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Closing the Skills Gap: Addressing the Unqualified Candidate Pool

Remember the days (circa 2009) when you could publish a job opening and have dozens of qualified, hungry candidates vying for the opportunity to be interviewed?

Addressing the Skills Gap

A decade ago the employment landscape, and the economy as a whole, was completely different. Hundreds of thousands of talented professionals were thrust into the job market for one reason or another, and suddenly employers could fill positions with the best of the best. But those days are over. We’re operating in a whole new market.

On top of keeping your eyes and ears open for skilled candidates who may already be happily employed, it’s time we start thinking about what we can do to address the proverbial elephant in the room – the massive skills gap that’s holding America’s workforce back.

It’s more complicated than it seems at first glance

Are there good paying jobs available at virtually every level of the professional ladder? Absolutely. Are there qualified candidates to fill all those skilled positions? If you listen to the feedback of employers across the nation, the answer is a resounding no. And the lack of qualified candidates costs companies tens, if not hundreds, of thousands each year.

What’s creating the deficit and how can we fix it?

The same years that saw companies flush with qualified candidates combined with an aging population helped to fuel the employment market we’re struggling with now.

Employees who aged into the workforce in the last decade or found themselves thrust back into the open market have been faced with multiple challenges. They’ve been dogged by everything from fierce competition for jobs to lack of opportunity or availability of training and education. Not to mention the fear of sky-high student debt with no guarantee of employment and the increasing skill level required for many middle-class jobs.

All of these challenges and others combined to create a perfect storm; an ominous and large pool of unqualified candidates in the workforce.

It’s not that people don’t want to work. It’s that many of those who do and are still in the open market, are not qualified to take technical jobs which so desperately need to be filled. And while the qualified applicant pool dwindles, the economy continues to strengthen and the demand for a more educated workforce increases.

Potential solutions worth discussing at national and local levels

There’s no shortage of ideas for elevating the national candidate pool and increasing the qualifications of applicants within it. The struggle is in finding balance and creating an environment that supports both individuals within the workforce and employers.

If you want to continue down the rabbit hole and research this topic, I encourage you to do so, especially if your company has been personally affected. For the sake of time, I am going to focus on what our team at Coppertree sees as the most promising solutions.

How We Can Begin to Close the Skills Gap

Return vocational classes to high schools

High school is a prime opportunity to reach the younger generations and create a long-term solution that will help close the skills gap in the near future as well as prevent it from widening. Previously high schools put an emphasis on trades and technical knowledge, but due to budget cuts and shifting priorities, most have decreased, if not eliminated, their hands-on courses. Applied skills are still in demand, and revisiting our public education programs is the place to start.

Make technical post-graduation programs more widely available and accessible

Four-year schools and junior colleges are already beginning to address the growing need for technical and trades programs.  For the most part, schools in large cities have been the first to adapt. But the need must be more widely addressed.  People across the US, including less densely populated regions, need access to the same courses, whether they’re offered online or in-person.

Offset the cost of higher education with more work-study opportunities

Work study allows college & technical students to work part-time while they’re in school. While it’s not always a stand-alone solution, depending on the student’s circumstance, it’s still helpful and is part of the answer to closing the skills gap. Work study has a few advantages including providing an organic opportunity to build soft skills and allowing a student to earn while they learn, which can make college costs easier to navigate.

If more companies – particularly those in industries experiencing the sharpest decline of skilled candidates, offered work-study opportunities to students, they would give this solution even more appeal. Not only would these companies be helping the students, but they would also have access to candidates with the latest education in the field who are eager to put what they’ve learned into practice and embrace more hands-on training.

Don’t forget about soft skills

With the pressing demand for technical skills, it’s easy to overlook the importance of soft skills like professionalism, workplace communication, and tolerance. While it’s crucial that we address the glaring skills gap, we can’t forget also to train for and improve the soft skills that help candidates highlight their qualifications, communicate effectively, and contribute to a positive work environment.

Lastly, there needs to be a shift in our collective thinking. Maybe you’ve seen those Verizon commercials aimed at our youth. They center on the idea that we have made it more appealing and accessible to believe you will grow up to be an NBA superstar than to become an engineer or carpenter. Technical and trades jobs are nothing to shy away from. They may not be as glamorous as some other jobs that promise a huge starting salary, but they’re good jobs, and most can offer a comfortable living. This solution is one we can all participate in regardless of where we fall on the corporate spectrum.

