Tag Talent Search

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

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

1. Address the Problem

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

2. Set Attainable Goals

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

3. Assess Progress and Provide Feedback

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

4. Reward Performance Improvement

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

5. Know When to Let Go

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

Conclusion

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

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

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

Tips for How To Get Organized

Tip #1: Update your resumes and portfolios.

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

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

Tip #2: Collect your references.

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

Tip #3: Clean up your online presence.

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

Tip #4: Plan for your job transition.

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

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

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

“The Big Regret”

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

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

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

Hiring Boomerang Employees

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

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

Conclusion

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

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

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

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

Get Yourself Noticed to Help Earn a Promotion

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

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

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

To Help Earn a Promotion – Pay Attention

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

Talk to Your Employer

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

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

Conclusion

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

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

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

1. Continued Remote Work/ Hybrid Work

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

2. Retention is a Primary Focus for Recruiting

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

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

3. DEI Enhancement

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

4. Great Resignation Workers Return

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

5. Recruitment Process Revision

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

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

Conclusion

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

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

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

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

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

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

Build Up Your Skill Set

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

Build Your Portfolio

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

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

Update Your Resume

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

Optimize Your LinkedIn Profile

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

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

Grow Your Professional Network

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

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

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!

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

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

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

2. What should I expect with the onboarding process?

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

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

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

4. Can we explore a slightly higher starting salary?

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

5. Will I receive benefits immediately?

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

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

Conclusion

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

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

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

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

Not Going Where The Qualified Talent Is

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

Poor Company Reputation

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

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

Unclear Job Descriptions and Requirements

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

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

Asking the Wrong Questions

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

Conclusion

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

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

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

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

Differences Between Data Science vs. Data Analytics

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

Data Science:

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

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

Data Analytics:

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

Job Roles

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

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

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

Conclusion

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

Start your career today by searching with the ABBTECH team.

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!

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.

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.