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Managing a Remote Workforce- Leading at a Distance

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In 2019 and early 2020, articles about remote work were still in the ‘what if’ phase. Back then, 55% of businesses worldwide allowed for remote work in some shape or form — and only 4.7 million people were already working at home. 

If you find yourself leading from a distance, or are looking for a new leadership role in this climate, use these tips to help settle in and support your team as you all adjust to this new style of work.

Express Yourself Visually

What says “good job” more effectively? A short email that simply says, “good work” or a funny GIF or emoji? Very often, animations communicate feedback better than text because they pick up on the non-verbal communication you miss out on when you work remotely.

So, use emoji replies on Slack, send GIFs in an email, and do it consistently.

And don’t forget to reiterate your praise on video calls. It means more than you think.

Build in Time for Conversation

When you’re all at home, it seems prudent to hop on a call, talk about what needs to happen, and then get back to what you were doing. Running a meeting or call this way makes it very transactional, and that’s not good for your team.

You need to build relationships with your team members as people, so build time for chatting into your meetings. It will help you get to know your team, build rapport, and indicate what issues your team are having before they become problems.

Trust Your Team

If you don’t trust a member of your team, then you shouldn’t have hired them. But since they’re here, you should know you can rely on them.

You don’t need to rely on blind trust. Instead, set your expectations early and make them clear. Then, everyone is on the same page, and no one is left waiting for a deliverable.

Focus on Goals Rather Than Activity

A big problem managers face when leading remote teams is their emphasis on activity. They think: what if they aren’t working for eight hours? How can I tell?

The truth is that your on-site employees aren’t engaging in work activity for every minute they’re at the office either. The only difference is that you can drop in on them.

Rather than getting hung up on minutes worked, focus on goals. Is the work getting done? Is it on time? Is it of the quality you outlined in your expectations? If the answer to those questions is yes, then you have a productive team.

Get Ready to Lead Remotely

Today, everyone who can is by-and-large working from home, and leaders are leading from home. Learning to manage a remote workforce is very different from getting to grips with telecommuting tools. You need a whole new style that accounts for the lack of literal facetime.

Are you looking for your next leader, or needing to hire for a remote team? Get in touch to learn about our fine-tuned process for placing skilled IT professionals.

How Long Should I Wait to Follow Up After an Interview?

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You walked out of the interview feeling optimistic but naturally hesitant. What happens next? 

The anxiety of waiting by the phone (or constantly thinking you feel it vibrate in your pocket) is part of the interview process. However, you don’t need to sit and wait for the phone to ring for weeks on end. A follow-up call is in order, and it can help you prepare for what comes next.

So how long should you wait to follow up after the interview? Use this guide to help you plan your post-interview timeline.

Follow the Timeline Given by Your Interviewer

In today’s world, good practice dictates that HR will let you know a timeline at the end of the interview. It lets everyone know what to expect and puts everyone on even footing.

Whether you’re successful or not, you’ll know by the date given.

If HR or the hiring manager gives you a date, stick to that date before you think about a follow-up. If you don’t hear back by the date given, give them an extra two business days to get back to you, particularly in today’s climate where businesses have to manage changes at a rapid pace.

Tip: if you had a great interview and want a few extra bonus points, send a quick email simply thanking the team for their time and the opportunity.

What If You Have Other Interviews Lined Up?

Hiring managers will assume you’re actively job hunting, so there’s no pressing need to let them know about other interviews and deadlines at the interview or when you follow up.

The only time you might let the team know you’re being actively considered for another role is if you have another offer in hand and you want to use it to negotiate a better deal.

Otherwise, Wait One Week to Follow Up

If they don’t give you a timeline, and you haven’t heard anything after 4-5 business days, then you are free to follow up. If your interview is on Monday, wait until the following Monday before you call.

Usually, a rejection or confirmation comes quickly after you follow up.

Remember that HR doesn’t always have answers. They can only push the decision-makers so much. So, if things are slow at the top, then it will trickle down.

Use the Follow Up as a Chance to Reaffirm Your Interest

The waiting game is part of job hunting, but you don’t need to wait around forever. If you don’t hear anything for a week (or within the timeline), give HR a call and ask them when you might expect to have a decision. Calling will reaffirm your interest, and it will help you plan your next steps.

