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ABBTECH Professional Resources, Inc. (ABBTECH), a leading IT staffing and consulting firm, has been ranked the 18th Largest Women Owned Business in Greater Washington by the Washington Business Journal. This is a noteworthy achievement for ABBTECH, as it is one of the largest women-owned businesses in the region and is also a leader in the IT staffing industry.  The Washington Business Journal’s annual list of Largest Women Owned Businesses is based on total revenue for the previous year.

ABBTECH provides a wide range of IT staffing services, including temporary/contract, contract to direct hire, and direct hire services.  This prestigious ranking from the Washing Business Journal is a testament to ABBTECH’s commitment to providing quality candidates to growing companies and organizations, as well as helping people find valuable work opportunities.

ABBTECH has a proven track record of success, with an average time-to-fill that is 8 days faster than the industry average.  Our proven staffing approach includes a three-tiered vetting process for technical skills, soft skills, certifications, education, and eligibility for complex clearance processes where needed.  

ABBTECH also helps federal, state, and local agencies tackle IT initiatives. Our team has a deep understanding of the unique challenges that government agencies face, and we are committed to providing the best possible staffing solutions.

The ABBTECH team is made up of experienced and knowledgeable professionals who are passionate about helping our clients and employees succeed. ABBTECH has a strong culture of collaboration and teamwork, and we are committed to providing our clients with the highest level of service. Our team of experienced recruiters and consultants works closely with clients to understand their specific needs and match them with the best qualified candidates.

ABBTECH is a valuable asset to the Greater Washington community, ranking as the 18th Largest Women Owned Business In Greater Washington is a well-deserved honor. Founded in 1992, ABBTECH has been committed for more than 31 years to having a positive impact on both the individuals and organizations we serve and helping to build a stronger economy and community.

If you are looking for a reliable IT staffing partner, contact ABBTECH today.

The pandemic forced many businesses to shift to hybrid or fully remote teams. The transition was challenging for some companies, and many managers are still learning and adapting to managing their remote teams.

If you are still learning to manage your remote workers effectively, here are 5 effective strategies for managing remote teams.

Trust your Remote Teams

Nothing brings out the best in an employee like managerial trust. Trusting your employees to self-manage themselves to complete tasks and accomplish goals increases their trust in you as a manager. They become more confident, more productive, and more capable. Limit yourself to quick morning meetings and check in on progress only when necessary.

Host Daily Meetings

Tracking your team’s progress may be complicated when your team is remote, but it is not impossible. Beginning each day with project-oriented meetings ensures you are all on the same page professionally. Daily meetings allow your remote employees to manage their own time. They also allow you to give them your full attention once a day while avoiding micromanaging.

Encourage Communication

Regarding communication, work-related communication is only part of the equation. Employees need to know that you are not only invested in their work results but also in them as a person. Take moments to reach out to employees, especially ones you don’t usually speak to. Be empathetic, and never let your employees forget that you see them as people first. This should be a daily exercise in building communication and company culture.

Provide Time and Space for Building Connections

It’s also important to note that improving company culture means encouraging employees to build connections with each other. The best way to do that is to provide time and space for employees to build those connections. This may seem difficult with a hybrid or remote team, but many virtual opportunities are available to bring people together. Team members can come together for games, a virtual happy hour, or other online team-building activities.

Lead with Empathy

Psychological safety is a vital element to create for your team, especially for hybrid and remote teams. You can do this through all of the ways listed above and more. Create a shared purpose for your team members, ask for their perspectives on projects and new hires, and create opportunities for bonding. Then sit back and watch as their confidence and productivity soar.

Conclusion

Managing your remote or hybrid team doesn’t have to be complicated. Keep the strategies above in mind and you’ll be well on your way to effectively keeping your teams aligned and productive.

If you’re searching for a leader to lead your remote team, ABBTECH can help!

The economic downturn has taken its toll on the job market, especially in the tech industry. Since the start of 2023, 127,000 tech sector employees have been laid off worldwide. If the current rate continues, another 900,000 jobs could be lost this year. The fear of recession has forced more than 350 tech companies to layoff workers, including Amazon, Google, Meta (Facebook), Microsoft, Netflix, Salesforce, Spotify, and Twitter.

If you’ve recently been laid off, you’re likely not sure what to do next. Let’s look at some valuable tips that can help you change your mindset, look for new opportunities, and bounce back in no time.

5 Tips to Help You Navigate a Layoff

1. Take Time to Recover, Relax & Reflect

While you don’t want to waste too much time before starting your new job search, it’s also important to mourn the loss of your job. Job loss can be traumatic, and you have to work through the stages of grief before attempting to look for new work.

Even if you knew layoffs were possible, the effect of being laid off can be shocking for your physical and mental wellbeing. Use this time to take care of yourself as you work through grief and recovery. Relax and use the time to heal, maintain a positive mindset, and reflect on what you liked and disliked about your old job.

2. Reach Out to Your Network

Your departure from work may have been sudden, so reach out to friends and colleagues from your former job. Let them know how to get in touch with you. Also, reach out to professional connections who would be willing to provide references for you.

