January 16, 2013 by Kayla

Professionalism in the Workplace

Last Friday in our LA office,  I gave a presentation on an article I read off Monster featuring 10 common traits that project a professional employee.  The topic is current to our office as we continue to expand and are happily joined by our newest LA members: Mike Bishop and  Bennett Florence.  As a startup ourselves in 2007, Talener has seen many changes and grown over the last six years (and continues).  

As I described the following 10 common traits for a professional, the office discussion the importance of each trait, what we already do to foster it and where our weakness are for future improvement.

10 Professional Characteristics:

  1. Competence.
  2. Reliability.
  3. Honesty.
  4. Integrity.
  5. Respect for others.
  6. Self-Upgrading (currently working on). 
  7. Being positive: a trait Talener employees exhibit strongly and provides to our candidates. 
  8. Supporting others: another trait we provide everyday here at Talener. 
  9. Staying work-focused.
  10. Listening carefully:  everyone agreed this is a very critical trait to our success. 

The idea is these points show the various factors that attribute to one’s positive reputation.  We also discussed how trying to obtain these traits will benefit not only our success, our candidates’ success but also our increased self-worth as an individual working with others.  

 

By: Amy Lee Quarles

August 27, 2012 by Mike Dsupin

How much should I make if I am a Consultant and I convert to a Full-time Job?

Like it or not, here’s what you’ll likely make if you are a consultant and plan on converting to a full-time  job or vice-versa.  

 Consultant to Permanent Conversion Scale

Consultant Hourly Pay                                                                   Full-time Employee Pay

$25 per hour                                                                                                      $40,000

$35 per hour                                                                                                      $50,000

$40 per hour                                                                                                      $60,000

$50 per hour                                                                                                      $70,000

$60 per hour                                                                                                      $80,000

$65 per hour                                                                                                      $90,000

$70 per hour                                                                                                      $100,000

$75 per hour                                                                                                      $115,000

$80 per hour                                                                                                      $120,000

Variables to Consider for a Consultant:

Length of contract, Temp to Perm, Work from home, # of hours per week, Overtime, Technology, Client

When was the contract signed, different Market Conditions?

W-2 vs 1099 (Taxes need to be paid by company or individual 6.2% SS or 1.45% Medicare of Gross Pay)

money

Think like a consultant:

160 hours per month (2 weeks vacation, 9 holidays, 3 sick days, 10 days to find a new job), so to figure out what the candidate would earn in 1 year of consulting, probably multiple (Rate * Hours per month * 10.5/12 months)

Cost of Benefits, $500 to $1,000 individual or $1,000 to $3,000 family

Talk to accountant about write-offs, filing taxes, etc

Rules of Thumb:

Once a consultant, always a consultant

Consultants make more $ than a fulltime employee

Fulltime employees converting to contract roles worry about Benefits, Stability and Taxes

Big Companies hire Consultants

April 10, 2012 by Ashley Herron

Michael Dsupin’s Guest Post on RecruitingTrends.com: Leveraging Social Media and Social Networks for Effective Technology Recruiting

Talener Group CEO Michael Dsupin wrote an effective guest post for RecruitingTrends.com about Leveraging Social Media and Social Networks for Effective Technology Recruiting

In it, Mike stresses the need of recruiting professionals to adopt and execute a social media strategy as well as the need for candidates and recruiters to be aware of privacy settings on various social media/networking sites and be sure that all parties are comfortable with it’s use for recruiting purposes.

If you can’t see the link above, here it is again: http://www.recruitingtrends.com/leveraging-social-media-and-social-networks-for-effective-technology-recruiting

Let us know what you think!

March 29, 2012 by Ashley Herron

FOX Business’ Kathryn Tuggle asks Talener CEO Mike Dsupin about “..Tricky – and Illegal – Interview questions”

In an article that posted to FOX Business today, writer Kathryn Tuggle explored “How to Answer Tricky – and Illegal – Interview Questions” and she asked Talener CEO Mike Dsupin for his input.

Mike acknowledged that it can be difficult for non HR hiring managers to realize when a conversation may turn from trying to find a common ground into potentially illegal territory.  Mike said “Interviewers are looking for a person’s ability to shift gears and how they handle tricky questions. An interview is about finding common ground with someone and that’s a good thing. But lines get crossed, and if you’re looking for a job you have to be prepared for certain things.”

The main thing to remember is that whatever happens with your interview and whatever questions you may get asked:  Know yourself, know your resume and be ready to answer everything that comes your way honestly.

What are your thoughts and experiences with interviewing or being interviewed?  Let us know in the comments or tweet @TalenerGroup

(If the link to the article above doesn’t work, here is the URL: http://www.foxbusiness.com/personal-finance/2012/03/29/how-to-answer-tricky-and-illegal-interview-questions/)

March 15, 2012 by Rashida

Why companies are in need of Mobile Developers

Today’s presentation is going to be on the growth of the mobile industry as a whole, and as a result, the growing need for mobile web developers.  The mobile industry’s growth in the past few years has been explosive.  More people now than ever are using mobile devices to browse the web, consume media, social network, and download and use apps.  As more and more people own smart phones and the growth of public Wi-Fi connectivity increases and high speed networks improve, more companies will be forced to develop mobile websites and applications to keep consumers engaged.  Additionally, this has fueled the growth of many mobile focused startups such as Flipboard and Foursquare.  As mobile growth has exploded, it has changed not only the way people interact with the web but also how they shop.  Mobile usage will continue to increase in the future and create tremendous opportunities for advertisers, publishers and most importantly, mobile website and application developers.

