WE HELP SMART PEOPLE FIND EACH OTHER

Career Tip #1 – Managing Your Personal Brand (You Inc.)

“Personal branding is about managing your name—even if you don’t own a business—in a world of misinformation, disinformation, and semi-permanent Google records. Going on a date? Chances are that your “blind” date has Googled your name. Going to a job interview? Ditto.”

– Tim Ferriss

Put simply, personal branding is the art of establishing and managing your image and using it as a valuable marketing tool. Rather than marketing a product or service, your personal brand involves marketing yourself to potential employers, recruiters, clients, those within your career networks and the public. With the prevalence of online marketing and the digital world, your personal brand will need to be digitized and active across various social networking and media platforms to attract your desired audience. Even if you are not concerned about marketing yourself now, if you are active on social media and/or within the digital space (i.e. you have a Facebook account), you already have a personal brand that is visible to the world. Now you need to manage it.

Define Your Audience

The first step in building your personal brand is to consider your audience. Who are they? A typical recruiter will look at upwards of 500 resumes and 12 pages of LinkedIn profiles a day and corporate human resources professionals will screen dozens of resumes and profiles per day. You are going to need to stand out to get noticed. Think about what you want to say about yourself. Cheesy phrases like “James is a Java ninja” likely won’t make you stand out. Terms like this do little to add credibility and polish to your professional brand. Stick to the facts. If you are a Java Developer with 10+ years of experience leading scrums, say exactly that in your profile. When strapped for time, those are the headlines that recruiters and hiring managers are looking for in choosing LinkedIn profiles to view.

Social Networks – LinkedIn

With 500 million users worldwide and over 10 million active job postings, LinkedIn has surpassed Twitter in popularity and has rapidly become the #1 social media platform for career networking. Among its usership, the most connected individuals are those working within the staffing and recruitment industry and/or within the corporate human resources function. Recruiters and human resources personnel are the most well-connected individuals on LinkedIn. This fact alone means that those who act as gatekeepers to your next career move are most likely going to view your LinkedIn profile.

So what can you do about it?

Given that you are a) going to need to have an updated LinkedIn profile to get noticed by recruiters and human resources professionals and b) going to need to have an updated LinkedIn profile to apply for the 10 million+ active job postings that are available on LinkedIn, you are going to need to start taking this LinkedIn thing seriously. If you don’t already have a LinkedIn profile, creating one is your first step. Treat your LinkedIn profile as the online version of your resume but remember, having a LinkedIn profile does not necessarily mean that you are actively looking for a career move. If you are looking to make a career change, you can declare that on your LinkedIn profile. You can also add keywords to your profile to optimize it for the LinkedIn search engine (i.e. if done correctly, your profile will be displayed when recruiters and hiring managers are looking for someone with your skill set). Unlike your standard two to three-page resume, your LinkedIn profile is the perfect platform to showcase your accomplishments, publications, awards and recommendations. The more you utilize these features, the better able recruiters and human resources professionals will be to find your profile. Lastly, your LinkedIn profile should match your resume. If your LinkedIn profile shows conflicting information to your resume (i.e. different dates, timelines, titles, etc.), recruiters and human resources personnel view this as dishonesty and may disqualify you from an opportunity.

LinkedIn is so important that we are dedicating an entire future Career Tip on all the ways that you can optimize your profile. Come back in March!

Social Media Channels – Facebook, Twitter, Instagram, You Name It

Many of us think that LinkedIn is the only social channel where recruiters and human resources professionals do business. This is a grave misconception. According to CareerBuilder, nearly 70% of hiring managers screen potential candidates on social media before offering them a position and that screening includes Facebook, Twitter and other social media channels. In addition, there are a growing number of companies who use Google and other search engines to review everything in the public domain on a candidate before they make a hire. Even if you aren’t connected to your next potential employer on social media, there is a good chance they will be able to view your social media presence across many channels just by searching your name. Human resources professionals know all the tricks of finding your social media profiles – even if you think they are private.

So What Are Employers Looking For Anyway?

In the technology realm, it’s first and foremost about skill set, then culture fit and with any occupation, employers are looking for people who possess common sense.

Unlike LinkedIn, Facebook and Twitter are treated more like a reputation evaluation than a resume. Employers don’t usually expect candidates’ social media accounts to highlight their career accomplishments per se. If your social media accounts are all professionally focused, that’s more of a bonus than a prerequisite for most companies.

Human resources professionals, recruiters and employers mostly look to social media to measure the common sense and culture fit of a candidate. If your social media presence and personal brand don’t reflect well on a company’s image, you probably aren’t a good culture fit. It’s important to remember that social media presence is more about image and reputation than anything else. Most employers may for example be perfectly okay knowing that a candidate (or employee) attended a bachelor party and had a few (or many) drinks with friends, but they won’t be okay with seeing any inappropriate photos from the event on Facebook. Navigating this sentiment can be a bit tricky – this is where common sense comes in.