3. Update Your Job Searching Materials

Review all of your job search materials, including your resume, your online portfolios, social media accounts, and cover letters. Highlighting your accomplishments and skills rather than job titles can position you better for interviews. It also lets hiring managers see your layoff wasn’t performance-based.

4. Learn New Skills

The time following your layoff is an ideal time to take skills related classes. Experience and certifications in new skills can help your resume stand out to recruiters and hiring managers. Improving your knowledge and expanding your skills can also improve your outlook and boost your confidence as you move forward.

5. Work with a Recruiter

When you’re ready to start your job search in earnest, consider working with a high-quality recruiter. A good recruiting agency is well connected throughout the business world. Whether you want a full-time job or want to pursue contract or temp work, a recruiter can find the right position for you and recommend you for it.

Conclusion

Being laid off can be an unexpected and scary experience. By focusing on new opportunities and utilizing your network and skills, you can bounce back from your loss in no time.

For help finding your next career move, turn to ABBTECH!

Education, skills, and experience are all essential entries on your resume, but what about hobbies? Hobbies require learning, skill, and experience as well. For these reasons, it is a great idea to put hobbies on your resume. Hobbies demonstrate hard and soft skills and your ability to handle stress. Additionally, hobbies related to your professional industry can expand your resume and help you stand out. If you work in the engineering industry, there are many related hobbies that you should consider adding to your resume. Let’s take a look at a few:

Woodworking & Metalworking

Many engineers like to stay busy in their spare time, embracing productive hobbies unrelated to their regular work. Woodworking and metalworking are enjoyable and rewarding activities. The smell and texture experienced while working with wood and metal can be soothing and exciting, especially as you create a piece or design something new. Depending on what tools and materials you have on hand, this can be a low-cost hobby, too.

Restoration

Vehicle and home restoration are also great hobbies that have the potential to be profitable. Whether you enjoy restoring classic cars on a rotisserie or finding Italian tile under a venerable carpet, restoring old cars and homes is a rewarding and educational way to ease stress and relax. Plus, the restored product may be sold for a profit.

Tabletop Gaming/ Modeling

The technical skills and precision required to create tabletop games and models are a big draw for engineers. You can create dioramas with hand-painted soldiers, construct a working train set-up, or enjoy constructing collectible models of cars, airplanes, military vessels, etc. The focus, dedication, and enthusiasm these hobbies require demonstrate many hard and soft skills beyond your technical resume.

Outdoor Recreation/ Sports

Some engineers want a completely different experience during their downtime. Outdoor sports and recreation can be ideal. From biking to boating, rock climbing to running, outdoor activities reduce stress and give you fresh air and sun necessary for rejuvenation. Many outdoor sports also demonstrate your ability to work as a team, a valuable soft skill on your resume.

“Recreational” Engineering

You may like to relax by doing what you do best differently. Building gaming computers, inventing helpful machines, and creating crypto codes are appealing and beneficial hobbies for engineers.

Conclusion

Our hobbies are an essential part of our lives. They uniquely demonstrate our hard and soft skills and contribute much to our professional resumes. Even if your hobbies aren’t listed above, consider adding them to your resume to stand out when you apply for your next engineering industry position.

For help finding your next engineering role, turn to ABBTECH today!

Your company’s online reputation plays a significant role in driving overall recruitment, including passive candidates. Creating a solid, multi-faceted online presence that reflects your branding and values creates positive feelings in prospective job candidates and customers.

A multi-faceted company presence includes a well-managed website, social media profiles, videos, and other media. Reviews and testimonials are vital to your company’s online presence, showcasing your company culture and accomplishments.

Live Your Company Values

A company’s online reputation is what people say about you and what people see you do. Once you’ve formed a strong company culture and brand, you must consistently reflect your brand and values to others. Cultivate an offline presence for your company in the community. Find ways to demonstrate your values through charity sponsorship, participation, and volunteerism. Fostering a positive presence in your community as a company representative.

Revamp Your Job Descriptions

Too often, job descriptions are written to fill a position quickly rather than attract suitable candidates. Well-written job descriptions communicate your company’s mission and values and the opportunities for growth and advancement within the company. They can even interest a passive candidate enough to consider leaving their job, even if they otherwise like it.

Job descriptions should constantly evolve, adjusting to reach passive and active candidates. Focus on growing a diverse team that is qualified through education and experience.

Conclusion

If you want to attract highly qualified passive candidates to your company, you have to elevate your company’s public presence. Building a positive online reputation and public presence will solidify and demonstrate your company culture to potential candidates. Then you can more effectively attract top-quality passive candidates that will be a valuable asset for your company, adding value and meaningful contributions to your organization.

If you need help hiring, turn to ABBTECH today!

World Staffing Awards has named ABBTECH Professional Resources, Inc (ABBTECH) as one of the Top Staffing Companies to Work for in 2023. The award, presented by Candidate.Ly, recognizes superior achievement in performance and culture by top staffing companies. This year’s winners were honored during the World Staffing Summit, which took place on January 24, 2023.

