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Introducing V2JN! Every November in the United States, we honor and celebrate our veterans. We thank them for their service and offer them the acknowledgment they deserve. For many veterans, however, what they really need is a job and a chance to rebuild their lives on the home front.

ABBTECH^®, an award-winning, Women-Owned staffing firm located in Virginia, has connected strategic IT talent with high-quality jobs in high-tech, Fortune 500 companies and government agencies for nearly 30 years. In addition, ABBTECH^® launched the Veterans 2 Jobs Network™, which helps hundreds of U.S. Military veterans learn new skills and find jobs in the civilian workforce.

The Veterans 2 Jobs Network™

The transition from military life to civilian can be a difficult one. ABBTECH^® understands this and is committed to helping veterans make the transition as smooth as possible. We begin with securing the work they need to support themselves and their families. That’s where Veterans 2 Jobs Network (V2JN™) comes in.

The program assists veterans in multiple ways. Veteran job seekers get a dedicated recruiter who assists them with job searches. Recruiters review candidate resumes, referring them to the certified resume writer if it needs improvement or focus. Recruiters also help with interview preparation. This gives candidates the extra confidence boost that being adequately prepared provides.

 In addition, ABBTECH^® helps with job searches, offering over 1,200 job opportunities at various companies, from small local businesses to Fortune 500 companies. The recruiter communicates regularly throughout the entire hiring process, from initial screening and interviews through skills tests, personality tests, hiring, and onboarding.

Conclusion

Introducing V2JN, the best way to honor returning veterans is to help them successfully settle into a new civilian life. ABBTECH^®’s Veterans 2 Jobs Network™ does just that by providing information, assistance, and access to thousands of job opportunities. These are open for veterans eager to apply their training and unique skills to the private sector.   

For three decades, ABBTECH^® has provided quality IT staffing solutions for businesses in the Washington, D.C. area. If you’re a Vet looking for jobs, or if you’re a company looking to hire more of our Vet workforce, get in touch with our team at ABBTECH^® today!

If you’ve recently left the military, transitioning to your first civilian role may be difficult. Below are some tips for transitioning to your first civilian role. Even if you’ve found a job, it may not be the right fit for you; many veterans leave their first civilian job within the first year.

Thankfully, there are plenty of resources available to help veterans navigate their post-military careers. In this blog, we’ll break down some of the tips for veterans transitioning to civilian life and finding the right job.

Reach Out to Fellow Vets

Just as civilians plan for retirement and prepare to leave in advance, it may be beneficial for you to start preparing for transition out of the military as much as two years before retiring. Reach out to fellow veterans who have been on this road to retirement before you and get their advice on what to do and not to do.

Learn About Local Resources

When it comes to finding transition resources, the Department of Veterans Affairs is the best place to start. They offer a Transition Assistance Program. Other state and local agencies provide resources and options, too. Schools and churches are also good sources of information and guidance.

Research the Job Market

Finding a job you like starts with what you’re interested in and qualified for. It is good to learn about a specific industry and the career fields within it that interest you. This can help you decide what kind of job you want and whether you need further education to pursue that career. You may need to go back to school to finish your degree or start a new one. There are many programs are designed to help veterans succeed in pursuing their degrees and certification.

Working with a Staffing Agency

If trying to do everything yourself sounds overwhelming, consider working with a staffing agency like ABBTECH^®. ABBTECH^® helps Vets get back to work by finding the right jobs that match their education, experience, and skills. They also guide you through the entire process of onboarding and orientation.

ABBTECH^® has helped hundreds of veterans find new jobs and transition to civilian life. There is resume writing assistance, interview prep, a wide range of available job opportunities, and plenty of information on their weekly blog. ABBTECH^® is your strategic IT partner ready to help you transition into a new life out of uniform.

For tips for transitioning to your first civilian role, get in touch with the ABBTECH^® team!

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!

We all understand what it means to be “employed” or “unemployed” because you either have a job or you don’t. “Underemployment,” however, is more complex and far more common than you might think.

The Center for Law and Social Policy estimates that 4 out of 10 part-time workers are currently underemployed, meaning you have a job, but in some way, you are working below your capacity.

Think you are underemployed but not sure? Read on for a closer look at 3 signs you are underemployed and what you should do.

