Santi

How do I write a software developer CV? 1 - Start with your full name and the job title of the position you are applying to. 2 - Add your contact details:&nbsp;●&nbsp;Phone number●&nbsp;E-mail address●&nbsp;Home address●&nbsp;Web portfolio / GitHub / LinkedIn 3 - Write a capabilities statement, or professional background.In no more than two lines, explain how your experience matches the key requirements of the job you are applying to, and highlight the knowledge you have about the industry. You can find this information in the job advertisement or job description that the company shares with candidates. 4 - Work historyThe main goal of the work history section is not to simply name your jobs and responsibilities, but to accurately explain how you work and how you achieved goals.&nbsp;●&nbsp;List only the jobs that are relevant, that is, that are related to the job you are applying to. It isn’t really useful to say, for example, that you worked in data entry if you are applying for a position in software development.﻿●&nbsp;Start the list with your current job, and if you are not working at the moment, with your most recent job. To list your jobs, follow this structure: job title - company - time frame. When writing the job title, make sure to use titles everyone knows, for example, senior developer.After that,&nbsp;describe:●&nbsp;how you work●&nbsp;how you achieved goals●&nbsp;how your team was conformed●&nbsp;the projects and products you are working on●&nbsp;how you have helped the team and the company bring solutions to their challenges&nbsp; 5 - Education and qualificationsMake a list of the degrees, courses and certifications that are most relevant for the position you are applying for.&nbsp; 6 - SkillsMake a list of the skills that are relevant for the job you are applying for. Always make sure they are up to date. What mistakes should I avoid when writing a CV?●&nbsp;Spelling errors●&nbsp;Not personalizing the resume●&nbsp;Lack of objectives●&nbsp;Poor organization●&nbsp;Lack or excess of information How do I optimize my CV?●&nbsp;Use bullet points to organize your ideas.●&nbsp;Use keywords. Some companies use an application tracking system to filter CVs before they reach a recruiter. ﻿These systems look for keywords, so make sure you include them.&nbsp; How do I show my work?Create a portfolio on GitHub to show your work, and include the link in your CV.&nbsp; What tools can I use to write my CV?You can simply use Word, but if you want to be more creative, you can use Canva.&nbsp; Don’t forget the spelling!Make sure your CV does not have spelling mistakes. For this, you can use Grammarly, or you can simply write the text in a Google document and let it underline the mistakes and suggest changes.&nbsp; What questions should I ask myself when writing my CV?When writing the capabilities statement &nbsp;or professional background, ask yourself:●&nbsp;Which of my skills are most relevant to the position I am applying for?●&nbsp;Have I worked in the industry of the job I’m applying for?●&nbsp;Do I have relevant information about the company that may help me get a job there? (For example, you could be one of their customers and have some ideas on how to improve their product.)●&nbsp;Do I have a personal project that evidences my passion for the field of the job I’m applying for?●&nbsp;Can I write a case study for the role I’m applying for? Can I provide the company with a link so they can read it?●&nbsp;Can I make a video on YouTube telling them about myself, and showing them a project I’m working on that is relevant for the job? (For example, if you are applying for a position in an AI/chatbot platform company, and you have done a chatbot in a personal project, you can record your screen and show your chatbox and the architecture of the application.)●&nbsp;Can I create a portfolio that focuses on the company and job I am applying for? When writing the work history section, ask yourself:●&nbsp;Can I list all the different tasks I do at work, everything I’m responsible for and that I contribute to?●&nbsp;Of all the things I do at my current job, can I identify the ones that are relevant to the job I’m applying for? (Those are the ones you should include in your CV.)●&nbsp;How do I add value to your team, to other teams and to the organisation itself?&nbsp;● Do I know how I bring solutions?&nbsp;Have I suggested solutions that have worked?﻿●&nbsp;What have been my achievements? How have I accomplished them? Think about how you approached them, how you used your rational thinking and how you worked.&nbsp;●&nbsp;What are my technical skills? How do I implement my technical skills to bring value to the team and the company?●&nbsp;What is my team like? How many people are there in my team?●&nbsp;Does my team work closely with other teams in the company? How is the interaction between my team and the others? Remember this:What the person reading the CV wants to know is whether it is worth calling you for an interview or not. Your chances of getting an interview increase when the information you include on your CV can be proved in that first conversation. What does this mean? If in your CV you say you are proactive, a fast learner, a good communicator and that you have a lot of experience in certain technologies, in the interview, it is very difficult for you to prove it, and for the interviewer to see how accurate this is.&nbsp; However, if in your CV you mention the projects in which you’ve worked, what your team is like, the features of the system with which you are working, and the tools you are using, it is easier for you to provide proof of what you say, and for the interviewer to see if you have what they are looking for.&nbsp; Remember that the purpose of the CV is to get the hiring person to invite you for a job interview. So, in your CV write concrete information that shows you have what it takes to do the job you are applying for. The more concrete and specific, the better.