Learn more about the current job market, strategies for finding the right candidates, and more on the blog.


5 Things to Remember After Your Interview

There’s a common theme in the recruiting process that gives job seekers cold sweats and anxiety. It’s not sending out resumes or even preparing for the interview. It’s what happens afterward.

The waiting is the hardest part…

You probably know the feeling. You’ve just had a great interview, and you’re elated. You were well prepared, and it showed. They seemed to like you and even asked key questions like “when could you start?” Everything feels like it’s going your way as you high-step back to your car and head home.  You remembered to get the hiring manager’s card when you interviewed and you sent a professional thank you note the day after the interview.  At this point, you’re certain you’re going to hear from the company very soon.

But then you don’t. Instead, uninterrupted radio silence ensues for days or weeks (sometimes longer), and you start to doubt yourself. You begin to wonder what to do next.

Don’t stress. This article is for you. Here are the four things to keep in mind next time you find yourself in interview limbo.

Five Key Things to Remember After the Interview:

  1. Whatever you do; don’t panic
  2. Be polite, enthusiastic, and positive
  3. Recognize that hiring managers are busy
  4. Keep up your job search
  5. You might be a good match, but not a perfect fit

Don’t Panic

Hiring managers can sense self-doubt and fear. Desperation is not a good negotiation tactic, and when you sound stressed or frazzled, it won’t make a good impression. Instead of panicking, remind yourself of how well the interview went and then keep your mind occupied with whatever distracts and relaxes you.  Put your energies into reinforcing that positive image you projected during the interview instead.

There is a really good chance that the delay has nothing to do with you exactly and instead is being driven by business factors and management decisions inside the company.

Stay Positive and Friendly

Remember how you felt when you had just left the interview? Channel that upbeat and positive feeling into polite, professional follow-ups. It’s ok to leave a voicemail or send an email once a week. But that’s about it. Don’t overdo it, no matter how polite or enthusiastic you are.

Use language like:

“I’m just calling to check on the status…”

“I’m still very excited about the opportunity…”

“I know you’re busy and appreciate your time…”

Don’t say things like:

“I have left several messages already…”

“I expected a decision by now…”

Recognize that Hiring is Not the Manager’s Only Job

It can feel like the only important aspect of a hiring manager’s job is to hire people (and by that, we mean immediately call and recruit top candidates), but it’s not. Hiring managers have a great many duties, and even when it comes to recruiting there are usually multiple steps.

Try to remember that your interviewer may be busy doing any number of important things like reviewing resumes, conducting interviews, and probably covering for some of the responsibilities that you are hoping to cover.  The company is probably hiring because they are short staffed in some way, so that might put a strain on everyone in the department including the manager.

Keep up with your job search and interviewing

Not only should you never put all your eggs in one basket, but there are positive psychological and functional reasons for pursuing other opportunities, even if this was your ‘dream job’.  You might find an even better job in the process, but in any case, the interviewing practice will benefit you in the long run.

If you do get another offer in the meantime, but you still prefer this first job, you might be able to TACTFULLY use it to move the process along.  Don’t ever do this if you don’t have another offer.  You can call or email the hiring manager to let them know that you are still very interested in their position, but that want to give them a heads up that you have another offer that you are considering right now.  Don’t overtly try to ‘put the squeeze on them’, but if they are interested and have the ability to move forward, this should at least restart the conversation.

You Might Not be a Perfect Fit (but You May Be Able to Overcome It)

This last one is a little tricky. It might be a case of the truth hurts, but it doesn’t have to mean the door is closed. Companies frequently hire people who are a good fit, but not quite a great fit. And why do they decide to pull the trigger? Usually, it’s because that person shows them that they are capable of filling the position and adding value to the team, even if they aren’t an ideal match.

If you find yourself in this predicament and facing objections from an employer that you really want to work for, put in a little effort.

For example, if it’s a sales job, put together a sales presentation and pitch them. Or send a technical article based on something you discussed during the interview and try to weave a friendly conversation around it (to show that you’re always learning and advancing). Or, select key points from your resume that are a perfect fit for the position and expand on them in a brief email and sell why those skills do, in fact, make you a great fit (even if they can’t see it yet). Just remember to be polite and upbeat and not argumentative.