Your Wages are Too Low

It’s true; some jobs do not pay a high wage. However, you may be underemployed if you think your role would typically pay more. Do your research and check out websites that track average salaries to understand better what you should be paid for the job you do. Remember to consider location when calculating your salary range. Job salaries differ from state to state and from place to place within a state.

If you find that your wages are below the market rate for your role, talk to management. If adjusting your salary isn’t possible, consider applying for positions that offer a higher wage.

You’re Overqualified

In some cases, this is obvious. If you hold a graduate degree, but the position requires only a high school diploma, you’re likely underemployed. Now, it’s not a problem for you if you’re happy in a role considered underemployment on paper. However, if you have learned and acquired skills and experience and have no opportunity to showcase them in your position, you no doubt feel underemployed.

Before you decide what to do in this situation, ask yourself: Am I happy in this role? If you are, there’s nothing to fix. If you aren’t, it’s time to look for jobs that better match your skills and qualifications. Take the time to refresh your resume and update your professional profiles. Identify the best keywords to generate job leads in your job searches.

Not Enough Hours

When it comes to hourly work, it’s simple: the more hours you work, the more money you make. Employers may restrict the number of available hours for various reasons, including not wanting to provide benefits or simply not having enough work. You may be underemployed if you have to work multiple jobs to pay your bills.

Have you discovered signs you are underemployed? Before you hunt for a job with more available hours, check with your employer to see if you can move to full-time or work less desirable (and often higher-paying) shifts like nights or weekends. If these options aren’t open, start hunting for a role that provides the hours you need.

If you’re ready to explore your next opportunity, get in touch with our team at ABBTECH!

The world radically changed over the last few years. As a result, employee priorities have shifted. And many employees now look to their employers to create an employee positive culture that is safe, inclusive, productive, and satisfying.

The Whole Personnel Experience

So, what do employees look for now? What attracts them to a job and company, and more importantly, what makes them want to stay? Let’s look at some key areas you can address within your company culture to create a more satisfying whole employee experience for all.

Purposeful Work

Employees who find purpose and meaning in their work are two times more likely to stay in a job and express satisfaction in it. When employees genuinely understand why the tasks they do every day are important, why a particular project or duty matters in the scope of their career, and how their role in the company impacts the company and beyond, it creates a strong sense of fulfillment.

Flexibility & Work-Life Balance

Even before the pandemic put work-life balance in focus, flexibility was a critical criterion for employees. Though we have made the journey back to our offices entirely or in a hybrid fashion, flexibility is still important to workers.

Social & Supportive Cultures

We spend a considerable amount of time in the workplace, which can significantly impact our mental health. Creating a supportive environment where employees and management interact positively and feel safe and included begins with management but ultimately is everyone’s responsibility.

Career Development/ Training

Opportunities for career growth are also priorities for employees and an integral part of strong, positive company culture. Continuing education classes, tuition reimbursement, and mentoring programs are all steps you can take to provide employees with the tools, training, and opportunities to advance in their profession and within the company.

Health & Wellness Programs

Employee Health and Wellness programs are another essential element of a strong company culture that prioritizes employee needs. Your employees are not simply workers; they are assets that play a vital role in the company. Investing in your employees’ mental and physical health and well-being sets them up to do well at work. It directly affects their productivity and the subsequent profits of the company. Employee priorities have shifted as well, and many employees now look to their employers to create a workplace culture that is safe, inclusive, productive, and satisfying for them. Create a company culture with your employee’s priorities in mind.

If you want to build your dream team this year, get in touch with ABBTECH today!

While many software development opportunities are available, the competition is fierce unless you stand out from the crowd. The best way to stand out from the crowd when going after a software development position is to be a great software developer. Here are 5 qualities that make good developers GREAT.

If you want to be known as a great software developer and increase your chances of landing your dream job, some vital qualities make.

1. A Positive Attitude

Great developers don’t let their egos get in the way. They bring a positive attitude to every project and task, bringing their best every day. A great developer takes pride in their work but never lets it get in the way of receiving constructive criticism. Even when faced with an urgent deadline, a great developer will step up and get the product ready as soon as possible because they genuinely care about its success.

2. Excellent Communication Skills

To be a great developer, you have to be a great communicator. It is crucial to understand problems, break them down quickly, and transparently propose proactive solutions. Great developers process information quickly and know the right questions to ask when they need clarification or more information.