Are you looking for your next role? RighStone is placing IT professionals with quality jobs now. Get in touch to learn more about what roles are available.

 

Back in the Game – Relaunch Your IT Career in a COVID-19 World

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Whether you’re employed or looking to get back in the game, the current job landscape is full of uncertainty. Everything from where to how we work has been impacted by the last six months. But the uncertainty doesn’t mean that it’s not a good time to relaunch your career.

Here are a few tips for getting back in the game in a COVID-19 (and hopefully the soon-to-be-post-COVID-19 world).

Use Self-Analysis to Start

Everything around you has changed, and if you’re like most, some of your circumstances changed, too. So, now is a good time to check-in and re-establish what you’re looking for.

  • Are you able to return to your past roles?
  • Do you want to return to past roles?
  • What do you value from work now?
  • Do you need a flexible part-time option?
  • What would you compromise to get the right working conditions?
  • What supports do you need to transition back to full-time work? Do you have them?
  • Are you looking to transition to a new role or career?

Keep Networking

Who you know is going to be just as important as what you know when you re-enter the job market. But networking isn’t just about getting your foot in the door of a new opportunity. It’s also a chance to strategize.

By keeping up with the people in your network, you’ll know what’s happening in IT. You’ll hear more about the better places to work, what to expect from salary negotiations — and of course, about vacant positions.

Networking also includes reading. So, dive into industry and trade media to keep up with dier trends. Then, when you walk into your first interview back, it will sound a lot more like you never left.

Tailor Your Application and Transferable Skills

Today is not the time to send out 100 copies of the same resume. There’s a combination of huge pools of talent and far fewer opportunities to stand out in the process thanks to virtual recruiting.

As you apply for jobs that interest you, take the time to tailor your application to the role. Don’t worry if you aren’t a carbon copy of the job description. You can use transferable skills to make your application stand out.

Take the time to think about your skills and strengths and wield them to show recruiters what a strong candidate you are.

Consider Contract Freelance in the Meantime

Being stuck at home doesn’t mean you can’t re-skill and up-skill. Freelancing and remote learning are a great way to get this done. You can not only pick up new skills but put them to practice.

Plus, both options give you a chance to practice the skills needed for remote contract work, which was already growing before the pandemic.

 

Are you ready to get back out there and wondering if this is a good time to re-enter IT? RightStone is placing candidates like you right now. Get in touch to learn more about our current listings and how we pair the right client and candidate.

5 Soft Skills Essential for a Successful IT Career

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The IT industry wants technical skills and in-demand certifications. What candidates often forget, however, is the bonus presented by soft skills. 

Soft skills previously took a back seat to your professional expertise, especially if you offered a particularly hard-to-find qualification. Today, they’re not the core skills that get you hired. 

What are the most useful soft skills for a successful IT career? Here’s what RightStone’s top clients look for in a new hire. 

Communication 

We still think of IT roles as being highly technical. Part of your ability to do the job depends on your ability to communicate. From emails to proposals to leadership, your ability to communicate project parameters is at the heart of your success. 

Collaboration 

Twenty years ago, the right lone wolf developer could have the pick of any job. Today, employers look for developers who have both technical and collaboration skills. 

Being able to work with others is a core skill, particularly when you work remotely. Remote working requires you to work cohesively and allow room for creative thinking from all team members. 

If you can collaborate, you can get your product to market faster — and that’s what employers look for. 

Creativity 

Although learning in IT can be rote, you have the freedom to run once you get beyond the basics. Here, creativity can flourish, and employers look for creative problem-solving skills. After all, it’s not just your ability to create solutions that matter. You need to solve problems in a way that makes the most sense for your unique end users. 

Negotiation 

Your negotiation skills is a soft skill that not only helps you move up the career ladder but have practical day-to-day uses. You can negotiate with clients to coax them into solutions that make the most sense for their business. You can also negotiate with team members to help them make a deadline. 

And of course, you can negotiate your salary, project budget, and duties to help you win the job you want. Employers see your negotiation skills from the beginning, so don’t be afraid to show them off. 

Empathy 

Empathy is a skill that you need in any position if you want to work for, with, or in service of other people. Empathy not only allows you to work more closely with a team, but it can be your superpower by enabling you to take responsibility for yourself and your work. 

If you have empathy, more people want to work with you. 