Ready to get in front of your dream employer? Contact CopperTree Staffing to learn about open positions at exceptional companies or visit our blog to learn more about interviewing, onboarding, and job market trends.

The Unemployment Rate Continues to Drop, but You Can Still Find Great Candidates (if You Know Where to Look)

Pick the right partner in a tight job market

The U.S. Department of Labor has released another report summarizing the employment situation for March & April 2017. The overall unemployment rate continues to drop and has fallen another 0.2% to 4.5% overall.  The situation in the IT industry is even tighter – unemployment rates of 2.0% to 2.8% are the norm in major cities across the US.

While the numbers breakdown varies based on everything from gender and race to age, there’s no denying what those of us in the tech industry have been feeling for years – the pinch. The employment pool is getting tighter and tighter, and qualified candidates are getting harder to find. And it’s not because they aren’t out there. It’s because the vast majority of them are already employed.

Just Listing Jobs Won’t Cut It in This Tight Employment Market

There are a lot of ads these days for “supersites”, that promise to list your job on hundreds of web sites to expand your job’s reach.  While you might get lucky and catch that rare perfect candidate that way, you are more likely in my experience to get even more resume from candidates that are tough to employ for a reason.  They could be from outside your area looking to relocate, or have a very choppy job history or just are not a match for the job description.  Even the traditional job boards will give this result in a tight market, which results in you weeding through a lot of resumes that don’t result in a lot of good conversations.

In a tight job market, companies that have made a commitment to engaging and building relationships with top talented people in their industry will be the ones that are successful in hiring.  Rather than getting lucky with the timing of your job opening and a good candidate’s availability, they can tap a pool of qualified, employed professionals.

Some of those IT pros who already count themselves as “employed” are actively looking for opportunities to move up or change companies, and some are not. However, among the working who “aren’t looking,” there are always candidates who would be open to the right opportunity if it came their way. And, of course, if it came from a trusted source.

When you consider those three groups – the unemployed, the employed and looking, and the happily employed but open, you have a much larger candidate pool to work with.

Working with an Experienced IT Recruiter Makes All the Difference

If you’ve never worked with a recruiter, you may be shaking your head in exasperation wondering why we’d even count employed IT talent when they aren’t all on the market or even thinking about a new position. And the answer is: because they aren’t on the market yet.

Recruiting consultants can be the difference between waiting half a year or more to fill an open position and waiting for only a handful of months (or even less).

As IT recruiters, we are privileged to work with some of the most qualified, talented, and hardworking IT professionals in the field.  We spend a lot of our time talking to candidates before they are looking for new jobs so that we can be that trusted source to introduce them to a great opportunity.  Some of them are actively looking for a new position, but many are not. Nevertheless, almost all are open to making a change, and they rely on us to keep them informed of potential opportunities.

With unemployment in the IT sector continuing to drop, there’s no better time than now to partner with experienced tech recruiters to help you identify and attract the right people to fill your position and complement your company culture.  If you have not been able to commit the time and resources to building that network ahead of time, it is even more important to partner with an experienced recruiter to find that top talent.

Contact CopperTree Staffing today and let us help you find the perfect candidate. 

The Gig Economy is Here to Stay: Why Full-Time Jobs are Going to Contractors

Best talent and flexible costs

It’s no secret to employers that bringing on a new full-time employee is expensive.  Still, let’s consider some numbers to put it in perspective for those reading who might not be direct hiring managers.

For example’s sake, say you’re looking to fill an entry level position paying $40,000 per year. Add to that salary the average cost of recruiting a new employee yourself (about $4,000). Also, consider the time you invest in training them before they’re ready to perform, and health insurance when the average employer contribution is just under $13,000 for a family plan. Then there’s potentially retirement plan matching, and any other benefits you offer to remain competitive.

Costs for Hiring a 9-5 Employee Can Be Overwhelming

Just with our basic but very realistic example, we’re already sitting at more than $56,000 first year costs for an entry level employee. And those are only surface numbers. There’s are dozens of little and big expenses that add up quickly (sick pay, vacations, processing paperwork, etc.), and if you’re replacing an employee, the numbers can be even more staggering.