Almost 42% of all the mobile users, or about 98 million subscribers in the United States, use smartphones.  There are over 400 different smartphone devices, and the leaders of the industry are Google with their Android platform, taking almost half the market share in the US, with Apples IOS taking about 30%.  The total number of smart phone users continues to rise year over year, with last July being the first month ever that the number of smart phones purchases exceeded all other mobile purchases, and by the end of last year almost 60% of all mobile devices bought were smart phones.  There is no reason to believe that this trend will slow down anytime soon, and smartphones will eventually become the new standard. 

Mobile users engage in a wide variety of activities, from surfing the web and accessing social networking sites, to shopping and downloading content.  Nearly twice as many smartphone users are downloading and playing games compared to last year.  Streaming online music or radio is the third fastest growing activity among smartphone users and App downloads are up 53%. Companies and Brands are recognizing the importance of this new growing trend and trying to capture their share of the market by creating mobile websites and mobile applications.  Mobile websites are different than traditional websites in that they are specifically designed to be viewed and interacted with from a smartphone device.  

For many technology and internet companies, more traffic is starting to come in through the mobile avenue vs. the traditional web.  For example, Twitter’s mobile traffic is up to 55% and Pandora is up to 60%, and Facebook is seeing the same trend where about 350 million of its 800 million active users access the site through mobile channels.  Similarly, Groupon reported in December that nearly a fifth of its vouchers sold were via mobile channels.  More companies are being forced to create mobile websites in an effort to not to miss out on this growing opportunity.  A study last year found that 61% of mobile users won’t return to a site if they have trouble accessing it from their phone, highlighting how important it is for companies to build out clean and intuitive mobile websites and the need for developers specializing in mobile languages such as WML and XHMTL.

In addition to the growth of mobile websites, the mobile app market has been exploding as well.  A study found that iPhone users had an average of 44 apps and Android users had an average of 32 apps.  YouTube was the top app for the iPhone, followed by Google Maps, Facebook, and Yahoo!  Other top apps include popular games such as Angry Birds and Words with Friends.

 But the top apps were always changing, with new apps becoming popular every day.  This is great news for mobile web developers, as the constantly shifting and dynamic industry is always creating new opportunities for the next big bright idea.  With the success of Twitter, Yelp and Zynga, Venture Capitalist firms are seeking to fund multimillion dollar deals with mobile app focused companies such as Instagram, Foursquare labs, and Flipboard.  Developers specializing in Objective C, HTML +, JavaScript, and java will be in high demand as mobile focused startups continue to spring up.  Comparison shopping engine PriceGrabber.com had to outsource the development of its mobile website to a company that specializes in building mobile websites, because it had a lack of in house developers and couldn’t find the developers in time.  So this shows that internet companies are quickly looking for experiences mobile web developers that Talener can help recruit. 

For a look at the presentation click the link below:

Why companies are in need of Mobile Developers

March 6, 2012 by Ashley Herron

Mike Dsupin’s Comments featured in “12 Ways to Make Your Online Profile Work for You”

Hello there!

Check out Talener CEO Mike Dsupin’s comment heavily featured in this PC World article: 12 Ways to Make Your Online Profile Work for You.  The same article/story was picked up by IT World as well. In case you can’t click on or view the link, here is the URL: http://www.pcworld.com/businesscenter/article/250858/12_ways_to_make_your_online_profile_work_for_you.html

Let us know what you think!

 

 

January 31, 2012 by Mike Dsupin

Candidate Feedback Tool

CANDIDATE FEEDBACK

With a very aggressive job market for Software Engineers, it is easy for a candidate to confuse interviews, companies, jobs, etc.  Here’s a series of questions that we ask our candidates after they complete interviews from us that we hope you find it a useful tool.

Immediate questions to answer after the interview

1)      First impression of the interview, how did the interview go?

2)      How did you do in the interview?

3)      How long were you there?

4)      Who did you meet? (Names and Title)

5)      What did you talk with those people about?  What questions did they ask you?

6)      How did you handle the questions?

7)      How did they describe the job to you?

8)      What questions did you ask them?

9)      What technical questions did they ask you specifically and who asked you those questions?

10)   How did you leave things off when you left?

11)   What do you think of the job, people, company, technology?

12)   If they are interested in bringing you back for another interview, would you be interested in going back for another interview?

13)   What questions do you still have about the job, the company, the team, the technology, the future?

14)   Do you want the job? What did you like specially about the position

Comparison Time:

Activity: Keep a List/Spreadsheet.  Activity can mean interviews, places you’ve sent your resume to, friends who you’ve given your resume to, etc.