About ABBTECH

In addition to being a top staffing company, ABBTECH is also a successful woman-owned business. ABBTECH has been built on a foundation envisioned by founder and CEO Kathleen C. Baker. Building on her employment service industry experience, Mrs. Baker focused on building a family-owned business that fosters a family-oriented culture for employees.  

Communication is at the heart of this dynamic. As a top staffing company, ABBTECH listens to their clients, connecting with them and forming meaningful relationships that help their clients achieve the results they are looking for. Whether assisting a business with its staffing needs or helping an IT candidate find their next position on their career path, ABBTECH is there.

Award-Winning Qualities

What makes ABBTECH an award-winning place to work? The same qualities that make them stand out as a staffing firm.

When you’re an employee at ABBTECH, you know ABBTECH is there for you. ABBTECH will take the time to understand where you’re coming from as an employee and individual. ABBTECH will work with you to meet your goals and rise to the challenges ahead so you can do your best.

They listen and speak to you. Clear communication is vital to building a positive workplace culture, and ABBTECH succeeds on multiple levels. You’ll always know where you stand, with the door open to talk and exchange feedback.

At ABBTECH, it’s their job to know the latest technology and strategies. Staying curious and bringing new ideas regularly keeps things fresh and competitive within the industry.

Conclusion

With over half a century of combined experience in the staffing industry, ABBTECH is dedicated to providing its clients with the best opportunities to find top-talent. For employees, ABBTECH offers an award-winning experience. If you’re a staffing professional eager to help people find their dream jobs and assist companies as they grow and thrive, then ABBTECH is the place for you.

Ready to find your dream job? Let our award-winning team help you search. Contact ABBTECH today!

Scheduled time off is always something to look forward to. For some of us, though, it can be anxiety-inducing. We worry about the work waiting for us or how people will feel about our absence. Your paid time off (PTO) should be relaxing and restful. With that in mind, here are four tips and tricks to help you improve your time off and make your PTO more enjoyable.

Tip #1: Plan your PTO well in advance.

The first way you can improve your time off is to plan for your time off as early as possible. If you are planning a vacation or want to take a specific holiday off, don’t wait to put in your request. This increases the chances you will get your time off. It also gives you ample time to rearrange your plans if you cannot get the time you want.

Tip #2: Prioritize tasks.

In the weeks before your PTO, take a serious look at the tasks you need to complete. Make a list of what needs to be done before you take time off and what can wait. When you organize your tasks this way, you’ll accomplish more and feel at ease during your time off.

Tip #3: Make a “To-Do” list.

Make a separate “to-do” list for when you return. Review all the tasks you determined can wait, ensuring nothing falls through the cracks when you return. Not only will this jog your memory when you return, but it will help your team be on the same page as you.

Tip #4: Let people know.

Don’t assume that your coworkers and clients know you’re scheduled for time off. Even if you have a courtesy Out of Office (OOO) reply to your correspondence, you may receive last-minute requests that add stress to your PTO. Take the time to let others know you’ll be unavailable and for how long. Also, provide an email contact for support, HR, or another department in case of emergency requests.

Conclusion

Your time off from work should be a period of relaxation and renewal. Don’t allow stress to creep in and ruin an otherwise enjoyable vacation. Taking a few steps to smooth the way, prioritize tasks, and let others know you’ll be away will improve your time off.

Looking for a new role? Start your search with ABBTECH today!

Being a manager means taking responsibility for your team, including handling and transforming the underperforming employee. When an employee isn’t pulling his or her weight, it affects the entire team’s performance.

If you feel like your team is suffering because of an underperforming employee, you have to consider why it’s happening and what you can do to manage it. Try these five steps to assess the situation and transform an underperforming employee:

1. Address the Problem

When an employee is underperforming, you want to address the issue immediately. Be tactful and discuss their poor performance with constructive criticism. Explain that you’ve observed a decline in their work and wondered if something is happening. Listen to your employee, paying attention to any cue for conflict or a need for further training. Also, consider that there may be issues outside of work.

2. Set Attainable Goals

A good manager will allow the employee to turn things around and improve his or her performance. Identify resources and tools to help the employee improve their work situation. Look for support options as well, such as professional training and software. It is essential that you make clear your expectation for performance improvement.

3. Assess Progress and Provide Feedback

Set aside time to assess your employee’s progress and provide feedback. Ask about any challenges they are facing and what support would be helpful. Recognize what the employee is doing well and what needs work. Ensure that you document these meetings.

4. Reward Performance Improvement

A word of encouragement can go a long way toward improving performance quality. If an underperforming employee is trying to improve, acknowledge it. A kind word of praise will help them stay on track and provide a positive incentive and guidance as they continue to improve.

5. Know When to Let Go

One of the most challenging aspects of transforming an underperforming employee is when you recognize that you can’t help them. Sometimes even the best efforts, guidance, and support cannot motivate an employee to up their performance. If you have provided ample opportunities and assistance and their performance is still lacking, it may be time to part ways. Though this is a difficult task, every effective manager needs to be able to make this call.