Now you can start to see why some employers are beginning to mix up their workforce and engaging freelancers for long-term contract work.

Contract Work Offers a Flexible Solution to Rounding Out Your Labor Force

Making the switch and incorporating some contractors in your workforce can provide you a degree of operating flexibility you’ve never had before. In addition to the substantial reduction in overhead, you will also have more internal financial flexibility to classify your labor costs. And hiring contractors in some instances can even give you access to a better talent pool who only take contract or contingent work because of the higher earning potential.

Lastly, when you hire contractors; yes, you will likely pay more per hour, but you won’t pay for healthcare, retirement plans, paid time off, or any of those other expenses that are the expectation for full-time workers.

The Number of Available Contract Workers Is Increasing Every Year

The gig economy or contract labor force, however, you like to think of it, continues to grow at a rapid rate. Many of the workforce’s best and brightest self-starters are making the transition to contracting. And you can access that talent pool just as easily as you can the broader, traditional full-time market. You just have to know where to look.

Interested in finding the perfect contract worker for your open position? Contact CopperTree Staffing; with our top-tier contracting talent you can potentially lower your expenses, add flexibility, and access dedicated professionals who will work harder and smarter to improve your bottom line.

5 Things You Should Do Before Every Interview

There are literally thousands of articles across the internet sharing tips and tricks for acing your next interview. So many, in fact, that just a simple search on Google is enough to give most people a headache. It’s difficult to know what to focus on and put into practice, after all, chances are you’re not going to recall every pearl of wisdom when there’s so much good input to consider.

Ace your interviews!

Instead of wondering what you should be sure to implement and what isn’t *quite* as critical, we’ve created a short list of the top five things you can do before every interview to help get your head in the game and leave a great first impression.

And, what’s even better – these tips are helpful regardless of how exceptionally qualified you are or what position you’ve applied for!

Our Top 5 Tips for
Acing Your Job Interview

Research the Company

It goes without saying that you should research the business you’d like to work for before your interview, but it is surprising how many people skip this critical step. Take the time to read their “About Us” and learn more about the company history, their published mission, and how they talk about their products or services.

Regardless of what kind of position you may be interviewing for, the more you know about them and speak like you’re already one of the team, the better. The company website and team member LinkedIn pages are a great place to start your research.

Review Typical Interview Questions for the Position

If you’ve been job hunting in the same field for a while, it’s possible you’ve already spent a significant amount of time cruising job forums and reviewing some of the most commonly asked interview questions for your prospective position.

Even still, now that you have a specific title in your sights, you should once again take to the keyboard and spend some time investigating what questions you may be asked and begin formulating your answers ahead of time.  If you are working with a recruiter, you can gain additional insight.  Will it be heavy on technical questions, or more geared toward cultural fit?  Will you get probing questions with no real right answer, like “If you were a tree, what kind would you be?”

Prepare Your Responses to Common Questions

You don’t need to rehearse your answers to every question, but you should have a good idea of what examples and references you want to share that are the most applicable to the job you’re interviewing for and make you sound like a rock star employee. Think of bullet points you want to be sure to mention rather than entire canned responses.  It is a great idea to have specific examples of past projects or successes in mind that you can work into the conversation.

Practice Power Postures

One secret to quickly boosting your confidence just before an interview is practicing power postures (sometimes called power poses). By purposefully putting yourself into positions psychologically associated with power, dominance, and confidence, you can make yourself feel those things even if you wouldn’t otherwise. It’s a lot like smiling to improve your mood. Confidence, attitude and mostly enthusiasm are much more important in hiring decisions than most people realize.

It might sound a little over the top, but you don’t need to do these poses in front of anyone to feel the effect. You just need to commit to the full pose and hold the posture of your choice for at least two minutes (and you can do it in a restroom or stairwell if you have to).

Figure Out Your Hook

Last but not least, know your hook. What is the #1 reason you’re a perfect fit for this position? What pivotal moment in your life set you on the path to becoming exactly the right person they’re looking for? Or think of it this way – each candidate for a position has a brand identity that the interviewer should conjure up when they think of you.  What is your branding – Super technical talent? Great teammate?  Industry guru?  Consistent achiever?