Do You Have the Soft Skills Employers Want? 

Employers want to know about your experience, portfolio, and certifications. However, an impressive resume isn’t the only thing you need in a competitive job market. You also need the soft skills that employers want. 

After all, technical skills get a project started, but skills collaboration, communication, and empathy get the job done. 

Do you have what employers are looking for? Let us know. Click here to view RightStone’s jobs board. 

Promoted Over Your Peers? How to Lead a Team of Co-workers

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You got the promotion. It comes with new responsibilities and new benefits. However, it also comes with a unique challenge. As the victor, you now need to navigate a new landscape of leading your coworkers, including a few who wanted the job you got. 

The transition from peer to leader all depends on your first few weeks. Here are our best tips to manage your teammates. 

Get Reacquainted as  Leader 

You didn’t get tapped to lead the team because of a fluke. It was your skills combined with the vision that helped you get started. However, your coworkers may not have seen what your boss did. 

Rather than force a transition, ease into it by meeting with your team members and getting reacquainted. Let them know what you see for the seem and ask them for their input. 

Don’t forget to get and reaffirm your co-worker’s pain points. Now that you have the power to make changes, hearing their concerns and suggestions again may give you a new perspective. 

Earn Your Influence 

You were one of the team on Friday, and now it’s Monday, and you’re the team leader. Your team won’t follow your influence just because you had a title change. 

You won the role because your boss believed you would be a good leader. Now is the time to start showing everyone what you can do. Work hard, listen more than you talk, and start working on earning your influence. It will make the smoothest transition into management. 

Set Clear Expectations 

As a team member, you could go to Happy Hours, laugh at the water cooler, and commiserate with your colleagues. While there’s no ‘us’ and ‘them’ when you become a leader, you need to set clear expectations if you want to lead. 

You now need to figure out how to be approachable and friendly without compromising your impartiality. One of the best ways to do this is to be as clear about your work. Be honest about what you’re looking for, and give useful feedback. 

Being open and transparent will transform your colleagues into a team that emulates your influence. 

Be the Leader Your Boss Knew You Could Be 

Managing your coworkers can be awkward, but there was a reason you got the promotion. Your superiors believe in your ability to lead. And that’s just what you need to do. 

While some things do need to change, you just need to keep being you and be as willing to work for your coworkers’ respect as you were willing to work for the promotion. 

Are you looking for your next leadership role?

RightStone is placing highly-skilled candidates into IT leadership roles right now. Get in touch to learn how you could find your next position. 

4 Reasons Why You Should Consider Hiring Temp Workers

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Many hiring managers think they know the value temp workers provide. Some believe that temps are a thing of the past. In reality, temp workers are a core part of the U.S. workforce that may even be underutilized. 

Temp workers offer valuable skills, almost on-demand, and they do so without slowing down your business. The story of temp workers in the U.S. is a long one, and these essential employees have shaped the American workforce for the better in surprising ways. Do you need to scale your team? Here’s why you should consider hiring temp workers.  

Scale Up During Your Busy Season 

Whether you’re a ‘seasonal business’ or not, your industry likely goes through predictable peak periods where your teams are run off their feet. 

Hiring temporary workers helps you meet your needs during peak periods without worrying about paying the bills during your slower months. 

For example, you might choose to scale up before the holidays as clients prepare their sites for the season’s traffic. 

Get the Talent You Need During Short-Term Projects 

Do you have new or occasional clients who have unique needs? Taking on specialty projects requires an employee who offers those skills. But few can afford to hire these team members as permanent employees. 

Using temporary or contract workers means you can get the skills you need when you need them without worrying about finding something for them to do 365 days a year. 

Introduce Employees to Your Company on a Trial Basis 

More and more employers hire based on culture and personality rather than skills. Screening for culture isn’t easy. Moreover, even if you think the candidate is a great fit, they may decide the job isn’t for them a few months down the line. All of a sudden, you need to start the process over. 

Choosing the temp-to-hire route allows you to bring on new team members to experience the culture for themselves. The contract gives both of you an out at the end of the working relationship, which saves you from re-hiring a few weeks or months down the road. 

Save Money on Hiring 

Hiring a new employee is expensive. Back in 2015, Deloitte said the average company spent $3,500 on hiring a new employee. Given the talent shortage in IT and other industries and increase costs, you can expect it to be higher in 2020-2021. 