Conclusion

As a manager, you are responsible for your team and their performance. Being aware of your team and prepared with the steps above, you can quickly step in and turn things around.

Need help building your all-star team? Get in touch with ABBTECH today!

Looking for a new job is exciting. It can also quickly become overwhelming if you haven’t adequately prepared. If you’re considering leaving your current job for something new, you need to know how to get organized as it can maximize your chance of success. In this blog, we’ll discuss some of our top tips to help you prepare for your job search. We’ll also look at what you should do before you quit your current role.

Tips for How To Get Organized

Tip #1: Update your resumes and portfolios.

Your resume usually determines whether you are invited to a job interview. You can improve your chances of getting that invitation by optimizing your resume. Pay close attention to the experience and skill requirements in the job listing. One of the benefits of knowing how to get organized can be the fact that you don’t need to redo your resume for every application. Instead, have a base resume and minor modifications to emphasize your skills matching the job description.

Ensure that your online portfolio of work is up-to-date and applicable as well. Refresh your samples frequently and maintain a diverse portfolio to appeal to a range of potential employers.

Tip #2: Collect your references.

References are another essential part of the application process. Ensure you have a few professional and personal references collected to include with your application. Make sure you talk to each reference and ask their permission before using their name. Also, get up-to-date contact information for them, including their online professional pages such as LinkedIn.

Tip #3: Clean up your online presence.

Speaking of online presence now is a good time to look at your professional and personal profiles and clean them up. Potential employers look at social media profiles, so you must ensure that what you present is how you wish to be seen. Your professional profiles on sites such as LinkedIn should be current and explained well. Have a coworker or manager look at your professional profiles and give you their thoughts and suggestions for improvement.

Tip #4: Plan for your job transition.

Before submitting the first application, you must consider what happens if you get the job. Leaving your current job could mean a lapse in benefits coverage. You’ll also have to plan for transitional funds to get you from your last paycheck there to your first at the new job. Investments and retirement funds may need to be rolled over or completely redone. And if the new job requires relocation, all the financial and organizational issues also. Planning for transition before getting a new job will alleviate much stress and frustration down the road.

If you’re ready to start your search for a new job, consider searching with ABBTECH today!

The past few years brought many changes to the staffing industry. The Great Resignation and the multi-layered effects of the pandemic led to significant changes in the hiring process and workplace dynamics. Now that much of the turmoil has eased, perspectives have changed and “Boomerang Employees” are the next big thing in 2023. Many workers who left their jobs behind are looking at them with fresh appreciation. Former employees want to come home to their old jobs.

“The Big Regret”

These “Boomerang Employees” are part of a new movement dubbed the “Big Regret.” Many workers moved from their old jobs to new ones during the Great Resignation. Some completely changed careers, while others left the formal workforce and began working freelance. For the most part, workers who switched jobs were happy with the results, with 60% seeing an increase in their earnings.

For others, however, the switch did not work out as they had hoped and planned. According to a 2022 survey, 41% of employees felt they quit their former job too quickly. Forty-three percent felt they were better off in their former positions, and 62% admitted that their previous job was better than their current one.

As “job boomeranging” becomes the new hiring trend, are there any advantages to hiring former employees?

Hiring Boomerang Employees

With many companies striving to find top talent, employers are softening toward rehiring former employees. As former employees, these “boomerangs” are considered less risky than a new hire. Based on their former employment, you know their skills and experience. They likely have positive relationships with other employees and mesh well with your workplace culture.

Former employees learn quickly if their new position isn’t a good fit for them. Don’t be surprised if they get in touch with you or the hiring team not long after leaving. If the parting was cordial, they might be able to return.

Conclusion

The hiring industry experienced many changes over the past few years. As things settle down, many employees are looking to return to the jobs they left behind. For businesses, it’s an excellent opportunity to bring quality talent back into the fold.

If you need help building your team this year, let ABBTECH lend a hand!

The job market is more competitive than ever. To stay in a strong position to compete for your dream job, you have to be marketable. Making yourself a more marketable applicant means making yourself so valuable that your current employer wants to keep you, and prospective employers will do anything to get you.

If you’re in the market for a new job in the new year, you must commit to being more marketable. This means expanding your skills and your knowledge to stay current and competitive. Not sure where to start? Use these tips to start improving your marketability.

1. Enrich Your Knowledge

Commit to learning and improving continually. Even if the knowledge isn’t relevant in your current job, you need to be up to date on all the latest developments in your industry. You can gain new knowledge and skills through online courses and seminars, distance learning, continuing education (CE) courses in-house, and even by reading industry publications.

2. Upgrade Your Skills

The first measure of marketability is your skillset. Keep your skills current and relevant by attending workshops, pursuing certificates and CE credits, and attending informational and training conferences and events. Review your skillset and look for gaps that need addressing. Developing your technical and soft skills will help you diversify and advance in your career.

3. Expand Your Network

Your network of professional contacts is among the most useful job search tools you have. Join professional associations or organizations to establish more connections and build on your current ones. Attend events and conferences to interact with your peers. Participate in online discussions and online groups related to your profession and stay up to date on the latest news and developments.