3. Self-Management

A great developer can self-start and often have taught themselves new languages and technologies out of personal interest. When confronted with a situation to which they don’t have an answer, a great developer will pursue the resources and people necessary to discover the solution. Great developers are also reliable, managing their time and completing tasks on schedule and as desired.

4. Deep and Broad Technical Experience

A great developer has worked competently with several technologies and is an expert on several. Diverse industry experience, cognitive abilities, and familiarity with standards and best practices are all hallmarks of a great developer.

5. Big-Picture Focus

Great developers do not simply focus on the task in front of them. They want to know that the feature they are programming is high-value and how it will impact the system and the user’s experience. Their abilities and experience help them see this big-picture view, and they are more than willing to speak up about changes that could compromise the software. Put these 5 qualities that make good developers great to use. Ready to search for a new developer role? Explore our career opportunities today!

Many employers struggle to keep positions filled in today’s competitive job market. The more extended positions remain unfilled, the more it hurts your company’s bottom line and negatively impacts employee morale. Find out How much does it affect your company bottom line to not fill that role. Find out the cost of a vacant position.

The Financial Impact

Calculating the actual cost of employee vacancies is complex and time-consuming. A study by Dr. John Sullivan, a well-known author, international speaker, and advisor to Fortune 500 and Silicon Valley companies, sets the cost of a vacancy in the thousands of dollars per day. In some key roles, a single vacancy costs the company upwards of $7,000 daily. Some engineering positions could be as high as $20,000 a day.

The Business Impact

Beyond the financial impact, employee vacancies also affect engineering, production, marketing, and sales. Many factors go into the calculation of the cost of a vacancy, and the more open spots you have in your employee roster, the more serious these issues become.

Productivity

Departments within a business work closely together to develop and produce products and services. Any disruption in a department adversely affects the others. Understaffing due to employee vacancies lowers the probability of meeting productivity targets, and not meeting those goals also impacts other related departments.

Culture and Brand

Excessive or extended employee vacancies affect your company’s culture and brand image. As you struggle to hire new employees, it may adversely affect the hiring screening process and allow poor performers to slip through the gaps. Once you’ve hired poor-performing employees, you may not be able to secure top performers in the future.

Employee vacancies also send a message to competitors and analysts that your company may weaken, a warning sign that can manifest in increased competitive pressures and stock market issues. This sign of organizational weakness also impacts recruiting, sending a message that your hiring process is vulnerable and inefficient concerning your hiring process.

The Social Impact

Employee vacancies also affect other employees as individuals and as a team. A vacancy may mean picking up extra work and obligations for individual employees. Though functional in the short term, it leads to stress, decreased productivity, and reduced job satisfaction if the situation remains unresolved. 

This overwork and frustration also spread to co-workers and team members, disrupting team cohesiveness and increasing grievances, productivity issues, and absenteeism.

Employee vacancies truly impact your business on many levels. Investing the effort to avoid vacancies and recruit top performers when vacancies occur improves your business on many levels and helps you stay one step ahead of the competition. To fill your open seats, get in touch with the recruiting experts at ABBTECH!

You can pursue many career opportunities in engineering. There are many engineering career path to consider. Of course, each engineering career path has its pros and cons. If you know what to expect out of the different paths in engineering, you can plan accordingly. As a result, you can pursue an engineering career that meets your expectations.

Here are three engineering career paths to consider.

1. Network Engineer

A network engineer designs, builds, and maintains network infrastructure. The engineer can also work with software-defined wide area networks (SD-WANs), unified communication systems, and cloud networks.

You can pursue network jobs at telecommunications companies and cloud computing providers. Meanwhile, network engineers are often hired for roles in retail, healthcare, finances, and many other industries as well.

Research indicates the average base salary of a network engineer is nearly $77,000. The job outlook for network engineers looks promising, too.

2. Application Engineer

Application engineers work with a business’ engineering teams and customers. The engineers use feedback to develop and implement software apps. In addition, they provide technical support, test apps, and lead software demonstrations.

Software companies and computer design firms are among the top employers for app engineers. However, app engineers are in high demand at companies of all sizes and across all industries.

Do not expect the demand for application engineers to slow down any time soon. Some experts predict demand for app engineers is expected to grow over the next few years. Furthermore, the average annual salary of app engineers in the United States exceeds $100,000.  

3. Cloud Engineer

As a cloud engineer, you’ll develop and maintain cloud infrastructure. You may design cloud solutions for an organization or code for cloud environments. Also, you may work with cloud networks and keep them running at peak levels.

