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No matter how you slice or dice it, failure is an inevitable part of life. Maybe your job interview didn’t go so well. Maybe you’re not getting any calls from hiring managers and employment agencies. Maybe your social media posts came up in an interview that you think lead to your rejection.

As a job seeker, you need to brace yourself for your share of failures. If you’ve yet to experience any, you’re either incredibly lucky, still starting out, or not taking enough risks. Failure should be a natural part of the job-hunting process. It means you’re going out of your comfort zone and pushing yourself.

But what matters more is how you recover from failure, which can be the setup for your next great success. Below are four mindsets to adopt to do that properly.

  1. Own Up to Your Mistakes

Steve Jobs said, “Sometimes when you innovate, you make mistakes. It is best to admit them quickly, and get on with improving your other innovations.”

More often than not, you will know when you make a mistake before other people do. But rather than hiding it, admit your mistake. Naturally, you’ll want to voice out what happened, but there’s a difference between doing that and making excuses.

More importantly, you should create a plan to learn from your mistake and prevent the same thing from happening again in the future.

  1. Treat Failure as a Lesson

The most proactive approach anyone can have when it comes to failure is to treat it as a learning experience.

Although there won’t always be a single root cause to your failure, what you can do is identify as many factors behind it as possible. You can expect the reasons to be internal at times and external in others. Sometimes they’ll be absolutely random. In any case, you need to understand these reasons if you want to learn anything from the entire experience.

  1. Commit Yourself to Try Again

Perseverance in the face of failure is what separates successful people from the rest. The only problem is: Can you summon the willpower to overcome your emotions and try again?

Answering this question means being honest with yourself. If it’s no, go back to the drawing board and try something else that will fire up your motivation.

If it’s yes, then stay the course, keeping in mind the mistakes you made to avoid repeating them.

  1. Make Changes

Once you’ve identified the reason – or reasons – for failing, you need to make the appropriate changes to ensure it doesn’t happen again. It could mean changing something in your resume, changing a bad habit, or going to your next interview more prepared and equipped with the right information to impress the hiring manager.

For more job search tips and tricks, talk to a top executive recruiting firm in San Diego by reaching out to Integrity Staffing Professionals. Contact us today at 805-482-8700 to learn more.

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These days, it seems there’s an app or piece of software for virtually anything you need or want to do. And chances are, you’ve run into some kind of problem while using them.

When this happens, where do you go? Tech support is probably what comes to mind. Yet interestingly enough, many organizations fail to identify the symbiotic relationship support and development have with each other in terms of workforce management.

A study commissioned by Atlassian with HDI, the largest association for technical support professionals, shows some telling results:

  • 73% of tech support want more involvement with development
  • 32% don’t share knowledge articles between support and development teams

Below are a number of reasons to strengthen the link between support and development.

  1. Bug Identification and Triage

Although IT support usually comes in after software deployment, your organization stands to benefit from support’s continuous involvement in the building process right from the very beginning. After all, support’s role of interacting with end users to fix issues gives them unique insight on the impact of software on target users.

By keeping support involved in development, you now have a direct link between your end users and developers. Tech support can also triage support tickets to prioritize the most serious affecting customers, helping developers zero in on the most important bugs.

  1. Better Identification of False Alarms

Developers can save themselves the trouble of solving unsubstantiated reports from end users, of which support knows there are many. Support can take care of separating the wheat from the chaff, forwarding issues of real concern to developers for them to fix.

For example, ‘customer A’ may report problem with an application, claiming it doesn’t work when connecting to his home connection. The app notifies him to install a certain component software, even if it’s already been installed and reinstalled.

The support agent troubleshoots the issue and finds out the problem is specific to the customer’s Internet connection after failing to duplicate the issue on the agent’s computer.

Tech support professionals know this scenario all too well. Problems such as these aren’t problems with the application itself, which means developers need not be involved.

  1. Placating End Users

When end users actually identify legitimate bugs, they naturally want it fixed ASAP, which can be a problem if developers need time to get it done. Support plays a vital role in engaging and placating end users, making them understand the challenges faced by the development team and the reason for the delay.

Support also has the important role of setting expectations for issue resolution, a crucial task in this era where social media can make or break a brand.

For more workforce management pointers, talk to the San Diego IT recruiters at Integrity Staffing Professionals. Follow us on Facebook and LinkedIn to get more tips similar to these.

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For the most part, the jobs market has been kind to IT professionals, with data from the U.S. Bureau of Labor Statistics showing a 3.1 percent increase in IT employment in 2015. In Computerworld’s IT Salary Survey 2016, 44 percent of tech respondents plan to increase their workforce this year.

Things are also looking up for IT salaries, with respondents in the Computerworld survey reporting an average salary increase of 3.9 percent for IT pros, the highest pay hike they’ve observed since 2001.

But pay increases vary between IT specialties, with some niches seeing higher growth than others.

CompTIA senior VP of research and market intelligence notes, “The competition for some niche skills is driving up salaries for those positions. In some areas for some skills there are rapid gains; in other areas the gains are more modest or flat.”

In this article, we’ve put together a list of the top three IT specialties seeing the largest bumps in pay this year.

  1. Cloud Computing Specialists

According to Computerworld’s Forecast 2016 report, several companies are seeing a mass exodus of enterprise systems and applications to the cloud. As more organizations embrace this change, the demand for cloud computing specialists in IT continues to grow, which in turn has propelled salary growth.