Networking is also the ideal way to connect with professionals in your field that could provide guidance and mentorship along the way.

4. Build Your Personal Brand

When you market yourself to prospective employers, you are essentially selling yourself. You must build a strong, consistent personal brand to present to future employers. Update your resume with your current and relevant skills and training. Update your resume on LinkedIn and any professional sites as well. Have a professional headshot taken for your profiles.

Depending on your industry, having a portfolio of your best work available for review is essential. It’s an easy way to show future employers the quality of your work and the value you place on it. Attach your portfolio to your professional sites as well so future employers see what you can do.

Conclusion

Improving your marketability takes commitment and effort. You must build a solid brand for yourself, learn and acquire new skills, and expand your network. The fruits of that effort, however, are well worth it and increase your chances of landing your dream job.

If you’re ready to find your next job in the new year, consider searching with ABBTECH today!

Many companies are making changes in an effort to attract top talent and retain more workers. One concept generating interest and increasing in popularity is the 4-day work week. The 4-day work week compresses the traditional 40-hour work week into four days or shortens it to 32 hours a week.

Modifying the work week in this way helps many businesses keep employees productive and engaged. As with any concept, there are some downsides, too. In this blog, we’ll look at the pros and cons of implementing a 4-day workweek for your company. Is a 4-day workweek the right decision for you? Read on to find out!

Pros & Cons of the 4-Day Workweek

4-Day Work Week – Pros

Flexibility and Work-Life Balance

For most employees, the added flexibility and better work-life balance that a 4-day workweek provides is the most important advantage. With so many employees struggling during and following the pandemic, preventing burnout and handling mental health issues have become priorities. Having an extra day off a week or working shorter hours gives employees extra time to handle their families and personal health.

Increased efficiency and productivity

A lot of time is wasted at work, most of it through inefficiency and mismanagement. Many employees say they can do their jobs in five hours or less. Reducing the work hours each week, or compressing them, allows employees to work smarter rather than harder. Instead of wasting time on work tasks that aren’t related to their job, they can focus on their core job. Employees are more productive, produce better quality work, and, ultimately, save the company money.

Improved recruitment and retention

People are tired of work being the center of their lives. The 4-day workweek appeals to job seekers’ need for employment that is efficient, purposeful, and healthy. Businesses that switch to a 4-day workweek see a boost in their organization’s ability to attract and retain the right talent.

4-Day Work Week – Cons

Existing Negative Bias

The biggest disadvantage of implementing a 4-day workweek is the negative bias against it that still exists. Some managers, employers, and even employees are concerned that switching to a 4-day workweek could negatively affect the company. Fear of decreased sales and revenue and reduced productivity, as well as the potential effects on customer service and the company brand, discourage many from offering a compressed or shortened work week.

Increased Operating Costs in Certain Industries

Post-pandemic, most businesses have seen their operating costs go up. Inflation, energy prices, supply chain disruptions, and consumer demands have all driven up costs. For some industries, the additional costs of adding more workers to cover the adjustment in work hours may not be an attractive feature of the 4-day workweek.

Conclusion

A 4-day workweek comes with a lot of positives and few negatives. If you’re ready to increase productivity, reduce employee turnover, offer a better work-life balance, and more, then the 4-day workweek is an ideal choice for you.

If you need help building your dream team in 2023, contact our team today!

If you’ve been working toward a promotion at work, you may wonder if you can improve your chances of getting it in 2023. Earning a promotion raises your position in a company, as well as increasing your salary, benefits, and sense of accomplishment. Below are 3 tips to help you earn a promotion this year.

When you’re ready for a promotion, the key is catching your employer’s attention. While your job performance, knowledge, experience, and skills are essential, they may not be enough. If you are ready to earn that promotion you’ve been working towards, follow these helpful tips to increase your chances.

Get Yourself Noticed to Help Earn a Promotion

You know you deserve a promotion, but does your employer? Even if you’ve been working towards a promotion for years, your employer may not know you’re interested. You need to put yourself in a visible position and show your employer why you deserve to be promoted.

Demonstrate your leadership skills and the positive contributions you make to the company. Look for opportunities when you can showcase your knowledge, abilities, and accomplishments. Performance reviews and staff meetings are great opportunities to shine your light.

Continue to learn and broaden your knowledge and skills through educational courses and programs. If your company sponsors opportunities to learn, take advantage of them. Constantly seeking improvement and growth increases your value as an employee and improves your chances of promotion recommendation.

To Help Earn a Promotion – Pay Attention

Look at the promotion history of your company and your team. What achievements, habits, or personality traits helped other employees earn promotions? Understanding the skills and experience that helped others succeed will guide you in your pursuit of advancement.

Talk to Your Employer

Want to know exactly how to get promoted at work? Talk to your employer. They are the best source of information about the promotion process. Plus, they can provide you with valuable feedback on your performance and what you need to do to move forward.

