7 Top-of-Mind Career Discussions Among Software Engineers

7 Top-of-Mind Career Discussions Among Software Engineers7 Top-of-Mind Career Discussions Among Software EngineersSoftware engineering talent is in tremendous demand. New crops of software engineers are graduating from college, and others are being cultivated through the self-taught route or by pursuing academic study. Today, programmers can find jobs that cater to their talents and passions on nearly every corner of the Internet. Naturally, that makes it either super-easy or super-difficult to find and retain good talent. Either a software engineer is comfortable at his job, or she is ready to take the plunge into new territory.At CareerDean, a career-minded QA site for software engineers, ongoing discussions exist about all elements of getting a great job as a developer and at succeeding at it. Weve seen questions that cater to the first-time job hunter as well as questions that face every single type of software developer. Here are some career discussions that affect software engi neers typically before their first job or about the lifestyle and culture of working for years at the office, and weve added some advice on how employers can handle these very common issues.Does degree or internship matter?A number of aspiring software developers want to take the fruchtmark Zuckerberg route. They firmly believe they can succeed in creating the next best thing, and they will drop out of school in order to show their commitment.But then they return to the job market, because it simply doesnt work out, and they wonder if theyre going to be penalized because they dont have a degree. Will you overlook their resume if they dont have a BA or BS?On a similar note, most software engineers recognize the value of internships. But some simply havent done any. Will they have a harder time finding a job?Employers can specify in their job listings if a degree is absolutely required. Job listings should also specify if prior internships are desired or preferred- or if everyone is o n equal footing regardless of internship or not. Perhaps it can be communicated as a bonus (bonus points if youve completed an internship.) This topic can also be broached during the interview, but it may result in far more resumes than you can handle if the job description isnt as specific. Value of Coding BootcampsThere are a plethora of developer bootcamps out there. These are intensive coding experiences that last weeks or even months that prepare developers for a career in software engineering. But can you truly be the cream of the crop with only a bootcamp under your belt?We hosted an AMA (ask me anything) with Dave Hoover, co-founder of Dev Bootcamp, who shared some insights on the experience that he created for aspiring developers. Many questions on bootcamps revolve around whether its an affordable alternative to college, if credentials matter when being accepted into one (or finding a job thereafter) or whether theres a stigma associated with software engineers who have mo re unconventional backgrounds.Bootcamps seem to be more popular than they used to be, and there are dozens of questions that address this type of educational pursuit.Do you prefer that your prospective employee attend a bootcamp? Communicate to them via job posting or in their interview that you value the unconventional educational path so that they are not intimidated. Successful NegotiationsSalaries for software engineers are all over the map. An engineer could be working for Google with a great compensation package and shares, or they could be working for a small to midsize company with an average or good salary, or they could be working at a startup for peanuts (and maybe a good equity package). Of course, they could also be working at a small to midsize company for peanuts and at a startup for an amazing salary (and equity) package. Theres no one-size-fits-all solution on salaries, but many online sources can (payscale.com) give a good indication of what an employee should be m aking.One of the most frequently discussed conversations revolves around negotiation, before securing the job, when dealing with low-ball offers or once your foot is already in the door. Developers wonder if they should be negotiating at all, negotiating with recruiters or if they should simply wait and go at it after theyve established themselves as solid contributors to the team.Employers can beipass the topic of negotiation by setting expectations early. Is there a salary range for the position? Give as much detail as possible so that prospective applicants know whether to apply or to pass. Of course, you cant eliminate the negotiation process entirely, but its possible that youll save some time.The Reality of OvertimeOne of the biggest discussions to date has been that of the myth of the 40-hour workweek. Is it a reality, or is it unattainable? In short, the answer depends on the type of environment the software engineer