Computerworld’s report cites a 4.8 percent bump in pay for cloud specialists this year, much to the delight of professionals in this niche. And this figure is likely to increase even further, with 48 percent of survey respondents planning to up compensation for cloud experts this year.

  1. App Development

As enterprise IT shops continue to need back-end software to keep operations running and front-facing apps for customer engagement, the demand for application developers continues to grow as well.

This, in turn, has driven higher premiums for experienced application developers, with Computerworld’s survey respondents citing a four percent increase in pay for professionals with proven skills.

  1. General IT

General IT professionals may seem out of place in a list of specialists, but the numbers don’t lie. General IT pros who took the Computerworld survey report a pay increase of 3.9 percent in 2015. And 20 percent of IT managers who took the survey plan on bringing in more IT generalists.

The reason is simple. Small to medium enterprises who don’t have a need for niche experts (at least not yet) or who don’t have the resources to pay specialists want people who can handle a wide variety of IT tasks.

Get more employment trend reports and workforce management tips from the staffing services experts of Integrity Staffing Professionals. Contact a leading IT recruiter in San Diego today at 805-482-8700 to know more.

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In an industry where top IT talents are in short supply, beating other organizations to the punch can be critical to protecting your company’s interests in the future. But the real problem isn’t just about hiring fast, it’s also about recruiting talents with the right set of skills for the future.

The Challenges of Hiring Top IT Talent Today

There’s a growing problem of the supply of top IT talent failing to keep up with demand. The combination of stricter immigration policies and lagging number of STEM graduates relative to available jobs has lead to a clear shortfall.

According to Brian Kelly, editor and chief content officer of U.S. News, “Despite significant public and private investment, we are still not developing an American STEM workforce to fill the jobs in the future.”

The Accenture Technology Vision 2016 report echoes this sentiment, saying, “The real deciding factor in the era of intelligence will be a company’s ability to evolve its corporate culture to not only take advantage of emerging technologies, but also, critically, embrace the new business strategies that those technologies drive.”

Employment agencies can only do so much in terms of recruiting future-proof talent. Your entire company has to be engaged in the process, taking into consideration the following factors.

  1. Recruiting Must Be a Top Priority

Recruitment has to be your company’s TOP priority today.

It means treating candidates as VIPs and taking a more hands-on approach to the hiring process.

It also means having a functioning talent pipeline, which, according to a 2016 CIO Executive Council (CEC) IT Talent Assessment Survey, only 11 percent of IT leaders with real hiring influence actually have.

  1. Recruit for the Future

Companies must pay attention to IT trends and technological developments to imagine a workforce based on their future needs. For example, the rise of automation might result in the displacement of certain skills, so you need to anticipate the need for automated machines and human labor to work together.

  1. Upskill Your Workforce

Your existing workforce also has to acquire new skills, which in turn will help you identify potential skills gaps when hiring candidates. This will prove crucial, given the difficulty of quickly developing a requisite workforce once a new technology hits mainstream use.

  1. Always Measure Your Recruitment Efforts

How many interviews does your company conduct before closing a candidate? How long does it take (on average) for candidates to start working after the offer?

Answering these questions will help identify potential problems in your recruitment system. For example, you may find one hiring manager has an unusually high rate of refusing candidates, which you can then act on.

For more recruitment and workforce management advice, talk to the experts of Integrity Staffing Professionals. Contact a leading IT recruiter in San Diego today!

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Posted by & filed under Consulting, Leadership.

“That meeting was a complete waste of time.”

It’s common for people to not have a proactive attitude on meetings. Why would they, when so many meetings seem useless and ultimately accomplish nothing, except perhaps to take your team’s time away from more important matters?

Do yourself, and everyone else, a favor by using these points to help rethink your strategy when running meetings.

  1. Is the Meeting Really Necessary?

Before deciding to call a meeting, ask yourself the following questions:

  • Is the meeting absolutely necessary?
  • Is it something that can’t be done through an office-wide memo or email?
  • Do you really need everyone in the team to be present in the same room?
  • What’s the best time to hold a meeting without causing too much disruption to your team?

Most managers just call a meeting without thinking of these things because it’s easier, even if it’s obviously inefficient.

  1. Send Relevant Documents Ahead of Time

If the meeting’s agenda is to review reports, spreadsheets, and other materials, you can save time by sending these files to attendees ahead of time. This way, they no longer have to review the materials in question while in the meeting. In other words, it guarantees that everyone in the meeting is prepared and on the same page.

  1. Consider Phone Calls and Video Conferencing

True, there are times when face-to-face meetings work best, but how many meetings in your company’s history could have been done via telephone or a video conference? Both options are cheaper, save more time and help minimize idle chatter.

  1. Dispense with the Devices

It’s bad enough that emails, text messages, as well as Facebook and Twitter posts vie for your attention on regular workdays, so it only makes sense to tune these out when in a meeting. You’ll thank us when you realize just how much time you’ll save by simply going device-free.

  1. Limit the Number of Attendees

You can only imagine what a nightmare it must be to exchange ideas in a room with more than 20 people. By making sure only the required number of employees join the meeting, you increase its likelihood of ending sooner, and those who don’t need to attend can continue working on other things. Having multiple opinions in a meeting helps, but you’re eventually going to cross a point of diminishing returns. As the saying goes, “Too many cooks spoil the broth.”

Get more workforce management tips like these from Integrity Staffing Professionals! With more than 50 years of experience assisting companies manage their teams, we can help make your company’s operations faster and more efficient. Contact us at 805-482-8700.

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