Working with contract employees saves your team from spending resources and productivity on finding one employee and gets you the talent you need faster. 

Ready to expand your team?

At RightStone, we know how vital temporary employees are in IT. We’ve helped change the game. Get in touch to learn more about how we place candidates with the skills and personality to help your business succeed. 

Ready to Expand Your Team? 3 Signs It’s Time to Hire

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As a business owner, you know that when you hire is as important as who you are. Adding a new employee too early or too late could derail even your best-laid plans. How do you know when it’s time to take the leap and put out the ad? These are the three signs it’s time to find a new helping hand. 

You’re Missing Out on New Opportunities 

You know you’re ready to grow your business, and prospective clients want to join in on the fun. However, you can’t find time in your production schedule or calendar to bring on a new client much less serve them well. So, you have to let them go, essentially handing their business to your competition on a silver platter. 

Missing out on new opportunities is a classic sign you need to hire. A new member of staff costs money, but they help your current team add value to every account and enable you to take on new ones. 

Your Top Performers Struggle to Meet Deadlines 

Everyone misses a deadline once in a while. However, when you reach a point where you’re paying overtime hours and your team still can’t pick up the speed on their turnaround times, then they may need the extra help. 

Hiring an extra pair of hands takes work off everyone’s plates so they can get the job done on time. 

You Need to Pitch In Every Day 

As a leader, you have a lot on your plate — like the fate of your business. You need to focus on big picture goals and management. If you’re not at the helm of your company, it doesn’t take long for a business to go off-course. Once it does, it could take months to right it again. 

While every leader should get involved in the day-to-day work, it shouldn’t dominate your schedule. Your team needs you at the helm, steering the ship. 

If you find yourself rolling up your sleeves and doing the legwork more often than not, then you could be in need of a new employee. 

Do You Recognize These Signs? 

Hiring strategically has as much to do with the timing as it does the candidate. If you are turning away business, watching deadlines fly by, and find yourself in the weeds, then you likely need to hire ASAP. 

Are you on the hunt for an extra pair of hands? RightStone can help. Get in touch to learn how the RighStone 360 process can help you get the candidates who will grow your business. 

Questions You Must Ask at Your Next Interview

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There’s one big job interview error that almost everyone makes. Do you know what it is?

It’s not talking too much or too little. The mistake has nothing to do with what you wear. No, one of the most pervasive misconceptions about job interviews is that the interviewer asks all the questions. On the contrary, an interview is a two-way street. Asking questions is the easiest way to demonstrate an interest in the role you applied for. They also help you assess whether the role and employer are right for you.

What questions get the best responses from interviews? Make sure you ask these questions at your next interview.

Questions About the Role

There are two types of questions you need to ask during your interview. The first relates to the role and the day-to-day responsibilities that come with it. These include:

  • Who do I report to?
  • What soft skills do successful people bring to the role?
  • What are the challenges of the role?
  • What did the past role occupant do to succeed?
  • How long did the last person to occupy the role stay in the position? Why did they leave?
  • What happens during a typical day?

The answers to these questions give you a good idea of what’s expected of you and what you can expect from the job itself. Not only will they help you distinguish the job from other roles, but they’ll give you something to think about if asked back for a second interview.

Questions About the Employer

Understanding your daily responsibilities is only have of the puzzle. As you know, the structure of the organization can help or hinder you in your job and down the road as you progress in your career.

What questions draw out the answers you need? Make sure you ask:

  • How would you describe the office/company culture?
  • What do you (the interview) like about working here?
  • How does the company promote employee and team development?
  • How does the role fit in with the company’s goals and vision?
  • How does the company evaluate success?

These questions help you identify the goals and values of the company and identify whether it’s a culture that suits your working style. You’ll quickly figure out whether the employer promotes from within, fosters talent, and prioritizes engagement without ever having to ask directly.

Interviews Go Both Ways

It’s a common misconception to think that a job interview places you and only you in the hot seat. For an interview to work, it’s important for you to interview your employer, too. You will learn far more about what they expect from you and the role, which gives you a better idea of whether you’re a good fit.

Are you looking for your next IT role?

At RightStone, we place candidates with clients that are right for you. Get in touch to learn how your next consulting job could be the start of a long-term relationship.