The best cloud engineers stay up to date on the latest and greatest cloud technologies. These engineers know the ins and outs of Amazon Web Services (AWS), Microsoft Azure, and other tech for managing cloud environments. Moreover, they can secure data in cloud environments and verify it is stored in accordance with myriad industry regulations.

As businesses take their operations into the cloud, they are on the lookout for quality cloud engineers. Therefore, demand for cloud engineers is likely to increase in the foreseeable future. At the same time, cloud engineers can expect a six-figure annual salary, and this total may continue to rise.

Find the Engineering Career That’s Right for You

For those who are studying engineering, evaluate your career options carefully. Think about your career interests and goals. Next, you can find an engineering specialty that suits you perfectly. There are many engineering career paths to consider and at this point, you can enroll in classes to help you build your skills in this specialty. You can eventually earn certifications and degrees that help you achieve your career aspirations. Lastly, if you want to look for engineering jobs, ABBTECH can help. We are an IT staffing agency that can keep you up to date about network, application, and cloud engineer jobs and many other engineering roles. For more information, browse our job board today.

Artificial intelligence (AI) is changing the way companies recruit top talent. AI plays a role in modern recruiting. Your business can integrate AI into its talent recruitment efforts. In doing so, it can identify and recruit top talent faster and more efficiently than ever before.

Now, let’s look at three ways AI plays a role in modern talent recruitment. 

1. AI Is Automating Talent Recruitment. 

Businesses are increasingly using AI to automate various talent recruitment tasks. For example, companies are setting up AI-based chatbots to respond to job candidates’ concerns and questions about roles. Meanwhile, businesses are deploying AI technologies to set up job candidate interviews and screen applicants. As such, AI helps companies streamline recruitment. It also allows companies to accelerate the process of finding top talent and adding the best job candidates to their teams.

2. AI Is Reducing Talent Recruitment Biases.

A company may search far and wide for talent. Regardless, it may miss out on candidates due to inherent biases. With AI, companies can reduce biases as they look for quality job candidates. AI technologies let businesses use predictive analytics to assess a job candidate’s success in a particular role. The technologies help companies use candidate data to make fast, informed decisions. Most importantly, they minimize the risk that HR professionals will be tempted to hire a candidate based on their “gut” feeling.

3. AI Is Improving the Candidate Experience.

Thanks to AI, a company can provide a job candidate with a memorable recruitment experience. For instance, a company can use an AI-based chatbot that allows the business to answer questions about a job 24/7. This ensures a candidate can quickly and easily get information about a role and apply.

How to Get Started with AI for Talent Recruitment

There is a lot to like about using AI for talent recruitment. To get started, consider your current approach to recruiting job candidates. AI plays a role in modern recruiting.

It often helps to create a talent recruitment strategy. Next, you can look for AI technologies to help you achieve your talent recruitment goals.

Many AI technologies are available, and it can be tough to find the right one for your business. Review myriad AI technology options and consult with the companies that provide them. This allows you to learn how AI can be integrated into your talent recruitment efforts. It also ensures you can get the most value out of your AI technology investment.

If you move forward with using AI technology for talent recruitment, deploy it gradually. Teach your employees how to use the technology and be ready to respond to any concerns and questions about it.

Lastly, monitor your talent recruitment results. If you find you are still struggling with talent recruitment, you may want to explore other options.

Need Talent Recruitment Help? Partner with ABBTECH

ABBTECH is an IT staffing agency that is happy to help your business in any way possible. Our IT recruiters can connect you with top talent to fill a wide range of roles across your company. To learn more, please contact us today.

If you are uncertain about your job satisfaction, there is no need to panic. Here are 4 questions to ask yourself when considering job satisfaction. These can help you determine if your current job is the right fit moving forward. 

You want a job that allows you to feel and perform your best. To date, you have been happy with your work. However, you may have concerns about whether you can be satisfied with your job now and in the future.

1. Are you happy with your co-workers?

Your co-workers don’t necessarily have to be your best friends. However, you and your peers should get along well. You and your teammates can work together to help your business thrive.

If you feel comfortable with your co-workers, you may feel good about your job. On the other hand, if your co-workers frequently cause you to feel stressed out about your job, you may want to consider new career opportunities.

2. Do your managers listen to what you have to say?

Ideally, you want open and honest communication with your company’s management team. You should have no trouble coming forward with any concerns or questions. In these instances, managers will take time to listen to you and respond accordingly.

