported they often suffer burnout on the job because of workload, poor work-life balance and lack of recognition. Management is typically at the root of the issue. Blind.com noted the following reasons cited as the largest reported causes of burnout on the job.  

  

Top 5 Reasons for Workplace Burnout 

1. Poor leadership and unclear direction; 
2. Work overload; 
3. Toxic culture; 
4. Lack of control and career growth; and  
5. Insufficient reward and recognition. 

 

You can help avoid burnout among your technical staff by recognizing its validity to begin with and not simply brushing aside concerns. Then take steps to avoid and assuage the issue. Train managers, front line supervisors and individuals to recognize the signs.  

 

Recognize the contributions of employees to the organization so they feel valued and appreciated. Make work-life balance a priority with options such as flex time, comp time or remote work. 

 

Pay attention to the organizational culture. It’s easy to get caught up in the day to day pressures and tasks. Take a step back to be sure that your company is operating in a way that is a true reflection of your values. 

 

Ready to Hire the Best and Brightest Tech Professionals? Contact Select Resources!

If you would like help hiring additional tech talent that can help restore balance to your organization, contact the recruiting professionals at Select Resources.  

 

 

 

If you are a cybersecurity professional, you know there is no shortage of jobs in your field. Companies are increasingly recognizing their vulnerabilities to security breach and cyber-attack and are taking steps to correct them, which is only increasing demand for top security specialists. The question is, will security certifications give you a competitive edge over other candidates?  

 

That remains to be seen.  

 

Technology changes so quickly it can be tough for certifying bodies to keep up. But a recent cybersecurity workforce study by (ISC)² , an international association of information security professionals, indicates that almost half of employers make certifications a large factor in their hiring decisions.  

 

In-demand security certifications that can give you a competitive edge include:  

 

CEH (Certified Ethical Hacker). This certification is administered by the International Council of Electronic Commerce Consultants. It can be taken after taking a class or by proving that you have relevant experience. A CEH designation attests that you have the ability of a black hat hacker, but without the nefarious intent. Costs for certification ranges from about $1,200 -$2,000. 

 

OSCP (Offensive Security Certified Professional). This certification will truly put your skills to the test. The exam consists of hands-on penetration testing and is considered to be among the most technical of the certifications and costs about $800 to take. 

 

CISA (Certified Information Security Auditor) This certification requires considerable education and on-the-job experience as well as sitting the exam. Details on certification requirements can be found on the website on the governing body for the CISA, ISACA. 2019 registration fees are $575 for ISACA members, $760 for non-members. 

 

While these certifications can give you additional credibility to discerning employers, ultimately the needs and risk factors vary wildly and are no substitute for solid experience. The smartest move for security professionals is to remain up-to-date, take on positions that build their skill set, and carefully consider which certifications are relevant to their specific career path. 

 

Find Your Next Tech Job with Select Resources!

If you’d like to learn more about how to become an in-demand candidate or find out about the best cybersecurity jobs in Lansing, MI or Detroit, contact the technical recruiting team at Select Resources. 

 

 

 

For many years, companies have been taking one approach to onboarding. “Welcome to our company, take it or leave it.” Historically, there hasn’t been a lot of focus on corporate culture, or whether the office is even someplace employees want to be.

 

The assumption was always people need jobs, and a company was doing them a favor by offering one. In recent years, though, that reality has changed. Today, there’s much more of a focus on improving corporate culture, and using job satisfaction as a bargaining chip with new hires. Not only does this help a company differentiate itself from the competition, it reduces turnover and promotes retention.

 

Here’s what you need to know.

 

What Drives Workplace Happiness?

