June 25, 2017

The Top 7 Things Employers Look for in IT Contract Work

Considering a switch to contract work as an IT consultant? You’re probably curious about how you can increase your likelihood of landing great, fulfilling projects repeatedly. We’re glad you asked. At ISG, we’ve spent nearly three decades helping IT consultants deliver incredible service to satisfied clients, and we’re confident we can help you do the same. Whether you’re interested in working with us for placement or you’re looking to strike out on your own, make sure you’re prepared by knowing the seven things employers look for in on-site IT contract consulting work today. Specific Skillset As a consultant, you’re required to have job-skill expertise. There’s a lot to know in the IT world and clients usually outsource to a consultant with a precise skill set who will complete a specific, time-bound, IT-related task. Perhaps the people you’ll work with don’t share your depth of knowledge or perhaps you’re the final puzzle piece in a team of similarly skilled professionals. Either way, you must be an expert in your field. It’s best to assume that your skillset will be comprehensively tested prior to project consideration.   Industry Experience Savvy companies understand that industry experience is the key to seamless contract work. Not only does your experience lead to better client communication due to your shared terminology, it also helps your clients realize a more competitive solution because you can quickly identify their nuanced positioning – and you already understand industry politics. In addition, leading IT consultants work with multiple tools and […]
May 1, 2017

Emotional Intelligence: How To Evaluate This “X Factor” In Candidates

Emotional intelligence is the ability for individuals to recognize their own and other people’s emotions, to distinguish and understand feelings, to use emotion to guide thinking and to manage those emotions to adapt to an environment or situation. A term coined by psychologists, emotional intelligence (EI) has gained traction in the field of recruitment, and the reason is simple. EI encompasses social skill, motivation and empathy, as well as self-awareness and self-regulation. People who possess these qualities work well with others tend to be natural leaders. Beyond just skills, experience and “book smarts,” many savvy recruiters are factoring EI into their hiring processes. While this can take some extra thought up front, the payout is in an employee who not only grows with the company, but also helps take it to the next level. It can be tempting to take shortcuts, but standard personality tests are not an accurate gauge of EI. Instead, take these things into consideration.   Start with the job description First, when establishing a job posting, don’t just focus on the qualifications and responsibilities of the role. Consider the primary behaviors that would make someone successful in that position. Discuss with the client, consider the qualities they will need in an employee and what type of employee will fit the company’s culture.   Interview with EI in mind This may sound obvious, but most of the time, it doesn’t happen. Often, recruiters and hiring managers accept vague answers without asking strong follow-up questions. Instead, ask questions […]
May 1, 2017

NPIDs: The Implications For Employees, Identification and Your Company’s Security

When an employee leaves an organization, they turn in their identification badges, the company destroys them, changes all logins and all is well. Right? Wrong, unfortunately. In some cases, this can actually become a major security risk. Beyond that personal ID, what happens to all their information, including their knowledge of any non-person IDs (NPIDs)? With access to NPIDs, confidential company information can be shared illicitly or data fraudulently accessed. When dealing with client contact, medical or social security information, a data breach can be astronomical. Rather than deal with that fallout, taking a proactive approach to NPID data security can prevent more than just a massive headache. No matter how many NPIDs you have to account for within an organization, having them all cataloged, with thorough detail, in a single location is imperative. ISG’s NPID Catalog program will ensure security risk is eliminated by taking a three-pronged approach to tracking every NPID within an organization: 1. Identify all sources associated with all NPIDs. ISG will work within the organization and with staff directly to inventory and catalog all distributed NPIDs and transfer that knowledge to staff members. ISG will match your NPIDs to other data sources to identify owners or applications associated with the NPIDs. 2. Verify NPID ownership. If an employee requested and received an NPID, but has since left the company, who has responsibility for that NPID now? To determine this, ISG will help you organize a process linking each NPID back to its appropriate application and […]
May 1, 2017
Cover Letter

Your Cover Letter: How To Stand Out Among The Masses

Your resume provides a hiring manager with your qualifications and experience, but your cover letter is what makes the first impression. When a pile of resumes comes in, many with similar qualifications, it’s important that your introduction – your cover letter – stands out among the rest. Use these tips to help grab the hiring manager’s attention with your cover letter to help land the interview.   Make it tailored. Your cover letter should be completely tailored for the position to which you’re applying. First, make sure you address the specific person at the hiring company. This may not always be easy to find, but it’s worth the extra effort to track down. Second, if you’re responding to a job posting, tailor your cover letter as closely as possible to the ad.   Be specific. Do your due diligence in researching the company and position, and address it from the start. Yes, some parts of your cover letter may stay the same from one application to the next. But, the hiring manager wants to know you’re interested in a role specifically at that company, not just a generic position in the field.   Demonstrate your benefit to the company. Your achievements and skills are important, but don’t leave it up to the hiring manager to connect the dots. Make the connection between your successes and what you can do to directly benefit the company. If this is potentially your next dream job, don’t just focus on why you want it, […]
April 20, 2017

Recruiting for a Multi-Generational Workforce

The multigenerational workforce refers to the fact that in many corporations there may be three distinct generational groups. These include millennials, born roughly from the early 1980s to mid-1990s; Generation X, born between the mid-1960s to late 1970s or early 1980s; and baby boomers, those born following World War II, generally 1946-1964. In theory, an organization could have employees ranging in age from 18 to their 70s. With so many different ideals and life experiences, this can create challenges for everyone in the workplace. However, while each group brings different expectations, behaviors, and work and communications styles, they also each bring unique strengths to the workplace. Whether recruiting a full team or adding team members to an existing one, employers can benefit from including members from each generational group. Consider these tips when building a multigenerational team. Encourage team building. Without structure, it can be difficult to get workers to engage with other generations, who they may feel they have little in common. Introduce and integrate team-building exercises that are enjoyable and foster collaboration. When planning these, be sure to set clear objectives to avoid them turning into a social gathering – which often ends up with groups sticking to their own. Recognize what motivates them best. Each generation values different benefits. For example, baby boomers are motivated by perks and promotions, while Gen Xers value corporate training and investments in their careers by their employers. Likewise, millennials are most inspired by receiving credit and feeling as though their work […]