Although your personal brand should be exactly that, it needs to be appropriate for all audiences. A good rule of thumb is: anything your grandmother would raise an eyebrow to should not be on social media. For example: your grandmother is most likely okay seeing photos of you having a few drinks with friends. However, she may not be happy to discover photos of you passed out drunk on the dance floor. Recruiters and hiring managers have the same views. Keep it personal and true to who you are, but please portray an image that is appropriate and reflects your personal brand.

It can’t be stressed enough that distasteful images and status updates will surely lead to missed career opportunities. Some career disrupting content is less obvious. For example, candidates have been turned down from positions due to political tweets that didn’t align with the hiring company’s values.

Key Takeaways

  1. Personal branding is a must in the digital world we live in. If you have active social media accounts, you need to manage them. Go ahead and delete those questionable photos from your university days. Delete any status updates that are too political or offensive. Delete anything that portrays an image contrary to your personal brand. Be active, but be appropriate – think of your Grandmother.
  2. Utilize LinkedIn to it’s full potential. Create an account if you don’t already have one. Fill out every section – education, experience, skills, interests, accomplishments, recommendations, awards, publications, etc. In March, we’ll be diving into LinkedIn in a big way and showing you tips and tricks to make your profile stand out amongst the pack and rise to the top of the LinkedIn search engine so be sure to tune in then!

IT/IQ recognized on Branham Top 250 list

IT/IQ Tech Recruiters is pleased to announce the seventh consecutive year of making the Branham300 Top 250 list. IT/IQ is a leader in the tech recruiting industry. We are constantly adapting our business objectives to fit the hiring trends and knowledge of emerging technologies in the tech sector. The Branham300 shows the tech sector is making a 49% progress in Canada in the last decade.

The Branham300 is a list of the top performing and growing public and private Information Communications Technology (ICT) companies that are ranked by revenue, growth and new companies to Canada’s ICT landscape. The list is based on our assessment of innovation and long-term promise. Canada’s ICT industry accounts for 3.3% of the national economy and is the fastest growing sector compared to any other sector in the Canadian economy.

IT/IQ Speaker Series: Providing value to Consultants

We launched our Consultant Speaker Series in February, and have already hosted two speakers: Amelia Morales and Ashwin Maharaj.  Amelia walked us through the items to consider when transitioning from permanent employment to consulting.  Using her experience as a Project Manager and Business Analyst, she shared key insights on what makes a successful consultant – from determining your hourly rate to taking care of your own professional development.  Amelia spoke of the importance of developing a professional brand, and living that brand every day while onsite with a client.

Ashwin Maharaj, a local accountant who specialises in working with IT consultants, joined us to speak about the benefits of incorporation.  He helped us to understand the different levels of taxation, and the importance of knowing best practices for operating a personal services business.  We had a great Q&A session when Ashwin was asked about leveraging dividends, income splitting, and responding to CRA requests.

We’re dedicated to providing value to our consultants and candidates, and would like to thank Amelia and Ashwin for making our two first sessions a success. We’re already planning the next event, and would welcome your thoughts on upcoming speakers!  Would you rather hear about Vancouver market trends, business advice, career coaching, advice from an expert in your field, or an emerging technology?

We’d love to hear from you, and look forward to seeing you at an upcoming speaker event!

Join us at the BC Tech Summit & connect with innovators

We’re looking forward to the upcoming BC Tech Summit.  This event is focused on innovation, and is always a good place to come to best understand how quickly technology is advancing. Just wait until you see the amazing speakers that are on-deck!

The “Marketplace” is a great way to get to know entrepreneurs, innovators and experts!  We hope that you’ll drop the IT/IQ booth so that we can learn how best to support you and your innovation.

See you there!

IT|IQ Q1 2017 PULSE MARKET INTELLIGENCE REPORT

The Pulse Q1 2017_ITIQ Tech Recruiters_Page_01Ensure you’re in the know with the latest tech and hiring news – Download the latest report here!

IT|IQ’s Q4 Pulse 2017 Market Report showcases the latest tech industry news, interviews from sector experts and the hiring landscape across the specialist fields: Project Management Office, Infrastructure, Development and Data/ERP.

If you are considering a career shift, or are curious about the market outlook, reach out to one of our recruitment specialists, or review our active opportunities.

Molly Huber joins IT|IQ Tech Recruiters as Director of Recruitment

IT|IQ Tech Recruiters is excited to officially welcome Molly Huber to the team as Director of Recruitment.