If you can tell a brief story about how your experiences or background have created a passion for all things (fill in the blank, as related to the field you’re interviewing for), then you will have a hook. Using a “hook” not only makes you more memorable but also makes it sound like the position is more than a job to you, it’s a perfect fit.

Searching for that perfect position? Contact CopperTree Staffing to learn more about open positions with our partners, some of whom work exclusively with us.

Three Tips to Help You Write an Eye-Catching Bulleted Resume

If you’re active in the job market, chances are you’ve come across an article or two promoting bulleted resumes as the latest way to get noticed by hiring managers. And, for good reason.

Bulleted resumes make skimming easier, and we know recruiters skim read; they help key points stand out instead of getting lost in a block of text; and when done well they’re usually more concise than the traditional, multi-paragraph styles.

Ready to get in on the trend and try a bulleted resume but not sure where to start? Follow these tips to make the most of bulleted formatting and get noticed by interested employers.

A well written resume can get you the interview

Three Tips For Nailing Your Bulleted Resume:

  • Focus on achievements and measurable results
  • Limit bullet points to 3-5 of your most impressive stats and stories
  • Write in an active voice

Focus On Achievements & Measurable Results

If you’re in a field where you’re expected to meet measurable goals, then this aspect of creating a bulleted resume will be easy for you. Share details like what percent of your performance goal you met regularly or the ROI on ideas you implemented or projects you were in charge of. Focus on your best work.

If some of your roles have been less goal-focused and centered more around daily or repetitive tasks (think admin and customer-service heavy positions), then it might take a little more finesse to write interesting bullet points.

Think about all the challenges you overcame in your position and how you improved your work environment, even if you can’t measure the results with hard numbers. Did you organize an entire department? Create forms that streamlined procedures? Revamp the training program to make it more efficient and effective? Share how you’ve made your mark at every job.

Keep It Relevant, Impressive, and Concise

Generally speaking, you should aim to share no less than three bullet points per position and no more than five. The easiest way to keep your bulleted resume from getting too long is to remember the goal is to concentrate on achievements, not duties.

Each bullet should highlight one of your most impressive job stats or victories. If there are too many to choose from, then force yourself to pick the top five that are also the most relevant to the position you’re applying for and list only those. You can always share additional stats in your interview.

Make Sure You Write in an Active Voice

One thing not many recruiters talk about is writing in an active voice. Using an active voice is more powerful and helps future employers to see you as the catalyst to generating positive results. And luckily, switching from a passive voice to an active voice is easier than you might think when you follow these simple active writing tricks.

 Visit our blog to learn how to stand out in the job market, what employers and recruiters are looking for, interview tips, and more.

What Does the Employee Marketplace Mean for Job Seekers and Employers?  

It’s official: we’re living in an employee-driven marketplace. During the recession and until recently, employers had the upper hand. The market was flooded with talented, experienced job seekers eager to get their foot in the door at companies across the nation. You didn’t have to look far for a pool of top-tier candidates.

And let’s be honest, lots of companies benefited greatly from that sudden influx of driven, highly qualified applicants. After all, there’s a big difference between selecting the best person for the job when they’re clearly the standout and taking your pick from a group of superstar talent.

Great candidates are harder to find today

But those days are over. Now the tables have turned, and the best and brightest employees are a hot commodity. Not only do you have to attract and engage star candidates, but you also have to keep employees engaged or risk losing your best people to a better, more appealing opportunities.

Human capital has the potential for the highest ROI of any investment your company makes.

In January the Execu|Search Group released their 2017 Hiring Outlook report that puts the new marketplace conditions into perspective. Understanding how employees and candidates view your hiring and onboarding systems as well as what they’re looking for in terms of job experience could be the difference between keeping your most talented employees or losing them to the open market.

