Archives October 2022

You’ve been searching for the right job for a while and finally received an offer. Congratulations! Before you accept that offer, though, there are some things to consider. Here are five questions you should consider asking before accepting a job offer.

1. What is the exact start date of the Job?

Two weeks’ notice is the standard when notifying your current employer that you’re leaving your position. So, if a potential employer wants you to begin immediately without sufficient time to provide notice, it might be a red flag regarding the company’s culture and flexibility. On the other hand, reluctance to give a start date may also signal internal problems in the company. Be sure to get verbal and written confirmation of the agreed start date.

2. What should I expect with the onboarding process?

Onboarding varies from company to company, so ask your prospective employer about their process and what you can expect. Training, tools, materials, and personal guidance or mentoring should all be explained thoroughly.

3. Who will be reaching out to me on the first day?

The first day can be anxious, but knowing who will reach out to you first gives you an idea of what to expect. It also allows you to look up the HR or management person on a professional platform such as LinkedIn and better understand their role within the company.

4. Can we explore a slightly higher starting salary?

Most companies are open to negotiating the starting salary for a position, so this is an essential question to ask. Come prepared with research regarding the pay range for the job, including factors such as geographic area and experience.

5. Will I receive benefits immediately?

Ask when required and optional benefits go into effect. While required benefits, such as Social Security and workers’ compensation, go into effect on the first day, other benefits, such as health insurance, may not. Find out when they go into effect and information about premiums and deductibles so that your coverage doesn’t lapse.

Benefits comprise nearly half of a position’s compensation package, so it is essential to understand your benefits and when you can access them.

Conclusion

Accepting a job offer is a serious and important decision. With these questions to consider before accepting a job offer, things should go more smoothly. Asking the right questions, starting with the ones listed above, ensures that the position is the right job for you.

If this job doesn’t work out, don’t worry! Explore our open positions down below.

Are you attracting Unqualified Job Applicants? Attracting qualified talent can be difficult, especially if you’re searching for professionals in a field such as IT. If you are not technically inclined, you may be unsure where to find quality talent, how to attract and recruit them, and what questions to ask them during interviews.

In this blog, we’ll look at how you may be attracting the wrong candidates and what you can do to attract the best candidates in the future.

Not Going Where The Qualified Talent Is

If you want to buy freshly grown produce, you do not go to find it in a butcher’s shop. Simply put, if you’re looking for well-qualified IT candidates, you must go where they are. Top-notch IT talent may not be actively hunting for a job, but they often lurk in niche online groups and professional networking sites. Become a member of the groups and forums they frequent and develop an attractive presence online by producing content that IT candidates want to consume.

Poor Company Reputation

Developing your company brand online is essential, especially when you want to attract qualified job applicants. If your company’s values and goals are not clear, you can be sure to attract unqualified, unusable applicants.

Ensure that your website and social media sites are clear and full of the correct information to convey your brand and company culture. Take a good look at your hiring process and refine and streamline it to effectively filter out unqualified candidates.

Unclear Job Descriptions and Requirements

That first step in the hiring process, the job posting, is a vital first step in filtering out unqualified candidates. Clearly explaining the required qualifications for the job, including education, experience, and specific skills, guarantees you will get applicants who do not meet your needs. On the other hand, not casting a wide net may mean missing out on good candidates that, while not ticking every box, are still well-qualified for the job and may prove a valuable asset.

Demonstrate your flexibility and inclusivity in your job postings while stipulating the required education and skills.

Asking the Wrong Questions

Standard interview questions won’t yield the answers you need when it comes to the interview process. Suppose you want to find the right IT candidate for your open position. In that case, you need to focus on questions that allow them to demonstrate their knowledge and skills in a practical sense—for example, asking a candidate to describe a piece of technology or application in layman’s terms. Another important question would be how the candidate keeps their skills up and keeps up with current trends in the industry.

Conclusion

Posting a simple job available will never attract the right talent to your company. However, making yourself an attractive employment candidate and taking the time to reach out to the talent you want onboard will.

If you need help finding qualified talent, get in touch with our team!

Data Science vs. Data Analytics: What is the Difference? Data science and data analytics are reliable choices for long-term career potential. Technology and AI will continue to be a significant part of our personal and professional lives with each year.