For those who like their company’s management team, you are well equipped for long-term success in your role. Conversely, those who struggle to stay engaged with managers may find it tough to climb the corporate ladder. If you’re in this situation, now may be the time to start a job search.

3. Is your job meaningful?

You want a job that inspires and motivates you to give 100%. Thus far, you have worked hard to do your best. Regardless, you may find yourself feeling worn down and exhausted. In these instances, you may question why you’re working in your current role.

In situations where your job appears to have no meaning, consider why you accepted the role in the first place. Also, write down your career goals. At this point, you may find your current job no longer aligns with your career goals. As such, you may be ready to look elsewhere for work.

4. Do you feel like you’re a part of your company’s culture?

A business’ culture can have far-flung effects on your job satisfaction. If you are a strong cultural fit, you may be more inclined than ever before to stay with a business long into the future. Or, if you are a poor cultural fit, you may feel dissatisfied with your work.

Consider how well you engage with colleagues and your interest in company events and activities. If you typically withdraw from opportunities to connect with others and grow with your company, this is a red flag. In this instance, you may want to find an employer where you are a terrific cultural fit.

Want to Pursue New Career Opportunities in IT?

ABBTECH can help you land an IT job where you can thrive. To get started with us, browse our job board today.

The coronavirus (COVID-19) pandemic has led many businesses to let employees work remotely. This has made work more accessible to people than ever before. Remote jobs definitely expand accessible work options.

A remote job provides an accessible work option to people around the world. You can pursue remote jobs at companies in myriad industries. In doing so, you may discover a remote role that suits you perfectly. And you may be able to take another step forward in your quest to accomplish your career goals.

Why Accessible Work Options Are Key for Today’s Businesses

Prior to the pandemic, most companies did not offer a “flexible workplace” benefit. Businesses often wanted employees to work on site rather than remotely.

When the pandemic began, many companies shifted their focus. They wanted to keep employees safe and remain productive. To achieve their goal, companies that previously required workers to complete tasks on site let employees work from home.

Companies are still adjusting to the “new normal” of the pandemic. During this time, they are considering every available option for work. Some companies have found that letting employees work remotely can be beneficial for several reasons.

Businesses can save money by allowing employees to work offsite. They don’t necessarily have to provide workers with office space or equipment like they did in the past. Instead, companies can let workers complete tasks at home and save money when they do.

Of course, the benefits of working remotely are significant for employees as well. For many employees, they can avoid a long and arduous commute to their jobs if they work remotely. Meanwhile, some workers prefer remote roles so they can maintain a healthy work-life balance.

Should You Pursue a Remote Job?

A remote job offers unmatched accessibility. You can accept a remote role in which you perform your job from the comfort of home. Most remote jobs let you engage with peers and managers via phone call, video chat, and other communication methods. Remote jobs expand accessible work options. You can consistently stay up to date on work tasks and handle them as they come your way, too.

If you pursue a remote job, you may find that many opportunities are available at companies around the world. Businesses are willing to offer remote work to quality job candidates, regardless of location. They may also provide equipment and training to ensure remote workers can perform their best.

Of course, before you pursue a remote job, it helps to update your resume. This ensures you can highlight skills and expertise that show employers you are a viable candidate for remote jobs. You can then start sending your resume to employers and find a remote job that meets your expectations.

Want to Land a Remote Job in IT? Partner with ABBTECH

ABBTECH is a leading IT talent recruitment agency. We help IT job seekers pursue in-house and remote jobs. Our team can meet with you and find out what you want to achieve in your IT career. Next, we can put you in touch with employers that can help you fulfill your career goals. To get started, explore our job board today.

Summer is here, and you want remote IT workers to enjoy the season. It can be challenging to keep remote staff engaged, particularly during summertime. However, with the right approach, you can help your remote employees perform at peak levels in summer and beyond. Below are tips to keep your remote team engaged this summer.

Tips to Keep Your Remote Team Engaged This Summer

1. Engage Remote Workers by Encouraging Use of Their PTO

Remind remote workers to use their paid time off. You can send updates to let workers know how much time off they have available. In addition, you can encourage workers to reach out with any concerns and questions on how to submit PTO requests. And you can respond to workers’ PTO requests right away, too.