Career Spotlight: Software Developers

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Have you seen a lot of software developer roles open up lately? We’re not surprised. The Bureau of Labor Statistics expects the economy to add 284,100 software developer jobs between 2018 and 2028, making it one of the fastest-growing jobs available.

This month, we’d like to put a spotlight on software developers the backbones of software architecture. 

What does a software developer do, and could it be the right career path for you? Keep reading to learn more.

What Does a Software Developer Do?

Software developers imagine and then create applications that make businesses run. Some developers work on specific task applications but others focus on the core systems that underpin entire networks or devices. Either way, they produce the creative vision that directs the software from inception to completion (with maintenance in between).

On any given day, a software developer might:

  • Identify and analyze end-user needs
  • Design, test, develop, and maintain software
  • Create models to direct programmers in creating code
  • Document and record the application for future reference
  • Collaborate with programmers, engineers, and other specialists

How to Become a Software Developer

According to the Bureau of Labor Statistics, most software developers have a bachelor’s degree in computer science or a related field. While you don’t need a degree to be creative or to be a great developer, hiring managers do prioritize the skills taught in computer science programs. Developers with degrees find it easier to get hired and enjoy a higher earning potential.

In addition to understanding theory, you also need to know how to code. Even though coding isn’t a heavy part of your day-to-day activities, you know how to direct the programmers who do it on your behalf. Although there’s no ‘best’ language for developers, you will be more successful if you know multiple because you will use multiple languages in large-scale projects.

Your success as a developer goes beyond your technical skills. You also need soft skills like:

  • Analytical skills
  • Project management
  • Creativity
  • Collaboration
  • Problem-solving
  • Leadership

What about certifications? Are they required or simply in-demand? You might consider certifications like:

  • SAP Certified Development Associate – SAP HANA 2.0
  • Oracle Platform as a Service (PaaS)
  • Cloudera Certified Professional (CCP) Data Engineer
  • Certified OpenStack Administrator

Are You Ready to Take Your Career to the Next Level?

Software developers are incredibly in demand in cities around the U.S. So, if you like to think big and find creative solutions to meet end-user needs, why not consider a career as a developer?  Create a RightStone account and submit your resume to receive customized job alerts.

You Can’t Find the Right Candidate, Now What?

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You’ve been on the hunt for the right person to fill a desperately needed role for months or even a year. Is the right person out there? If they are, why haven’t you found them yet? 

When you can’t find your next hire, you may wonder what to do next. Should you settle for someone competent but not quite right? Review all the candidates you passed on already? 

As HR experts, we know how difficult finding the perfect candidate can be. So, we’re here with some expert hiring advice. 

Take a Second Look at Your Job Posting 

You have been through all your applicants twice and still no luck. There’s a chance that the right candidate is out there, but they aren’t applying because your job description doesn’t speak to them. Or maybe, your list of requirements scares them off. 

If you can’t find anyone after a few months, it’s time to reevaluate your job posting. Do you have a certification that’s hard to find and nice to have but not required to do the job? Is there something in there you could provide to the right candidate once they come on board? 

What about the job description itself? Is it long, difficult to read, and full of unnecessary details? Again, you could be scaring them away. 

Talk to your leadership, HR, and your recruiters to figure out what can change to help you attract the right candidate. 

Evaluate the Competition 

The IT skills shortage is now almost a way of life, but there are some companies that seem to win the right candidates every time. If you’re not one of them, it’s time to ask why because the answer isn’t always about money. 

If you have an in-demand position, figure out what your competition offers. You don’t always need to match it or beat it, but it will show you how to make your post stand out to the candidate’s recruiters are fighting over. 

Tip: Millennial and Gen Z candidates are more concerned about culture than salary. Many employers make their companies look like great places to work in their job listings. Does your post make your company an attractive place to work?  

Consider Upskilling Your Current Staff 

Why go through the hiring process every time you need a new skill when you could develop value within your existing team? If you need hard skills but can’t seem to find a cultural fit, then this is a great time to pick out and develop a qualified internal candidate. 

Finding the right candidate is never easy, but the IT skills shortage and the deep pockets of the competition can make it that much harder. That’s why it’s important to have great allies. Get in touch to learn how RightStone can help you find your next best employee.