Past, Present, Future (Not yet schedules, but companies that you are interested in and have received some level of response)

What other positions have you interview for past and present? What are the interviews do you have scheduled?  What other companies are you waiting to hear back from?

Rank: What’s your #1 Job and why?  What’s your #2 and why? Etc.

1)      How do the new jobs compare to your current role or the prospect of staying on the Market?

2)      Compare:  $, Location, Technology, Growth path, Team, Company, Role

 

Process:  

1)      How many interviews have you had with each company?

2)      What needs to happen to schedule another interview?

3)      What needs to happen to make an offer?

4)      Do you have your references?

5)      Will you pass a background check, drug test, pre-employment test?

6)      Have you spoken to your significant other about your new job opportunities?  How would a new job affect your life? (Benefits,  Working Hours, Commute Time and Cost)

Offer:  More is always better, but:

1)      What is your ideal offer?

2)       How are you going to negotiate with the client to get to that number? 

3)      What is acceptable? 

4)      What will you definitely turn down? 

January 26, 2012 by Ashley Herron

CNNMoney/FORTUNE Article – Can you snag a tech job with training alone?

Continuing his media blitz, please see the CNN/Money article featuring a quote from Mike Dsupin towards the end.  As usual, please read it, share it and let us know what you think!

Link to the article is here:http://management.fortune.cnn.com/2012/01/26/can-you-snag-a-tech-job-with-training-alone/?section=magazines_fortune

Enjoy!

January 11, 2012 by Mike Dsupin

Resume Builder, Template

Lots has been written about how to write the best resume and be most attractive to potential employers, however after 16 years of experience in the business, I thought that I would share with people what I think a good resume should look like, what type of content should be in there, format, etc.  Attached is a document that will hopefully get your resume some better reviews and more interviews and more offers.                                  Resume Template Guide

Resume Template:

Name

Address

Contact Information

 

Objective: To keep your resume to 1, max 2 pages

 

Technical Skills:

-          Languages- Should be your strongest to weakest, but relevant

-          Databases- If you post a technology, you are considering yourself an expert for your level

-          Other- Areas of interests

 

Experience:

 

Date- Present, Name of Company, Title

-          Verb, Length of this section dependent upon your tenure

-          Verb, Should be accomplishments only

-          Verb, Under sell on your resume, over sell in the interview

-          Verb, Maximum of 4 lines per most recent job

 

Date- Date, Name of Company, Title

-          Verb, Should only be the relevant skills that you acquired that are applicable to new job

-          Verb, Just speak of the things you are most proud of

-          Verb, Eliminate periods, for these are not sentences

 

Date- Date, Name of Company, Title

-          Verb, less than what you wrote for the most recent 2 positions

-          Verb, Keep going back to when you graduated from College or Relevant experience

 

Date-Date, Name of Company, Title

 

Education:

-          College, Date of Graduation

-          Major or Degree, GPA (If above 3.0)

 

Certifications:

 

No Hobbies: They are not cool, rather strange

 

Look at all the room that is still left on this page

Amazing!

It is okay to have different versions of your resume, just be consistent.

January 10, 2012 by Mike Dsupin

2012, The Year of the Technology Professional @ Talener

2012 should be a great year for many people, industries, but if you are a Software Engineer, Web Developer, Product Manager/Project Manager, 2012 is shaping up to be extremely special for you.  At Talener, we are calling 2012, the Year of The Candidate.  Here’s what we are planning on doing better for our candidates:

1) Introduction Call- When we call a candidate or send them an email for the 1st time, we want to make it clear that the reason why we want to meet you is to best represent you to our clients.  It’s not a fashion show!

2) Interview at Talener- Our goal is to get you out of our office in 30 minutes and get you back to your job without taking up more than your lunch hour.  Who can’t afford to miss 1 lunch?

3) Use Social Networks to communicate effectively with you.  Whether you like Facebook, Google+, Twitter, Texting, IM, let us know and we’ll get our message to you.  Email was cool in 2001, but not anymore.  Take advantage of our team that is always available to you.

4) Your resume- We know what people are looking for.  Use our resume guide and make it impossible for a Manager/Human Resources Department to disqualify you.  Under sell on paper and over-perform in the interview.  Resumes get you disqualified, not hired.

5) Phone Interview with clients- We know they are nothing more than a way to weed out the weak, so we’ll better prepare you to make the most of that 20 minute call.

6) Preparing you for your Interview- something that we do extremely well.  Our clients want to hire through us.  We have a ton of knowledge that we are ready to share with you.

7) Feedback- You want it, you need it.  We’ll get it and give it to you in a timely manner.

8) Getting you the Best Offer- Not very easy.  You want us to negotiate every aspect of the offer: Salary, Bonus, Review, Vacation, etc.  Nothing is off limits.  Every offer is negotiable.  We’re here to help make that happen.

Talener believes that we have more to offer a candidate.  Contact us to get into a new job/contract in 2012 ASAP!  We’re waiting for you.