works in.Either it will be a corporate environment with ma ny developers and more structure, or it will be in the startup environment with very little structure and a lot of room to make a difference. Those who want to work fewer hours (a full-time 40-hour day schedule) should seek a more structured environment. Those who want to make a difference but who should expect to work longer hours would thrive by taking the startup route.Everyone starts off by working longer and harder, but over time, they establish a routine. Developers should expect to spend a lot more time initially when being on-boarded and learning more about the company culture and the code base.Not everyone thinks to talk about overtime in their job interviews, especially someone who is joining the job market for the very first time ever. New job seekers dont know what to expect and may not ask about company culture. As an employer you can give the employee a bit of insight into they will be working on and how long their workdays will be. You can also give employees access t o their future colleagues so that they can get a first-hand understanding of life at the office.Prejudice against WomenLets face it. There arent many female developers out there. A recent legal trial highlighted how much of a gender gap exists in technology and other male-dominated careers. Women feel that they cant be successful as coders because they are in the minority. This stigma extends to women who later become mothers. As a result, women shy away from becoming developers because they feel that they cant successfully navigate the career without some sort of discrimination in the workplace, be it harassment or by being paid less than they deserve.The best way to put female engineers at ease is to create a company that welcomes female engineers. Consider putting your resources where your corporate values are by supporting non-profit organizations such as Women Who Code. Become known in your industry for implementing equal salaries by publishing salary ranges in your job descrip tions.Dealing with FrustrationSoftware developers have a pretty challenging task. They are working on a problem that may take hours or even weeks to solve. That can be incredibly frustrating. If youre not a developer, think about it this way youre trying to build a house, and you cant get a square peg into that round hole. How do you build it so that it works? Programmers do get discouraged, and thats parte of the job. But its all about the challenge and the learning experience. When you do overcome this annoying hurdle, how much better do you feel?Often, this is a topic best navigated by the software engineer himself. But give emotional support to the developer. Having an office culture that lends itself to a bit of relaxation when the going gets tough lets the very frustrated employee know that he is valued. Small things like having a foosball table or even a punching bag can help. Organizational psychologists tell us that the color of an office space can have an impact on how peo ple feel when they work.Contributing to Open SourceDevelopers can build for their companies or their clients, but they can also contribute to the open source movement, which provides a universal license to software that is accessible to everyone globally without a fee. Some developers question whether contributing to the open source movement is worth it (and can it even help you find a job?), and others might be so devoted to open source work that they commit their working hours to it. Developer opinions are mixed in terms of whether open source has value or not. There are definitely those who are truly all about open source projects, but there are other coders who simply dont have time for it. Still, open source is a major topic that many developers broach, as it helps them secure or advance their careers.As an employer, you can be supportive of the open source movement. Give the employee confidence that participation in the movement is encouraged (some companies, especially Google , allow for 80 percent of company time for work and 20 percent for side projects that speak to their interests and passions), but be clear that you dont encourage it during work hours if the developer needs to focus on her work. The software development space is forever changing. As software development evolves, so too does the industry. But there are some underlying topics that continue to be top of mind in the industry that affect newbie developers and seasoned professionals alike, and if employers are mindful of these themes, it will make the job application process easier for not just the applicant but the hiring manager and employer as well.Tamar wangert is the Director of Marketing forCareerDean, a QA career community focused (for now) on software engineers. On CareerDean, anyone can share their job experiences with aspiring job seekers and those struggling in their current jobs. Its open to everyone and completely free.