It is worth noting that data science and data analytics do have a great deal of overlap. But, they are quite different roles. Let’s look at the differences between these two disciplines and their careers.

Differences Between Data Science vs. Data Analytics

In simplest terms, comparing data science and data analytics is about reaching the general to the specific. As a data scientist your focus will be to drive innovation by investigating questions that need to be answered. Also, you will likely consider the questions that need to be answered. And then building connections to facilitate answering them.

Data Science:

• Focuses on machine learning and predictive modeling
• Is multi-disciplinary
• Requires experience in programming languages, data visualization tools, and databases, such as Python, Scala, Tableau, and MongoDB.

Conversly, analytics is more specific and concentrated. Data analytics focuses on viewing and interpreting historical data in context. As well as checking hypotheses, and answering data science questions for better decision-making in business.

Data Analytics:

• Require strong skills in statistics, modeling, databases, and problem-solving
• Ability to slice and dice data in programs such as Excel and SQL database
• Knowledge of Python, SAS, and other statistical tools

Job Roles

Data science job roles process, cleanse, and verify data, glean business insights, and identify new data trends to make future predictions. BI engineers, business analysts, IT application engineers, architects, and data analysts are all job roles involving data science.

Additionally, data analysts focus mainly on the analysis of data, cleansing data, using statistical tools to discover new patterns in the data. And developing KPIs and visualizations based on those patterns. Data analytics jobs include:

• Database administrators
• Data warehousing professionals
• QA engineers
• Various roles in sales, marketing, finance, and operations where data needs to be processed and used to create dashboards, reports, and visualizations

Conclusion

Data science and data analysis are the most in-demand jobs today. Pursue a career in either if you enjoy technology, love challenges, and are creative.

Start your career today by searching with the ABBTECH team.

Experts predict that by 2025, millennials will overtake baby boomers and dominate the workplace. With characteristics and habits that differ significantly from previous generations, managers must learn how to deal with them. Managing millennials, here are five ways to do it right.

While Millennials grew up without much of the technology available today, they have adapted to it quickly, making them both innovative and tech-savvy. Though often stereotyped as entitled, they are also very independent, quick-thinking, and skilled at solving problems independently.

So, how can you manage your millennial workers the right way? Here are five tips for doing it right.

1. Build a Strong Company Culture

Millennial workers are dedicated hard workers for a job and company they believe in. Building a solid company culture full of purpose and meaning that resonates with your millennial workers ensures they will invest their time and energy fully into helping the company grow and prosper.

2. Flexibility/ Work-Life Balance

Even before the Great Resignation, the pandemic, and the dawn of the Talent War, millennials craved flexibility in the workplace. For many millennials, the ability to have a complete family life and personal life is as important as their career. Providing flexibility when it comes to working hours and offering hybrid and remote work opportunities attracts the attention of this generation of workers right away. Managing millennials 5 ways to do it right.

3. Provide Leadership and Guidance

Even though millennials have adapted to be very independent and self-motivated, they thrive under the right kind of guidance and leadership. Instead of micromanaging your millennials, show them what to do and let them get the results their way. Not only will this boost their performance, but it will also show them you trust them.

4. Praise and Feedback

Millennials aren’t looking for trophies, but they do need validation. Recognizing their effort and accomplishment at work can go a long way toward supporting and encouraging them. In many ways, functioning more as a mentor than a boss will help your millennial workers to thrive. Give praise when deserved and provide constructive feedback regularly in group and private settings.

5. Encourage Career Growth and Leadership

Millennials want to succeed in their jobs and careers, so show them a future with the company that they can be excited about. Be transparent about their future opportunities, trust in their abilities, and provide them with the means to improve their skills and take on bigger, better projects and roles. Allow your millennial workers to lead the way, and they will perform at higher levels.

Conclusion

Millennials in the workplace are often misunderstood, but taking the time to appreciate these hard-working, passionate over-achievers will help you to lead them right and help you both grow professionally and personally. These tips on managing millennials 5 ways to do it right will help your business grow with the next generation.

If you’re ready to build your team, give the ABBTECH team a chance!