When you talk to your employer or supervisor, make your case for promotion. Be professional and include your current responsibilities and achievements. Show them how your work has benefited the company; include specific examples. Be specific when you let them know you are interested in promotion and follow their suggestions to increase your chances of success.

Conclusion

When you’re ready to go after that promotion at work, having effective strategies and goals keeps you motivated. Focus on professional improvement and get noticed for all the right reasons so you can achieve your career goals in the new year.

If you are ready to advance your career in the new year, consider searching with ABBTECH today!

As more industries return to their pre-pandemic state, we can expect 2023 to be a year full of opportunity and innovation in the labor market. In this blog, we’ll discuss several of the recruiting trends that we expect to see in the new year. Below are 5 recruiting trends we expect to see in 2023.

1. Continued Remote Work/ Hybrid Work

Work-from-home and hybrid working arrangements will continue to form a productive part of businesses. Candidates will be seeking opportunities for more flexible work hours and arrangements. Work-life balance and mental health have become worker priorities, so offering flexibility in time and location for work continues to have strong appeal.

2. Retention is a Primary Focus for Recruiting

As companies fight to continue growing as recession looms, many are shifting focus to retaining their employees. Why? Because they know that when the market disruptions resolve and the economy begins to improve, they need to be prepared. Increasing growth efforts will be much more difficult if they lay off employees now and have to replace them later.

Managers will focus on retaining their current staff, such as internal career mobility paths. These paths provided employees with ways to pursue a promotion. The potential for promotion is a valuable enticement for employees to remain with the company and build a career there.

3. DEI Enhancement

Diversity, Equity, and Inclusion (DEI) have become vital to a company’s brand and culture. DEI initiatives vary from business to business, but these practices prove a real enticement during the entire recruitment process. Inclusive language in job descriptions, unconscious bias training for hiring managers, and diverse interview panels are all ways you can enhance your recruitment process.

4. Great Resignation Workers Return

Many of the workers who left during the Great Resignation regret quitting and will be actively looking for jobs in the new year. While this won’t alleviate the talent shortage issues facing HR managers and recruiting firms, it will infuse more qualified job seekers into the labor market.

5. Recruitment Process Revision

The competition within the job market for top talent is stiff. The hiring process is often where candidates are lost. Applicants tend to accept job offers that suit their needs on the spot. The slow rate of review and response in some hiring systems can mean missing out on the ideal person for the role.

Many businesses are focusing their efforts on revising and streamlining the recruitment process. The goal? To attract more top talent, get them through the process quickly and smoothly, and retain them once they are hired.

Conclusion

These 5 recruiting trends we expect to see in 2023 are hopeful. While some old trends will continue into the new year, fresh takes will also be in demand. Whether old trends or new, the goal is the same: recruit and retain the best talent out there.

If you need help building the team you need in 2023, turn to ABBTECH today!

Finding entry-level employment in any industry can be difficult, especially in the tech industry. With hot software development positions rising, standing out among more experienced competition can be tough. Tips on how to stand out as an entry-level developer are below.

So, how can you stand out as an entry-level developer with so much competition? Read on for valuable tips to get noticed and land your dream job.

Tips to Help Your Stand Out and Get Hired as an Entry-Level Developer

Let’s look at some top tips to help you stand out as you pursue an entry-level development position.

Build Up Your Skill Set

Being successful as a developer requires constant learning and practice. Many recruiters require you to demonstrate your abilities with tests or assessments, so building your skill set is vital. Learn independently and expand your awareness of new tools, tech languages, and frameworks.

Build Your Portfolio

When your experience is limited, your portfolio can get you in the door. Your portfolio is the place to demonstrate your skills and interests. Your portfolio is an easy way to show employers what you can do and how well you can do it.

Remember to keep your portfolio up to date and ensure that any sample links are easy to access. Also, include projects you worked on individually and as part of a team.

Update Your Resume

The best way to prepare your resume for successful submission is to focus on what you’re including. Try looking at job descriptions for the development roles you’re interested in. You’ll soon notice a pattern among posts and can focus on the most relevant information. For non-tech work history, list first what experience could be potentially useful in a tech role. Also, consider a separate section for significant personal projects to demonstrate your real-world experience.

Optimize Your LinkedIn Profile

Make it simple for employers to learn about you from your LinkedIn page. It should be as robust as your resume, if not more so. You can make your profile work for you in the job search. Use your “About” section to present yourself as a prospective candidate. This is a great chance to state who you are, what you can do, and why you care about development work.

Don’t forget to detail your skills, add your certifications and achievements, and help employers get a feel for you and your tech interests under the “Interests” section.

Grow Your Professional Network

Your network connection may be the key to your next entry-level development role. Ensure you foster those connections with current and former coworkers, managers, and other professionals. The more people within the industry you connect with and stay connected with, the more likely you are to discover new jobs and get hired.

Our team is ready to lend a hand if you’re currently searching for your first developer role!

Employees are leaving the workforce at an alarming rate, and the hiring struggle will likely continue. Now is the time to nail down your hiring needs. The sooner you create a solid hiring plan and implement it, the sooner you’ll fill those job openings.