Remember, your workers have earned PTO, and they deserve to use it however they choose. By reminding workers about their PTO and encouraging them to use it in summer, you can foster goodwill with your employees. This can help workers use their PTO to recharge during summer. When they return to work, they’ll feel their best once again. As such, they can help your company thrive.

2. Show Your Remote Workers You Appreciate Them

Do your part to express appreciation to your remote staff. For instance, you can send summer care packages to your remote workers. These packages can include summertime goodies and show workers you value them and their contributions to your company.

Make employee appreciation a key part of your company’s culture as well. Sending thank you notes to remote workers or highlighting these employees’ accomplishments in company meetings can go a long way toward keeping your staff engaged. These actions can even help your company stand out to top talent.

3. Engage Remote workers by Keeping the Lines of Communication Open

Let remote workers know you are available to listen to their concerns and questions. You can set up regular check-in meetings to ensure your remote team members get the support they need. Also, you can use Slack and other communication platforms and tools to connect with remote personnel in real time.

It can be beneficial to schedule group events for your remote team. For instance, you can host weekly trivia events or lunches. These events encourage remote workers to come together and socialize. They can help remote employees connect with one another and foster meaningful relationships with their peers.  Plus, the events can drive employee engagement and satisfaction across your remote workforce.

Want to Hire Remote IT Staff This Summer? ABBTECH Can Help

Summer is a great time to pursue IT talent — and ABBTECH can help you do just that. Our IT talent recruiters are the industry’s best. We listen to companies and find out what IT roles they need to fill. From here, we can put you in touch with top job candidates. We make it easy to add IT talent at any time. Our team is available to help you identify and recruit quality IT job candidates. To find out more about our IT staffing services, please contact us today.

Python and Java are two of the most popular coding languages. Employers frequently seek out developers who possess training and experience in Python and Java. There are advantages of coding in Python vs. coding in Java. With a clear understanding of both coding languages, you are well equipped to stand out to employers. Plus, you can put yourself in a great position to earn a high annual salary in coding.

There is a lot to like about coding in Python and coding in Java. Let’s look at the advantages of using each coding language.

Advantages of Coding in Python

1. Python is simple to use.

Most people can quickly learn Python, even if they have no prior coding experience. In addition, there is an active Python community. And most community members are happy to share their Python knowledge and insights with others.

2. Python is compatible with multiple platforms.

Python offers more versatility than other coding languages. You can use Python to develop web, mobile, and desktop applications across a variety of platforms.

3. You can access comprehensive Python libraries and frameworks. 

NumPy, the TensorFlow Python Library, and other Python libraries and frameworks are available. You can use these libraries and frameworks for myriad applications, including data visualization, machine learning, and natural language processing.

Advantages of Coding in Java

1. Java is object oriented.

With Java, you can reuse objects from other programs as you code. This minimizes the risk of errors. It also makes it easier to maintain code in Java in comparison to other programming languages.

2. Java offers advanced security. 

Java is designed with security in mind. Unlike other programming languages, Java does not use explicit pointers that can cause unauthorized access to memory. Plus, Java offers a security manager for each application that allows you to set access rules based on class.

3. Java provides a distributed language.

By using Java, you can create apps that let you share data and programs across multiple computers at once. This helps improve efficiency and performance across distributed systems and networks.

Which Is Better for Coding: Python or Java?

Python and Java have their respective advantages. Those who want to take the next step forward in their career in coding can learn the ins and outs of both.

To get started with Python and Java, it is beneficial to pursue training. You can earn a college or university degree in software development, web design, or a similar program. Also, you can look online for coding courses.

As you build your Python and Java skills, update your resume accordingly. You can apply for jobs where you can put your coding skills to work. From here, you can use your coding skills to take your career to the next level.

Want to Find a New Job in IT?

ABBTECH can help you pursue jobs in software development and other IT support roles. Our team can learn about you and what you want to achieve in your career. Next, we can help you find an IT job that suits you perfectly. To get started, check out our job board today.

At ABBTECH, we connect companies and IT job seekers. Along the way, we get lots of questions about IT talent recruitment. We want to make it as easy as possible to understand what we offer and how we can fulfill your request. As such, we’ve had our recruiters answer the most frequently asked questions we get from businesses and job candidates.

Is there an opportunity for direct hire with a job?