Guide to Writing a CV That Gets You an Interview 

How to Write a CV Step-by-Step 

You know the job-hunting process:<ol><li>You craft your CV and cover letter – an endeavor that takes you hours.</li><li>You update your LinkedIn profile.</li><li>You search for opportunities in job search portals.</li><li>You apply, apply, and apply for some more.</li></ol>And then,&nbsp;nothing.You feel tired, frustrated and your self-esteem begins to drop.You start wondering if suffering is an unavoidable part of getting that first job.It’s not if you know what to do. You are about to discover how you can find a job the stress-free way by networking. If you don’t know how to network effectively, you are closing doors to opportunities when you could be opening them. 1 Find the right peopleWho are&nbsp;the right people? Those who have the jobs you would like to have. How do you find them and start a connection?By following these steps:● Do some research and come up with the companies you would like to work for. It doesn’t matter if they are not hiring right now;what’s truly important is that you are interested in them.● Find people who work in those companies and contact them via LinkedIn.● Send them a message explaining who you are, why you are contacting them and what you need from them.● Prepare relevant questions to ask them. By asking for specific advice, you increase your chances of getting an answer. For example, if you ask a front end developer that uses React how to solve a problem in React, chances are you will get their attention. If you have lots of questions, instead of overwhelming a person with all of them, ask many different people. This is something to take into account though: not everyone is going to reply and be willing to help you. Don’t take it personally: some people simply don’t have time. But many will be delighted to help you. 2 Stay in touchAsk the&nbsp;right people&nbsp;if they would mentor you. Give them options to make the decision easier for them. For example:<ul><li>Having a virtual meeting with you once a month to discuss the skill you are learning.</li><li>Having a call once a month.</li><li>Emailing them once or twice a month.</li></ul> Staying in touch is key to building a relationship, which is what you want to do. Should you keep in touch with the right people after you’ve found a job? Of course! You need to stay in touch even when you’ve found a job, because they are the people who will help you learn, be aware of what’s happening outside your company, and who may introduce you to their companies in the future and endorse you for new opportunities.At the end of the day, your network is the best investment you can make for your career.I will say that again:&nbsp;your network is the best investment you can make for your career.&nbsp;It is that important.In fact, it should be part of your career development plan.Take networking seriously, and start early. Say, for example, that in six months you will finish your studies or will look for a new job.If you already have a network, you will be a step ahead. 3 Be active on social mediaBeing active on social media puts your name out there, which is a benefit because:<ul><li>It helps you become known in the community.</li><li>It helps people not only learn about you and your skills, but also remember you (which is what you want to achieve).</li></ul>Here’s what you can do:<ul><li>Comment on other people’s posts.</li><li>Share other people’s content.</li><li>Share your own content: write articles for LinkedIn or Medium to share your expertise.</li></ul>Start with small things, build a habit and make it grow. Creating content is a job in itself and it takes time, so it’s better to start with baby steps. 4 Keep an eye out for opportunitiesYou’ve done the foundation work: you’ve made a list of the companies you are interested in, contacted people who work there, and built relationships with them. Now what? Even if those companies are not hiring at the moment, when they are, chances are that those people you are in touch with will remember and recommend you.They will know who you are, and that is an advantage. When you want to apply for open jobs in these companies or others, make sure you share your story and your learning process.Instead of saying what you can do, show it. Share your blogs, your open source projects, and your knowledge in your local tech industry. If you have, let’s say, ten mentors in ten different companies, chances are you know what’s going on in the industry and what the challenges and trends are, which will work to your advantage: you can know what is needed and what you have to do to get ready for it. So, to recapCompanies want to hire the best person, and you want to get the best job. You know the process by heart:<ol><li>Craft your CV and cover letter.</li><li>Update your LinkedIn profile.</li><li>Search for opportunities in job search portals.</li><li>Apply nonstop.</li></ol>But what do the parties involved get out of it?<ul><li>The company, by reading your CV and cover letter, can get an idea of your skills, but with that information alone,</li><li>they can’t be sure if you are the best person for the position.</li><li>You have no idea if the company and the job are the best for you.</li></ul>So, it is clear that the&nbsp;typical process&nbsp;is not enough.Here is where networking comes to the rescue. Networking works well because through it, you build a relationship with people working in companies you are interested in, which is a benefit for both parties since:<ul><li>The company already knows who you are; they know what you know, and what you are like as a person. In terms of cultural fit,</li></ul>this is a great time-saver for everyone.<ul><li>You already know the company and people who work there.</li></ul>Is suffering an unavoidable part of getting that first job? Not if you know what to do, and now you know. Follow these steps to network effectively, and the doors of opportunities will open.