Notable Findings of the 2017 Hiring Outlook Report:

  • Millennials comprise the largest share of US workers
  • A lack of advancement opportunities, salary growth potential, inadequate work-life balance, and poor corporate culture are the top four reasons employees leave a company
  • More than 60% of employees surveyed reported that they interviewed for two or more roles while interviewing for their current position
  • A whopping 50% of workers plan to stay at their current job for two years or less
  • There’s a disconnect in the hiring stage with 75% of employers reporting that their hiring process takes three or more weeks while employees feel it should take two weeks at most
  • 34% of responding employees stated that their interviewer couldn’t adequately convey the overall impact their potential role would have on reaching the company’s goals
  • Though millennials are the largest group of working professionals, more than 48% of employees across all groups stated that they don’t believe younger employees are encouraged to pursue leadership with their current employers
  • 76% of millennials surveyed said that professional development is one of the most critical aspects of company culture

If you’re an employer who’s actively hiring, you probably already know, or at least have sensed, that the marketplace is changing and these numbers only confirm what you’ve suspected. Employers are anxious to secure superstar employees and willing to put energy and effort into keeping their team happy and retaining talent. If you’re not doing the same, then you need to start right away.

Making the decision to research what employees are looking for now, or partnering with industry experts like our team at CopperTree, is crucial to engaging and retaining top talent. It’s no longer enough to try a few things here and there. You need to step up your recruiting and onboarding process across the board or risk falling behind.

Ready to partner with an expert? Contact CopperTree Staffing to learn how you can streamline your hiring and onboarding processes to attract, engage, and retain the best and brightest candidates.


Why You Should Always Take a Recruiter’s Call (Even if You Love Your Job)

The best recruiters take the time to get to know all of their contacts and connect the dots between leading companies and top talent. They’re always keeping an eye on the market and helping the two sides of the employment spectrum come together at the most opportune times.

Networking is key to success

In a sense, knowing a great recruiter is like cornering an information and marketing goldmine. They can help you in a myriad of ways, and represent a sea of opportunity – which is exactly why you should always take a recruiter’s call, even if you’re happy in your current job. But that’s not the only reason to pick up the phone.

The Top 5 Reasons You Should Answer When a Recruiter Calls:

  1. Networking is the secret to advancing your career
  2. You’ll have a chance to gain insight into your professional market value
  3. You can find out more about the current job market
  4. You might know someone who’s a perfect fit for the job, even if you aren’t
  5. They might be calling because your dream position just opened up

Talking with Recruiters is Networking 101

If you have any desire to advance in your career, then you need to embrace networking. And there’s not a more connected person to have in your contacts list than a top notch recruiter. Even if you aren’t currently looking for a new job, you may be one day. Already having a solid relationship with an experienced recruiter will take some of the stress and guesswork out of re-entering the employment market when you are ready to consider new opportunities.

Knowing Your Professional Value Gives You Power

You can’t make the best decisions if you don’t have all the information. Talking with a recruiter can help you understand how desirable your skills are in the job market and assess your current position and goals from a new perspective. If you’ve been in the same position for years and not checked out the market for someone with your background, it’s definitely worth finding out how your current job stacks up to potential opportunities.

You Can Get an Expert’s Take on the Job Market

How long has it been since you’ve had a conversation with someone knowledgeable about the current job market? So much has changed in the past eight years, but some people continue to cling to less than satisfying work because they still think the job market is operating like we’re in a recession. More opportunities are coming available every day. Remaining blind to them is only doing yourself a disservice.

You Might be able to Make a Referral

If a recruiter is calling about a particular job and it’s not something you’re interested in, it’s perfectly acceptable to decline an interview. But even if it’s not the right job for you, you might know someone who would be interested and may be a good fit. It could be your chance to help someone in your network by putting them in touch with a recruiter who might just be the catalyst for a professional change they’ve been longing to make.

They May Offer You Something Even Better than What You’re Doing Now

You might be genuinely happy with your current company and position. But if it’s not (quite literally) your dream job, then it’s always beneficial to take a recruiter’s call. They could be calling about an opportunity that is vastly superior to what you’re doing now. And that’s not information you’re going to want to miss out on.

Is it time you connected with a knowledgeable recruiter? Contact the team at CopperTree Staffing. For more information on the employment market, industry trends, and how to position yourself to advance your career, visit our blog.

IT Jobs on Track for Major Growth in 2017

With 2017 just around the corner the question on every job seeker and soon-to-be-college-grad’s mind is what do my job prospects look like for the New Year? As expected, IT careers will continue to fuel growth in the employment market with specific fields leading the way.

Overall the IT sector is predicted to grow at a rate of 22% through 2020. But certain jobs continue to be the front-runners for above average growth. If you’re still in college or thinking about a career change, these are the positions to prepare for.