Using Favorite Quotes as an Easy-to-Plan Ice Breaker

Using Favorite Quotes as an Easy-to-Plan Ice BreakerUsing Favorite Quotes as an Easy-to-Plan Ice BreakerThe easy-to-plan, meaningful quotes ice breaker has endless variations. It serves you and your audience well to break the ice with fellow participants and open up discussion on the topic of your training activity, meeting or team building session. To lead the meaningful quotes ice breaker, the facilitator must bring a quote to the meeting. The ice breaker is most effective if the quote relates to the topic of the meeting. A related quote will set the stage for later discussion. It will also get participants thinking about the topic of the session while you help them become comfortable talking with their fellow participants. The meaningful quotes ice breaker works well with groups who know each other and with groups of strangers. This is because no right or wrong answers exist - just the participants interpretations and opinions about the quote. This allows participants the complet e freedom to express their point of view and bedrngnis to experience concern that the other participants will find their ideas offensive or offputting. Sample quotes are provided after these steps to follow to use the meaningful quotes ice breaker. Meaningful Quotes Ice Breaker Steps Divide your participants into smaller groups of four or five people who are sitting near each other, or if participants are sitting four-five to a table as in many training venues, ask them to work with their tablemates. (In many settings, participants have just sat down, introduced themselves to the others at their table, and they dont take kindly to moving.)Tell the newly formed groups that their job is to think, as an individual, for a few minutes about the quote you give them and jot down musiknotes related to these questions. What does the quote mean to them? How does the quote relate to the topic of the team building session, training class, or meeting? Then, ask the participants to share thei r answers with the members of their group. The facilitator should ask questions such as How similar or different were your answers? Did anything meaningful occur for you during the discussion?After the participants complete their initial spontaneous discussion, ask the participants to share any thoughts or insights that highlighted their small group discussion with the larger group. Ask for a volunteer to start and lead a discussion for several minutes. Use the discussion as a segue into the opening of your session topic. This meaningful quotes icebreaker takes 10 to 15 minutes with the initial unstructured discussion that the ice breaker generates. Total time will depend on the number of additional questions that you ask the group to discuss as part of the debrief of the ice breaker. Applications of the Meaningful Quotes Ice Breaker Here are sample quotes and the training classes, team building sessions, and meetings in which you can use them effectively to break the ice. Plea se note that many of these quotes fit multiple categories. Use your favorite quotes and your imagination to make this ice breaker work for you and your groups. Here are more sample quotes that you can use in this type of ice breaker. Change or Change Management Session Everybody has accepted by now that change is unavoidable. But that still implies that change is like death and taxes it should be postponed as long as possible and no change would be vastly preferable. But in a period of upheaval, such as the one we are living in, change is the norm. -Peter F. DruckerBe the change that you wish to see in the world.-Mahatma Gandhi Commitment Individual commitment to a group effort - that is what makes a team work, a company work, a society work, a civilization work. -Vince LombardiYou have to know one big thing and stick with it. The leaders who had one very big idea and one very big commitment. This permitted them to create something. Those are the ones who leave a legacy. -Irving Kr istol Empowerment and Delegation Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity. -General George Smith Patton, Jr.The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it. -Theodore RooseveltThe great leaders are like the best conductors - they reach beyond the notes to reach the magic in the players. -Blaine dem wind abgewandte seite Excellence The companies that survive longest are the ones that work out what they uniquely can give to the world not just growth or money but their excellence, their respect for others, or their ability to make people happy. Some call those things a soul. -Charles HandyExcellence is not a skill. It is an attitude. -Ralph Marstons Goal Setting, Performance Development Planning, Clear Expectations A river has to have banks to be more than a pond. -Ken BlanchardObjectives are not fate th ey are direction. They are not commands they are commitments. They do not determine the future they are means to mobilize the resources and energies of the business for the making of the future. -Peter Drucker Motivation Management is nothing more than motivating other people. -Lee IacoccaThe only way to get people to like working hard is to motivate them. Today, people must understand why theyre working hard. Every individual in an organization is motivated by something different. -Rick Pitino Nonverbal Communication What you do speaks so loud that I cannot hear what you say. -Ralph Waldo EmersonThe limits of my language means the limits of my world. -Ludwig Wittgenstein gruppe Work and Team Building You will find men who want to be carried on the shoulders of others, who think that the world owes them a living. They dont seem to see that we must all lift together and pull together. -Henry FordNever doubt that a small group of thoughtful, committed people can change the world. Inde ed. It is the only thing that ever has. -Margaret Mead