Step 1: find the right people Step 2: stay in touch Step 3: be active on social media Step 4: keep an eye out for opportunities

The 4 Networking Steps That Will Get You a Job

How to build an effective and stable work team? How to attract talent? How to prevent talent from leaving the company? These are questions that burden companies that are trying, sometimes unsuccessfully, to form work teams.&nbsp;But what exactly makes it hard for companies to build teams?<ul><li class="ql-align-justify">Not finding talent</li><li class="ql-align-justify">Talent leaving the company because what they are offered does not suit them and does not fit their objectives&nbsp;</li></ul>Companies have to adapt in order to attract and retain talent.&nbsp; 1. What kind of players are you looking for?&nbsp; What do you have to offer to attract them?Can you imagine Messi playing for the Blackburn Rovers? Technically, he could, but it’s a little hard to imagine. What do the Blackburn Rovers have to offer him? The possibility of winning the Copa America, the Euro Cup, a World Cup? None of these. So why would Messi play for them? It wouldn't allow him to exploit his potential; it wouldn't make any sense.&nbsp; Because he has such a tremendous amount of knowledge and experience, one would expect to see Messi in a team that allows him to do something unique in the world.&nbsp;Now, for a rookie who has never played in the Premier League, being part of the Blackburn Rovers would be the opportunity of a lifetime. He may not be the best player in the world, but he is going to do his very best to improve his skills, become a better player and help the team become champions. Why? Because he was given the opportunity to start, and that’s a lot.&nbsp;Think about your company. What does it have to offer? Unique experiences in the world, impossible to find anywhere else, or opportunities to start?&nbsp; 2.The survival of the fittestDarwin said it: the one who survives is the one who is most adaptable to change. To survive, companies have to adapt to today's reality. And to adapt, they have to change, and change is always hard. The traditional way of building a team was to hire people to work permanently, full time, in the office. But here’s the news: the world has evolved, and this&nbsp; “traditional way” of building teams is becoming more and more obsolete. Today, the company can achieve its objectives without the need for all its employees to work permanently and full time in the office.To be able to survive, the company must adapt to the new way of building teams.&nbsp;Talent exists. There are plenty of talented people. The challenge lies in adapting and being creative in order to attract it. &nbsp;&nbsp; 3.The old paradigmHistorically, jobs were permanent, full-time, and with fixed hours. Employees worked from Monday to Friday, from 9 to 6, in the same company their entire lives until retirement.&nbsp;The structure of the company was designed around this model: several benefits were given as the employee reached a certain number of years of seniority. In Argentina, for example, the number of vacation days that employees are entitled to is proportional to the number of years they have been with the company.&nbsp;Today, this model is becoming obsolete. People do not want to be "married" to the same company for the rest of their lives, nor do they want to have to go to work at the office every day full time, or have to work on exactly the same thing all the time. This obsolete model does not attract talent. 4.The problem: not offering what talent is looking forPeople have evolved faster than companies.&nbsp;Workers no longer want the outdated model, which is what companies generally offer them. Companies are then faced with a problem: they cannot get candidates to form teams, because they simply cannot attract them with what they offer.&nbsp; It is no longer viable to want to form a team where everyone works permanently, full time, with fixed hours and in the office.&nbsp;That's not the way to attract talent today.&nbsp; 5.The solution: hybrid, remote, global teamsHybrid teams&nbsp;There are different hiring modalities. Not all employees have to be permanent and full time. Perhaps the company doesn't need it, nor do the candidates want it. There are other options:<ul><li class="ql-align-justify">Full time, contractor</li><li class="ql-align-justify">Part time, permanent</li><li class="ql-align-justify">Part time, contractor</li></ul>The hiring modality that can be chosen depends on the nature of the role, the company’s needs, and what the candidate is looking for.&nbsp;The company has to get a very good understanding of what roles it needs and how much time is needed for that role.&nbsp;Let's look at some examples: A strategic, expert, senior person, who is in charge of elaborating a strategy, a solution and defining guidelines for another professional to develop, can work as a contractor for a few hours per week.A software architect who is in charge of providing the architecture and design can work as a full-time contractor for a few months, until the project is completed. People with enough expertise to be part of the company, but not enough to work full time, can be permanent, part-time employees.