Before you can create a stunning corporate culture, you’ve got to understand what people care about. According to workplace happiness research conducted by Robert Half, employees derive job satisfaction from the following things:

 

• Having pride in their organization
• Feeling appreciated
• Being treated with fairness and respect
• Having a sense of accomplishment
• Engaging in interesting and meaningful work
• Building positive workplace relationships
•  

3 Ways to Create a Competitive Corporate Culture

Want would-be hires to covet openings at your company? Here are a few tactics to deploy immediately:

 

1. Create Opportunities at Work

Nothing drives skilled workers out of an office faster than a stagnant environment. Top talent is driven. These workers want to advance their careers and pursue new opportunities, and they want to do it at the company they already work for. If they can’t, they’re likely to go someplace else. Because of this, companies must be proactive about creating new opportunities and challenges for employees. This focus on growth ensures people will continue to thrive within your company, throughout their careers.

 

2. Make Work Meaningful

Gone are the days when employees would willingly gut it out in a job they hated. Today, top talent simply has too many opportunities to make that compromise. While they’re willing to work hard, they’re not willing to work pointlessly.

 

Fortunately, they don’t have to. When your company takes an intentional approach to creating meaningful work that allows employees to utilize their talents, abilities and creativity, they’re much more likely to stay within your company. They’re also more likely to recommend the workplace to their friends.

 

3. Foster Strong Bonds in the Workplace

When employees feel like they have advocates and friends at work, every day is more enjoyable. According to recent research, 62% of workers reported that having co-workers who are also friends outside the office increases productivity. With this in mind, dedicate a few days each month to team-building exercises designed to promote bonding and friendship. This will work wonders to decrease your turnover and boost your culture.

 

A Better Workplace Culture Starts with Select Resources

Your corporate culture is your largest asset. Put the time and effort into improving it, and you’ll reap the benefits for years to come. Are you looking for top talent for your organization? Contact us today to find the employees that suit your brand.

 

 

 

Technology workers are some of the most highly sought-after skilled employees in the United States today. The unemployment rate is as low as the demand for digital products is high. This means employees with technology skills can command the best wages and top jobs in the employment market.

 

This article will look at some of the most in-demand technology jobs. For workers considering a career in the technology field, now is the time to learn new skills. Here are some of the most in-demand the jobs in the U.S. today.

 

#1 Data Scientist

Virtually every organization has data. A data scientist maintains the information that can make or break a company’s P&L statement. Industries as diverse as banking, logistics, insurance and healthcare all have a tremendous amount of data they’ve collected from their clients and patients. A data scientist understands the value of this information and can manipulate the data so companies can glean actionable insight.

 

#2 Cybersecurity Analyst

No discussion of data would be complete without dialogue on how to keep it safe. That’s part of the role of a cyber security analyst. They are tasked with reviewing data and the overall infrastructure to determine where there are holds in the network that could allow a hacker to enter and wreak havoc.

 

#3 Java Developer

Java programmers play an important behind-the-scenes role in a variety of digital applications. They supply the building blocks of code that create some of the digital applications you use every day.

 

#4 App Developer

App developers create cellphone applications that people use for a variety of daily tasks. App developers are computer programmers that use code to build digital products. They know a variety of computer languages to create these applications.

 

#5 DevOps Engineer

DevOps bridge the gap between software development and operations. Today, IT is at the forefront of business and these talented professionals work to integrate tools between technology applications.

 

#6 Cloud Architect

The cloud architect creates and oversees strategies for moving data into cloud frameworks. It’s an important role as more enterprise organizations move their critical architectures out of back-office server rooms and into the cloud.

 

#7 Digital Project Managers

This role takes traditional project management and applies it to digital transformation strategies. The digital project manager could oversee the migration of data or roll out new software or hardware. The role requires extensive troubleshooting skills as well as knowledge of data science.

 

#8 Embedded Engineers

These professionals can bridge gaps between traditional engineering and software engineering. It’s a particularly important role as more connected hardware devices come online in every industry. Embedded engineers can handle the architectures for tools like wearables, or remote monitoring sensors for patients, or even your home’s smart sensors.

 

The jobs of the future will be firmly rooted in tomorrow’s digital technologies. Taking the time now to learn these new skills will ensure employment in the future.

 

Are You Ready to Advance Your Tech Career? Contact Select Resources!

Talk to a career counselor to find out your options for learning new skills in the digital technology field today. Reach out to the experts at Select Resources.