A Look Inside The Creative Groups Recruitment Process

A Look Inside The Creative Groups Recruitment ProcessA Look Inside The Creative Groups Recruitment ProcessHave you shied away from enlisting a recruiter to help you find employment because youre elend familiar with the recruitment process? Did you know its perfectly acceptable to seek employment on your own and work with a recruiter at the same time?Working with a professional recruiter is a smart and effective strategy for most any job seeker. The recruitment process is not only easy, but its a much more personable approach than other job search methods. It allows you to engage with someone who will be working for your benefit.Teaming up with a recruiter requires no financial obligation, up-front work or commitment from you. And, along with offering free coaching and career advice, a recruiter can open the door to jobs you may not discover on your own. Heres a snapshot of The Creative Groups recruitment process.1. Why you should consider a recruiterWorking with a recruiter, especial ly one who specializes in your industry, has many perks. TCG recruiters frequently have backgrounds in the creative industry, so they truly understand your skill set. For you, that translates to job opportunities that are most relevant to your expertise and interests.Recruiters often have deep insights into the companies they work with. Knowing how a company operates, what the corporate culture is like and how the teams are structured gives them the unique ability to match candidates who will be comfortable there. Even when youre conducting your own job search, recruiters can give you a sense of the market youre targeting so you can tailor your search accordingly.Some firms work exclusively with recruiters. Having a close-knit relationship with companies allows the recruiter to know about positions that arent listed on the open market. Plus, companies that publicly post open positions often work with recruiters if theyre not attracting the right candidates.2. How the TCG recruitment process worksThere are several ways to make initial contact with a TCG recruiterSubmit a resume through our website.Respond to a TCG job posting.Connect via LinkedIn.Ask for a personal referral from someone you know whos already working with TCG.Once you make contact, TCGs recruiters will review your resume. Youll be called if youre a good fit for the job youre seeking, meet the requirements for any other open jobs or have a skill set thats commonly requested by TCGs clients.The next step in the recruitment process is a phone or video interview with a recruiter. During this conversation, youll talk about your work interests, list of companies youd like to work with, titles and roles youre open to, and salary expectations.Its crucial to be completely honest when answering all of unterstellung questions. If youre not sure what salary or hourly rate you should seek, the recruiter can give you some guidance based on your salary history and career progression. The Creative Group Salary Guide and Salary Calculator can also help you figure out what salary you should expect, based on your skills, experience and location.3. The interview processThe next step in the recruitment process is an interview with a client company. Your recruiter will prep you for the process by conducting research on the company - and suggesting you do the same - ?and filling you in on how many interviews to expect and how often. Your recruiter will also handle all negotiations and keep you updated on progress. Plus, he or she will have inside salary information on the companies youre negotiating with and can help determine a rate thats fair for both parties.The TCG recruiters goal is to get candidates into the right roles as quickly as possible. Even when you dont land a job right away, good recruiters keep track of strong candidates and may identify another great opportunity down the line.4. Starting an assignmentOnce you land an assignment, youll continue to be in touch with your recruite r to ensure things at your new job are going smoothly. Communication is the key to a great relationship with your recruiter. Ask him or her how often you should check in, and whether phone or schmelzglas correspondence is preferred.When working with TCG or any other staffing agency, consider these additional best practicesIf you find a job posting on another site, send a link to your recruiter and ask if he or she has a relationship with the company.When youre on assignment, communicate through the recruiter rather than directly with your supervisor if you need to discuss the parameters of the job placement.Keep your recruiter up-to-date if you develop a new skill after taking a course or working on a new type of project.Show up on time and do your best work, even if youd prefer to move on to a different assignment.5. How TCG prepares you for successThe Creative Groups recruiters invest a lot of time in preparing candidates for success, including resume and portfolio advice througho ut the recruitment process. As a TCG candidate, youll also be eligible for free online training courses to help you acquire new skills or improve existing ones. Tags