&nbsp;Who can work full time on a permanent basis, then? People who are still developing, for example, junior and intermediate roles, as well as those who LEAD the vision and mission of the company and the team members.&nbsp;There is something else to take into account: there exists the possibility of having employees with business and technical expertise working full time but in another location. Depending on the role, they may be located in different cities and even countries. Just as there are different types of tasks and needs, there are different hiring modalities. To stay with just one is to fall behind.&nbsp;Flexible Time. Not all jobs have to be on a fixed schedule, from 9 to 6.Instead of imposing a fixed schedule, offer a range of hours in which people can do their tasks. For example, a person who works 8 hours may be able to work between 8 a.m. and 8 p.m. and do some hours in the morning, some in the afternoon, and some in the evening. Flexible hours make a job attractive.Remote teams While some roles can be in the office, not all of them have to be.The more technical, mechanical roles, which are not related to decision making and strategy, can be remote and can be performed from home without the need to go to the office. Perhaps the person needs to go to the office only for a meeting, for creative purposes or when it is easier or necessary to talk to others in person.&nbsp;&nbsp;Why force the person to go to the office when it is not really necessary?Global teams Not all team members have to be in the same country. There are roles that, because of their nature, can be performed from anywhere in the world. This brings other advantages, such as the currency difference, which can allow the company to hire talent with a smaller budget (it's a win-win), and the time difference, which, depending on the time zone, can mean that there is always someone working, or on call.&nbsp; At Pitcheers, for example, we have connectors around the world. The connectors overseas are in charge of generating conversations with new candidates and, once these are in the interview process with the client, they are passed on to the connectors in New Zealand.&nbsp;Talent is all over the world, not just in one place.&nbsp;Adapt or be left behind Intelligence is the ability to adapt to change, said Hawkings. The paradigm has changed, and it is no longer news that companies have global competition. This refers not only to the products and services they offer, but also to the talent they attract and retain. To remain competitive, you as a company have to adapt to change and seek global talent. Otherwise, the disadvantage against your competition is going to be enormous.&nbsp;&nbsp;It is much easier to achieve the company's objectives with well-built teams, with people who are willing to work and give their best so that the company can do well. And this, most of the time, is achieved with hybrid, remote, global teams.&nbsp;So, to answer the questions at the beginning: How do I attract candidates?&nbsp; To answer this question, let’s flip it: what is talent looking for? To attract them, you have to understand what they want, and offer it. Not everyone is looking to work full time in the office.How do I build an effective and stable work team?&nbsp;By finding people who are eager to work in the company, willing to give their best so that the company achieves its objectives.&nbsp;Sounds too good to be true. Do such people exist?&nbsp;Of course they do.How do you find them? By offering them something unique in the world.&nbsp;This can be the opportunity to improve their lives.&nbsp;There is a lot of talent around the world that aims to work for companies abroad or relocate. Being able to do so would imply a huge change of life, not only for the workers, but also for their families. As a company, you can give talented candidates the opportunity to change their lives for the better, and they are going to give their best to help the company achieve its goals.&nbsp;For Messi, the unique experience is the World Cup. What unique experience can your company offer the candidate you are interested in?How do I prevent employees from leaving the company? It's one thing to find talent, and another to retain it. To find committed people, you have to open the door, give them the opportunity to start. This will have a huge impact on their lives. These people will be committed and will do their best and beyond to improve and help the company achieve its goals.&nbsp;In short, to create successful teams, you have to change the way you look for and retain talent. You must look outward, pay attention to international talent, dare to forget borders and conquer global talent.&nbsp;Where to start? At <a href="https://pitcheers.com/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">Pitcheers</a> we have already started with you. We have a talented global community eager to work. Talk to us. We'll help you find the talent you're looking for.&nbsp;

What kind of players are you looking for?  What do you have to offer to attract them? The survival of the fittest. The old paradigm. The problem: not offering what talent is looking for. The solution: hybrid, remote, global teams. Adapt or be left behind