IT Job Growth

Some of the hot IT jobs you can expect to see in droves next year are:

  • Web Developer 27%
  • Computer Systems Analyst 21%
  • Information Security Analyst 18%
  • Software Developer 17%

Growth Averages via BLS Occupational Outlook Handbook (2014-2024)

Web Developer

Extensive coding experience continues to be a highly sought-after skill set with all kinds of companies looking to employ their own in-house tech teams. From Google to Yahoo and corporations large and small, as a Web Developer, you shouldn’t have any trouble finding open positions.

Web Developer salaries start around $40,000 on the low end and can easily exceed $100,000 with the right combination of education and experience. The median pay rate is $87,000.

Computer Systems Analyst

As a Computer Systems Analyst, your skills at designing systems to improve efficiency and streamline processes will only continue to grow in value as competition among businesses heats up. Salaries are expected to increase

Computer Systems Analyst salaries range from approximately $55,000 to more than $165,000. The median pay rate is $69,000.

Information Security Analyst

We’re well into the digital age and the demand for comprehensive security technology and practices only continues to grow. Protecting networks and systems is an ongoing job with organizations of all sizes under the constant threat of cyber attacks.

As an Information Security Analyst, you can expect to earn between $45,000 and $135,000. The median pay rate is $69,000.

Software Developer

In the IT Field, few positions are as versatile as software development. With your skills in software design, integration, testing, and maintenance, you’ll be much in demand. As a Software Developer, you can expect to earn between $45,000 and $135,000. The median pay rate is $95,000.

Other fields with expected job growth include cloud technologies, unified communications, and online advertising technology (AdTech). Browse open IT positions or contact us to streamline your next career move.

How to Solve 3 of the Most Common Onboarding Problems

Onboarding is one of those subjects that’s been covered a hundred times before, but it still never gets old. Why? Because companies continue to make mistakes that can add up to tens of thousands of dollars (or more) down the road in the form of high turnover, costly mistakes, or a disenfranchised workforce. All of which are preventable – and the solution begins with the onboarding process.

Improve your onboarding process by avoiding these three big mistakes:

  1. Not setting clear expectations and job roles
  2. Not investing enough time or effort in training
  3. Failing to help new employees to integrate with company culture

    Successful onboarding
    Successful onboarding

Muddled Messages
From the moment you post an advertisement for your open position you’re shaping potential candidates impression of your business. Pay careful attention to the job description you give. Is it updated and accurate? Or has it been the same for a decade even though the position has evolved?

Make sure the educational and experience requirements you set aren’t just for bare minimum qualifications, but rather, reflect the necessary thresholds for success and thriving within the position – which may or may not be the status quo for the industry.  And throughout the interview process make sure you refer to the expectations and requirements laid out in your job listing. Getting sidetracked will make it harder to assess a candidate’s true aptitude and fit for the position.

Putting Short-Term Needs before Long-Term Success
It’s not uncommon for companies to start the hiring process when they’re already in desperate need to have the position filled and time is of the essence. Regardless of whether or not there’s a true sense of urgency, still take your time to train every new employee adequately.

Even if the person has been working in the same field for a decade or in the same position at another organization, train them on the nuances of the position within YOUR company. Doing so will help new hires understand what aspects of their job description are most important to you and set clear expectations.

Sink or Swim Environment
Every company culture is different. Dissatisfied employees who give low marks to their office culture think about looking for a new job almost 15% more often than those who have a more positive view of their company culture.

As a recruiter, there is one critically important side to this equation that we control. First, we must evaluate whether or not a candidate has the personality, experience, and other attributes to fit your existing culture.  Once hired though, you should have a plan for how you’ll integrate new employees into the culture.

Some approaches to onboarding and submersion in a company culture that work well are adequate training (as mentioned in #2). Also, using a buddy system, so the new employee has a direct line of communication with a senior employee familiar with their position, and making new hires feel welcomed by getting to know that individual and acknowledging their strengths early on.

Looking for the perfect candidate to join your firm? Contact CopperTree Staffing to learn more about our carefully selected, top-tier job seekers – some of whom are not even on the open market and work exclusively with us! Or visit our blog to learn more about employment trends, interviewing, onboarding, and employee retention.