Anticipate Your Hiring Needs

Calculate how many positions you need to fill during the first quarter. Remember to consider your budget when you determine your hiring needs. Even if the job roles do not need to be filled immediately, start recruiting as soon as possible. Keep your candidate pools filled with potential applicants in mind.

Talk with Your Recruitment Partners

Meet with your internal and external recruitment partners and discuss your hiring needs. Talk about the candidate qualification you need and any niche roles that require filling. Also, discuss networks, skills, and strategies your recruitment team has at hand to maximize the talent search.

Focus on Your Brand Identity

Take a step back and look at your company’s brand identity, including your recruitment process. Consider what makes you unique and why job seekers want to join the company. Also, join your recruitment team and go through your employer reviews. See what issues others have had with your company and how you can address those issues.

Promote Your Available Positions

Work with your recruitment team to promote your available roles to job seekers. Focus on what candidates look for in an employer and develop compelling messaging to attract job seekers. Use your company website, social media, and other channels and platforms to reach candidates.

Move Quickly

The best talent is most likely receiving multiple job offers. You’ll need to make fast decisions during the hiring process and keep candidates engaged through ongoing communication and feedback. Keeping them informed throughout the process and answering their questions promptly will help keep them interested.

Evaluate Your Hiring Process

Your hiring process should be constantly evaluated. Review the rate of applicants, what area receives the most and which the least, and when candidates are most likely to “ghost” during the hiring process. Then, you can take this information and modify your hiring process as needed.

If you need help creating your all-star team, request a consultation with ABBTECH!

Now is the perfect time to evaluate your career progress over the past year. Did you achieve your professional goals? What new goals will you work towards throughout the coming year?

This blog will explain everything you need to set tangible, attainable professional goals. We’ll also look at some great examples of professional goals that you can work towards.

What ARE Professional Development Goals?

“Where do you see yourself and your career in five or ten years?” Professional goals are essentially the answer to that question. Professional goals, or career development goals, are active steps you can take to stimulate growth and advancement in your chosen career. Good professional goals offer a clear vision for your career path and the skills you need to succeed.

Good professional goals may be short or long-term, showing progress and setting measurable milestones along the way.

5 Professional Work Goals

Here are five ideas for professional development that will help you achieve your professional goals:

1. Take a Course to Sharpen Your Skills. Learning goals are a big boost for personal and career development. Choose something that interests you, that boosts your skills and knowledge for your career, and follow through.

2. Learn New Tools. Set a goal to learn new software or skills to expand your ability and flexibility within your job.

3. Improve Your Communication Skills. From meetings to presentations, communication is important in the modern workforce. Research different presentation styles and take public speaking to improve your ability to speak clearly and communicate your ideas.

4. Build Your Network. Building your network means being intentional about connecting with peers in your career industry. Networking may be challenging, especially if you are an introvert. Set small goals and keep track of your progress. You could attend a conference, a local meetup, or join a professional organization with regular activities and events.

5. Become a Business Owner. Starting a small business is very different from taking on a new job. Building a business is a long-term goal and a long-term commitment. It requires a lot of hard work daily and determination to take on a leadership role.

Today, it is easier than ever to set up an e-commerce business. Don’t forget to set some goals for your new business!

Conclusion

Professional goals help you focus on where you want to be in your career. They clarify the steps to take to reach your short- and long-term goals and give you the roadmap for success.

Is a new job in the new year a goal of yours? Search our open positions today!

Showing appreciation to your employees is easy when everyone is in-office. What if your team is remote? How can you show your employees how valued and appreciated they are when they are miles (or even countries) apart? Employee appreciation ideas for your remote team to follow.

If you’re eager to show your remote team your appreciation and gratitude, we have a few ideas! Let’s look at some great (and affordable) employee appreciation ideas perfect for your remote team.

Affordable Remote Employee Appreciation Ideas

Employee Recognition

Sometimes the simplest gesture is the most rewarding. You can show appreciation to your remote employees by appreciating them publicly. Send a personal “Thank You” note to each of them and thank them for all they’ve contributed over the past year. Be specific, too.

Organize a virtual event to recognize employee contributions throughout the year. Individual and team achievements can be rewarded with certificates and awards.

Buy Them Lunch

Who doesn’t love good food? If a company gathering for lunch or dinner isn’t possible, consider gift cards for a restaurant or for a popular food delivery service such as Grubhub. You can gift lunch, dinner, or an allowance for coffee in the new year.

Wellness Package

The 2020 pandemic taught us that health should always be a top priority. Employee wellness has become a major focus for most companies as we become more wellness conscious. A wellness package is a wonderful way to show your remote employees your appreciation and let them know their health matters to you. You could offer virtual employees a variety of wellness bonuses and perks, such as healthy meal subscriptions, fitness app subscriptions, spa or massage gift certificates, or gift cards for healthy snack baskets.

Paid Time Off

How about a vacation? Times are stressful, and many remote employees would benefit from some extra time off. Adequate rest minimizes burnout and allows employees to work at their best. Consider gifting remote employees a week off or a time allowance for vacation.

