Tag Talent Recruitment

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!

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!

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!

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.

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.

We’re celebrating the 30th Anniversary of ABBTECH! 2022 marks ABBTECH’s 30th anniversary. A lot has changed over the past three decades. Through it all, our approach has remained consistent. The results: We’ve helped many businesses and job candidates foster long-lasting partnerships.

We have plenty to celebrate on our anniversary. Here are some of the reasons we’ve been successful since our inception.

1. Commitment to Excellence

We are a professional IT staffing agency that goes the extra mile. To do so, we learn about the needs of businesses. From here, we provide businesses with personalized support.

When you work with our professional recruiters, we’ll ensure you achieve excellent results. First, we learn about your IT staffing requirements. We find out why you want to work with an IT staffing firm and plan accordingly. Our team develops a custom plan to help you land top IT talent. Finally, we put our plan into action and work with you to accomplish the optimal results.

2. Top-Notch Services

We offer talent recruitment services for government and commercial organizations. Our services give these organizations quick and easy access to IT talent. We always ensure our services meet our clients’ expectations, too.

If you need help with IT staffing, let us know. Our team can recommend services based on your business’ needs. If you have any concerns or questions about our services, we’re ready to respond to them. That way, you can make an informed decision on what services are right for your business.

3. Community Engagement

We do our part to stay connected to our community. Our team goes above and beyond the call of duty to fulfill business’ talent recruitment requests. We help businesses across the United States connect with IT talent any time they choose.

Let’s not forget about our Veterans 2 Jobs Network (V2JN), either. V2JN helps veterans find new jobs. To date, V2JN has helped over 200 veterans land roles. It also makes it easy for your business to recruit veterans who can support your operations long into the future.

The Future Looks Bright for ABBTECH

We remain dedicated to connecting businesses and job seekers. Going forward, we will continue to seek out ways to help companies and job candidates engage with one another. Furthermore, we’re exploring opportunities to raise the bar for IT talent recruitment nationwide.

If there is anything we can do to help your company with IT talent recruitment, we’re happy to listen. We want to do whatever it takes to support businesses as they seek out quality IT job candidates. If you partner with us, we can handle all of your IT talent recruitment needs.

Don’t Wait to Get Started with ABBTECH

Our professional recruiters are available to learn about your business and help you achieve your IT talent recruitment goals. Once you start working with us, you can add superb IT professionals to your team, and these professionals can help your company grow and thrive. For more information about our IT talent recruitment services or to get started with us, please contact us today.

You want your IT team to perform at peak levels. To achieve your goal, it is beneficial to know how to attract and retain women in IT. This ensures your company can identify quality IT job candidates. 3 tips to help attract and retain women in IT. From here, you can recruit and hire these candidates and make sure they’re happy at your business long into the future.

There is no one-size-fits-all approach to attract and retain women in IT. However, there are several things you can do to enhance your talent recruitment and retention strategies. These include:

1. Offer Family-Friendly Work Policies

Help your employees put their families first. To do so, you can develop and launch family-friendly work policies. You can use these policies to encourage workers to spend ample time with their families. Plus, the policies can help your company stand out from others in a competitive job market.

A family-friendly work policy is simple to implement. For instance, you can provide women in IT with the flexibility to work remotely. This gives IT professionals additional time to spend with their families. In addition, it can help these professionals establish and maintain a healthy work-life balance.

2. Offer a Great Compensation Package 

A gender wage gap plagues many businesses across the United States. Fortunately, you can offer a great compensation package to all workers, regardless of role. This can help you attract and retain exceptional women in IT now and in the future.

You should evaluate the compensation package your business currently provides to its IT professionals. Ultimately, the package must include the benefits your workers want. It should also help your business keep pace with its rivals.

Review and update your compensation package regularly. That way, you’re well-equipped to ensure your company’s compensation package consistently hits the mark with your employees.

3. Offer Career Advancement Opportunities

You can give women in IT many opportunities for career advancement. This requires you to develop career advancement programs. With these programs in place, women in IT can develop the skills they need to thrive with your business. Or, they can work toward enhancing their existing skills and further growing their careers.

There are myriad career advancement programs you can offer. For instance, you can provide in-house training to women who are entering IT. Comparatively, you can provide women in IT with money they can use to enroll in college and university degree programs. With every career advancement opportunity you provide to women in IT, you can move one step closer to bolstering your workforce.

Take Your IT Talent Recruitment and Retention to New Heights

If you want to attract and retain women in IT, you need to plan accordingly. These 3 tips to help attract and retain women in IT. Thankfully, ABBTECH can help you do just that. We offer IT talent staffing services to businesses of all sizes and across all industries. Our professional recruiters can help you achieve your IT talent recruitment and retention goals. To learn more about our IT staffing services, please get in touch with us today.

You want to hire an engineer. Ultimately, you may receive applications from dozens of engineer job candidates. To identify the best one for your business, you need to know what sets a great engineer apart from an average one. There are 4 qualities to look for in an engineer. These qualities include:

1. Determination to Perform Their Best

A first-rate engineer won’t settle for inferior results. Rather, the engineer works diligently to perform their best, every day. The engineer is a professional in every sense. As such, the engineer learns as much as possible and never stops learning. Furthermore, this individual reviews their work with precision and care. And the engineer only submits work that meets their employer’s requirements.

2. Commitment to Simplicity

Engineering is complex, but the top engineers prioritize simplicity. These engineers do everything in their power to find simple and effective solutions to complicated problems. They also know how to put advanced topics into terms and phrases that anyone can understand. Let’s not forget about how the best engineers help businesses save time and money, either. These engineers constantly explore ways to streamline business operations. They often find ways to automate myriad business processes, too.

3. Dedication to Solve Problems Quickly

An exceptional engineer won’t shy away from problems. Instead, the engineer does what’s necessary to identify and resolve a problem without delay. Moreover, the engineer explores ways to prevent a problem from recurring. To correct a problem, the engineer looks at why it’s happening in the first place. From here, the engineer brainstorms solutions. This individual even collaborates with peers and managers to ensure the problem is properly addressed.

4. Devotion to Help Others Succeed

If you want a great engineer, you should look for someone who’s a team player. This engineer identifies ways to help their team succeed. The engineer inspires and motivates others to perform at peak levels. Meanwhile, this individual ensures team members get the support they need, exactly when they need it.

The Bottom Line on How to Find the Best Engineer for Your Team

You want quality engineer job candidates to find your company. As part of your efforts, you need to tailor your job descriptions accordingly. That way, you can boost your chances of connecting with candidates who have the qualities you want.

Also, consider the benefits you offer engineer job candidates. The best companies provide a competitive compensation package, health benefits and other perks to engineers. By providing these benefits, you can make your company an attractive choice to engineer job candidates.

Lastly, if you want extra help in your quest to connect with engineering professionals, partner with ABBTECH. Our team can put you in touch with top engineering talent at your convenience. And we can make it easy for you to fill a wide range of engineering roles across your business. We are available to help you identify superb engineering job candidates. For more information or to get started, contact us today.