Initially 8x10_mg_9624working as a consultant to further streamline internal recruitment training and onboarding processes, Feras Elkhalil, President, and Trevor Pidcock, Executive Director, Business Operations identified an opportunity to draw upon Molly’s recruitment management expertise.  By welcoming Molly to the team, IT|IQ has added a strong leader to assist with the organization’s goal of national expansion.

When asked about his new partner, Trevor remarked: “Molly has brought a fresh energy and a wealth of experience to our team. With her support and leadership of our recruitment team, I’m confident that we will be able to accelerate our expansion timelines.”

It is also the closing of an historic circle:

In speaking with Molly, she shared her thoughts behind her decision to join IT|IQ: “Feras and I started working together in recruitment in 2001. Feras was the Account Manager and I was a Recruiter. He provided me with constant guidance and mentorship from day one and it’s something I’ve never forgotten. Joining IT|IQ gives me the opportunity to build that same sort of partnership within the current team and really take things to the next level. I am truly excited to be joining a determined and hungry company on the brink of national growth.”

In turn, Feras shared his feelings behind his decision to invite Molly to join the team: “This is an incredible opportunity to connect with a true industry expert and a friend that I was fortunate to work with over a decade ago. Molly’s expertise will help our team to achieve scalable growth, and ensure our internal structures will support our vision.”

About IT|IQ Tech Recruiters

IT|IQ Tech Recruiters is a specialized recruitment and consulting firm focused exclusively on connecting top-tier organizations with tech professionals of the highest caliber throughout BC. As we strive to help smart people find each other, we are committed to providing the highest level of service with our team of 28 dedicated tech recruiters.

Our specialist approach incorporates all relevant Information Technology skillsets (PMO, Development, Data Management/ERP and Infrastructure) which are managed by dedicated Recruitment Practice Leads and their respective recruitment teams.

Our vision is simple:

To be the leaders in IT recruitment. 

[easy-tweet tweet=”Molly Huber – Recruitment Director at IT|IQ Tech Recruiters” hashtags=”#ITIQTeam #ITIQTech” url=”https://twitter.com/ITIQTech”]

IT/IQ Q4 2016 PULSE MARKET INTELLIGENCE REPORT

pulse-q4-market-report_itiq_candidate_page_01Ensure you’re in the know with the latest tech and hiring news – Download the latest report here!

IT/IQ’s Q4 Pulse 2016 Market Report showcases the latest tech industry news, interviews from sector experts and the hiring landscape across the specialist fields: Project Management Office, Infrastructure, Development and Data/ERP.

If you are considering a career shift, or are curious about the market outlook, reach out to one of our recruitment specialists, or review our active opportunities.

IT/IQ Q3 2016 PULSE MARKET INTELLIGENCE REPORT

 

Pulse Q3 Infographic - Candidate_V2_Page_01Ensure you’re in the know with the latest tech and hiring news – Download the latest report.

IT/IQ’s Q3 Pulse 2016 Market Report showcases the latest tech industry news, interviews from sector experts and the hiring landscape across the specialist fields: Project Management Office, Infrastructure, Development and Data/ERP.

If you are considering a career shift, or are curious about the market outlook, reach out to one of our recruitment specialists, or review our active opportunities.

 

IT/IQ Q2 2016 PULSE MARKET INTELLIGENCE REPORT

ITCandidate Pulse Q2 - FINAL_Page_1/IQ is pleased to announce the availability of the Q2 Pulse 2016 Market ReportDownload a free copy today!

This quarter’s report summarizes the trends that have impacted employment for IT professionals in the Vancouver market in 2015, and discusses some of the factors that may affect hiring in Q2, and 2016 in general.

Our objective is to provide IT professionals with enough information to make the important decisions around their career options, and The Pulse is just one example. If you are considering a career shift, or are curious about the market outlook, please don’t hesitate to reach out to one of our recruitment specialists, or review our active opportunities.

VISIT IT/IQ AT THE #BCTECH SUMMIT AND WIN AN IPAD!

If you’re planning on attending the inaugural #BCTECHSummit next week, you’re probably just as excited as we are! Not only is this two-day event celebrating and highlighting some of the biggest names in the Vancouver Tech scene, they’ve also organized a star-studded list of speakers to discuss the issues and latest innovations impacting the IT sector. Events like this don’t come around every day, so we jumped on the opportunity to sponsor this showcase conference.

“…we’re thrilled to be the only agency representing the IT recruitment industry…”

If you’re planning on attending, make sure you stop by the IT/IQ booth (#204) – we’re thrilled to be the only agency representing the IT recruitment industry, rubbing shoulders with some of the brightest names in the local tech sector. And while you’re popping by to say hello, make sure to enter our draw for an iPad Mini 4!

Learn more about the #BCTECHSummit at www.bctechsummit.ca!