Our goal is to connect businesses and IT job candidates in any way possible. If you want a staffing firm that has the best interests of companies and job seekers top of mind, we’re here for you. At the same time, we encourage job candidates to explore career opportunities on their own. We also urge businesses to look for talent anywhere they can. That way, both job seekers and businesses can engage with one another. Job candidates can find roles that suit them perfectly. Meanwhile, companies can identify talent that meets their requirements.

Do you offer remote work opportunities?

We absolutely support remote IT workers and businesses in search of them. If you want to pursue remote opportunities with us, check out our job board. We update our job board frequently and continue to add remote work opportunities to it. Or, if you want candidates who can fill remote work roles, let us know. At this point, we can help you pursue top talent from around the world.

Is there room for growth if I work with you?

Our team helps IT job candidates realize their full potential. We put candidates in touch with employers interested in talent of all skill and experience levels. Once a candidate accepts a role, he or she controls their career path. If a candidate thrives, there is ample room for growth with a business. On the other hand, companies can hire job candidates to fill temporary and permanent roles. These candidates can also deliver immediate and long-lasting contributions across a company’s operations.

What benefits do you offer?

Depending on the job assignment, we offer:

• Medical, dental, and vision health benefits
• Weekly direct deposit
• Paid holidays
• Personal time off
• 401(k) with match
• Insurance coverages
• Pre-paid legal and employee assistance
• Northwest Federal Credit Union membership
• Access to the BB&T @ Work program

We can explain all benefits we offer relating to an IT job assignment. And if you have any concerns or questions about job benefits, we’re ready to respond to them.

What Can ABBTECH Do for You? Find Out Today

ABBTECH puts the needs of businesses and IT job candidates front and center. Our recruiters take time to learn about businesses and IT job candidates. Tell us what you want to accomplish, and we’ll do our part to assist you. If you want to pursue IT job candidates, we are available to discuss your talent recruitment needs. For those who want to explore IT jobs, we can provide plenty of help, too. To learn more about ABBTECH and our IT staffing services, please contact us today.

Engineering jobs are readily available across the United States. Yet the top candidates for these roles typically possess a master’s degree. Ask these questions before you get a Master’s in engineering.

A master’s in engineering can help you stand out in a crowded job market. Meanwhile, with more jobs for engineers expected to become available, a master’s can put you in an excellent position to secure your dream job and earn a high annual salary.

Of course, earning a master’s in engineering is easier said than done. Before you pursue a master’s for engineers, here are three questions to consider.

1. Do I Need a Master’s to Achieve My Career Goals?

A master’s degree can help you land a leadership role in engineering. The degree can also make you an attractive job candidate to companies in need of engineering talent. However, the degree is not a requirement to land a job in engineering. Rather, a master’s can help you further your career.

Examine your career goals and consider how earning a master’s degree can help you achieve them. It can be helpful to list your career goals and the steps you’ll need to take to accomplish your aspirations. If you find you’re ready to take another step forward in your engineering career, now may be the right time to pursue a master’s.

2. Do I Have Enough Time to Earn a Master’s?

Earning a master’s requires time, energy, and resources. If you work an engineering role, you may need to take time away from work to earn your degree. On the other hand, you can enroll in online classes that let you complete your coursework on your own schedule.

Review your schedule and how you can change it to pursue a master’s. If you want to earn your master’s as quickly as possible, you can cut back on your workload. Comparatively, if you want to work while you earn a master’s, you can revamp your work schedule accordingly.

3. What’s the ROI of Earning a Master’s?

Those who have a master’s in engineering generally earn more money than engineering professionals without one. But keep in mind that location, the job market, and other factors can dictate the amount of money you earn in an engineering role.

Look at the cost of earning a master’s degree at different schools. In addition, consider how much you can earn with a master’s degree versus how much you can earn without one. This helps you determine the ROI of earning a master’s. And it can help you map out your engineering career.

Want to Find a Great Job in Engineering?

Having a master’s degree in engineering can improve your chances of landing a great job. If you ask these questions before you get a Master’s in engineering. Moreover, if you partner with ABBTECH, we can help you engage with companies in search of quality engineering job candidates. We are a staffing firm that helps engineering job candidates in any way we can. Our team can learn about you and your engineering career goals and help you land a role that meets your expectations. For more information, please contact us today.

You want workers to join your business and stay with your company long into the future. To achieve your goal, you need to create a workplace mentorship program.

