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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!

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!

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!

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.