Career Development

Just because employees are working from home doesn’t mean professional development should be on hold. Encourage your employees to grow professionally by offering online learning opportunities. There are many online schools and websites that provide a variety of courses to expand skillsets and stimulate career growth.

Conclusion

Working from home can be lonely, and the distance from coworkers and managers makes it difficult to see and feel validation and appreciation in your job. Making the effort to recognize and reward your remote employees will encourage and support them. It will also foster company loyalty and pride in their role and their work. With some simple gestures of gratitude and affordable gifts, you can help your employees feel appreciated and focused on their personal growth and company growth.

If you’re searching for more people to add to your remote team, let our team at ABBTECH lend you a hand!

America’s military veterans are among the most disciplined, talented, highly skilled, and driven people you can employ. Many people, though, have a very narrow view of what military service involves. They don’t understand what an asset these hard-working individuals can be for your business. Read on why you should choose a candidate with past military experience

If your company doesn’t have a veteran recruiting program or if you’re unsure how the skills of a military veteran might fit into your technology company, read on to learn why you should choose a job candidate with past military experience.

Skills & Experience

Choose a Candidate with Past Military Experience in: Training

Military culture stresses the importance of training, growing, and developing as an individual and part of the team. Veterans received training and education throughout their time in the military, including multiple years of leadership and management, along with technical work. They have also had to adapt to change and think critically during deployments and take on a teaching role throughout their career when needed.

Choose a Candidate with Past Military Experience in: Leadership

Typically, an officer managed more than 100 people during their time in the military, while a junior enlisted supervisor may have had as many as 25 people working for them. Real leadership experience is an essential part of military experience, and few new college graduates have taken on a leadership role in that way.

Choose a Candidate with Past Military Experience in: Communication

Effective communication is one of the most critical skills that military veterans bring to a civilian job. The ability to communicate during stressful times and to handle situations that are changing, sometimes drastically, is not something you can learn in a classroom. Military veterans have hands-on experience in managing projects with minimal resources under varying levels of stress, communicating effectively and efficiently throughout the process.

Team-Oriented

Military veterans know a lot about teamwork, and focusing on shared goals when completing a project. As more companies move to hybrid and remote work, it can be difficult to maintain that team dynamic. Vets bring their unique teamwork perspective to the equation, understanding how to keep the team united and working cohesively even when apart.

Conclusion

Recruiting military veterans for your business ensures that you get high-quality job candidates with great skills and experience. These not only prepare them for the position but ensure that they will adapt throughout their employment with you. It is a great idea to choose a candidate with past military experience. With comprehensive training, learned skills, and a proactive, positive work ethic, military veterans are invaluable assets to any company.

We believe that the skillsets learned as a member of the U.S. Military are invaluable in the modern workplace. ABBTECH^® is committed to assisting the veteran community in their transition to civilian life. Ready to hire a Vet? Get in touch with our team today!

On November 11^th, every year, we celebrate the service and heroism of our military veterans. In the United States, military veterans comprise around 8 percent of the adult population. As more veterans begin transitioning from military life to civilian, the need for employers to create a veteran friendly workplace increases.

Veterans make incredibly valuable additions to your company’s culture. They bring extensive training and education to the civilian job world. Also, along with essential “soft skills” and real-world experience veterans have valuable skills that you can’t learn in a classroom.

There are big differences between the military and civilian worlds, and making the transition successful in the short and long term may seem daunting. Read on to learn some of the many ways you can create a veteran friendly workplace.

Foster Empathy Through Education

The best way to empathize with veterans, or anyone of different backgrounds and experiences, is through education. Educating yourself and others about the struggles of veterans helps you to understand better, accept, and connect with them. The Veterans’ Administration (VA) has tools, training sessions, and information that can help you build a welcoming culture attractive to veterans.

Create Opportunities for Building Community

Many veterans have difficulty adjusting to the lack of community in the average workplace. In the military, there is a structure of personnel and families who help new members adjust. In the civilian world, that structure is rarely in place.

Facilitating mentorship at work and encouraging positive professional friendships through social activities and family-friendly events can be helpful for veterans struggling with building professional relationships at work.

Implement Veteran-Friendly Onboarding and Orientation Procedures

Coming from a world where the chain of command plays a central role, it can be difficult for veterans to adjust to the less structured civilian working world. Consider adding detailed walk-throughs to the onboarding and orientation programming and ensure all resources are readily accessible for new veteran hires to refer to later.

Also, ensure that the expectations for the job are clearly outlined. It is also important to specify any urgent or priority information for projects and roles are been well-defined. This is a good guideline for all applicants, veteran and non-veteran alike.

Encourage and Promote Career Development & Advancement

For veterans, the path to promotion in the civilian world can be confusing. Setting up a clear career map and review process, as well as offering professional coaching and development opportunities, enables veterans to see the path to advancement within your company and encourages them to grow and progress forward.

Ready to expand your workforce, create a veteran friendly workplace and attract skilled veterans to your company? Contact ABBTECH today!