A workplace mentorship program opens the door to new career opportunities. It allows workers to learn from colleagues and experience. In the program, an employee can gain insights into how to advance their career with your business. Plus, a worker can bolster their skill set. The worker may be more prone than ever before to remain with your business and help it thrive.

Now, let’s look at four things you can do to create a successful workplace mentorship program.

1. Establish Goals

Consider what you want to accomplish with your workplace mentorship program. Next, you can create program goals.

Define steps for each program goal. Steps should be easy to understand. They should help an employee use the program to take the next step forward in their career.

2. Help Mentors and Mentees Connect with One Another

Match mentors and mentees. Oftentimes, it helps to create criteria for both mentors and mentees. Then, you can use these criteria to ensure a mentee is placed with a mentor who can deliver the optimal results.

In addition, you can use mentor-matching programs and algorithms. This allows you to leverage technology that can match mentors and mentees based on myriad criteria. The technology can speed up the process of getting your workplace mentorship program up and running.

3. Promote Your Program

Think about why an employee should become a mentor or mentee. At this point, you can develop promotional materials that highlight the benefits of your program. You can share these materials with your workers and urge them to join your program.

Promote your program consistently. Also, be accessible to respond to any concerns or questions regarding your program. Give employees the information they need to understand your program’s importance. Ultimately, you may find many workers want to join your program right away.

4. Check in with Mentors and Mentees

Do not expect your program to be an instant success. Check in with mentors and mentees frequently following your program’s launch. This allows you to collect program feedback. If you find any issues with your program, address them immediately.

Keep the lines of communication open with mentors and mentees. Continue to learn from participants and search for ways to improve your program. Over time, you can ensure your program can deliver outstanding results.

Get Started on Creating a Successful Workplace Mentorship Program

Develop a workplace mentorship program and make it the best it can be. Your program can help you keep your current workforce happy. Moreover, your program can make your business stand out to top talent. Along with launching a workplace mentorship program, partnering with a staffing agency can help your company land top talent. At ABBTECH, we’re a staffing firm that helps companies engage with IT professionals. Our team takes the guesswork out of IT talent recruitment and can put you in touch with skilled IT pros at any time. For more information, please contact us today.

You want your job search to be a success. However, you consistently encounter problems as you seek out your dream job. Below are books to encourage and inspire job seekers.

The job market is tough to navigate, even if you have plenty of industry experience. Thus, adversity is common for today’s job seekers. When faced with adversity during your job search, you may want to change your mindset. To do so, it helps to learn from individuals who have coped with adversity and overcome challenges in a variety of ways.

To learn more about how to overcome adversity in your job search, read a book. In fact, there are many books available that encourage and inspire job seekers. These include:

1. StrengthsFinder 2.0 by Tom Rath

This book is designed to help job seekers develop their natural talents. It features a StrengthsFinder test that you can use to identify your personal and professional strengths. Once you read this book, you’ll be well-equipped to transform weaknesses into strengths and further enhance your existing strengths. Plus, you can gain confidence that can help you put your best foot forward during job interviews.

2. Rising Strong: How the Ability to Reset Transforms the Way We Live, Love, Parent, and Lead by Brené Brown

In this book, Brown offers insights into what you can do to overcome any past problems. She points out that you are in control of your destiny. In addition, you can learn from your past and do what’s necessary to avoid making the same mistakes twice. As a result, you can rise strong, to the point where you can achieve any personal and professional goals.

3. Essentialism by Greg McKeown

Let’s face it — it can be tempting to pursue as much as possible, all the time. Yet, in this book, McKeown argues the pursuit of less may be the most fulfilling option. By pursuing less, you can focus on specific goals. You can live your life to the fullest extent, without compromising your personal health and wellbeing. The result: you can feel your best and get the most out of your time, energy, and resources.

4. Jab, Jab, Jab, Right Hook: How to Tell Your Story in a Noisy Social World by Gary Vaynerchuk

You need to promote yourself to stand out from other candidates in a fierce job market. This book offers insights into how you can do just that. Vaynerhuk emphasizes that every person has their own unique story to tell. With the right approach, you can share your story with the world. And you can use your story to make a positive impression on anyone you meet.

Ready to Find a New Job?

The job market offers no guarantees. Conversely, those who feel confident and motivated can find job opportunities with great companies. They can boost their chances of landing their ideal job and building a successful career, too. If you want help during your IT job search, partner with ABBTECH. We are an IT staffing agency that can help you navigate the job market. For more information, get in touch with us today.