A New Way of Building Teams

So, Is It Possible to Start a Career in Tech in Your 40s?The short answer is everything is possible. What’s important in tech is not your age, but your skills.&nbsp;The questions you should ask yourself are:<ul><li class="ql-align-justify">Is a career in tech what you really want?&nbsp;</li><li class="ql-align-justify">Do you know what it takes to start a career in tech?&nbsp;</li><li class="ql-align-justify">Are you ready to put in the work to go after it?&nbsp;</li></ul> Is a career in tech what you really want?&nbsp;If you have already made up your mind, excellent! You are ready to start. But if you are unsure whether to pursue a career change or not, you should have a taste of what working in technology is like.&nbsp;How can you do it? By getting hands-on experience.If you are interested in software development,&nbsp;go to this <a href="https://www.freecodecamp.org/learn/2022/responsive-web-design/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">site </a>and see how keen you are to build a project with HTML and CSS. If you are able to finish the project and you enjoy the process, then you can think of giving it a go. If coding isn’t you, there are other areas in tech that you can consider, like Product Management, Scrum/Agile, UX and UI Design, Cloud Infrastructure and Quality Assurance, to name a few. The same as with coding, for these other roles in technology, you need to be ready for the journey.&nbsp; The glorious benefits of working in techWorking in tech goes with many benefits, no wonder why this profession has gotten so much attention lately. Here are a few:<ul><li class="ql-align-justify">Age isn’t a thing in tech. It is an industry that needs people, so your age is not important.</li><li class="ql-align-justify">You will feel the excitement of starting something new.</li><li class="ql-align-justify">You will meet lots of new people from all around the world.</li><li class="ql-align-justify">You will start building a career that will give you the opportunity to work from anywhere in the world.</li><li class="ql-align-justify">You will get into an industry that pays high salaries.</li><li class="ql-align-justify">You will be able to take part in exciting projects that can change how the world works.</li></ul> The challenges of starting a career in tech in your 40sYou need to:<ul><li class="ql-align-justify">Be willing to start from scratch.&nbsp;</li><li class="ql-align-justify">Be humble and open to learn and listen.</li><li class="ql-align-justify">Be able to keep a good balance between working your current job, studying and spending time with family.</li><li class="ql-align-justify">Make time to study. If you have a family, you will need to wake up before them or stay up late once they have gone to sleep.</li><li class="ql-align-justify">Be willing to accept a possible step backwards in terms of salary. It might take a while to get a high salary when you start from scratch.&nbsp;</li><li class="ql-align-justify">Be ready for rejections and for overcoming them.</li></ul> Here is my advice<ul><li class="ql-align-justify">If you think you want to give it a go, start today. Take baby steps.&nbsp;</li><li class="ql-align-justify">Pick a project from the website I linked above and get started. That's the beauty of this area, you can learn everything online.</li><li class="ql-align-justify">Once you begin, pay attention to see if you really like it and if you want to keep going.&nbsp;</li><li class="ql-align-justify">Look for mentors and ask them as many questions as you can.</li><li class="ql-align-justify">Ask your mentors what they don’t like about their jobs. It's easy to get tempted with all the good things, but what about the bad things? Don’t forget to ask about them.</li><li class="ql-align-justify">Enjoy the process. Enjoy learning. This is about the journey, so make sure you enjoy every single step.</li><li class="ql-align-justify">Don’t think about finding that amazing job you have been dreaming of. That will come if you enjoy the ride.</li></ul>So remember:&nbsp;<ul><li class="ql-align-justify">Age isn’t important in tech. Your willingness to learn, your skills and your attitude are.</li><li class="ql-align-justify">Software development is not the only path you can take; there are many other professions in the industry.</li><li class="ql-align-justify">Even though you can learn by yourself, look for mentors and ask them for help. It will benefit you enormously.</li></ul>Do you really want to pursue a career in tech? If so, forget your age, and put your heart, mind and soul into it. You will see how everything is possible.

Is a career in tech what you really want?  The glorious benefits of working in tech. The challenges of starting a career in tech in your 40s. My advice

Is It Possible to Start a Career in Tech in Your 40s?

Intermediates and seniors shouldn’t be doing what juniors can doYou don’t need seniors to write code.There are more valuable things they should be doing with their expertise and experience.&nbsp;There are so many libraries, so much well-documented information that sometimes even having an intermediate developer writing code is a waste. Juniors can do this.&nbsp;When do you need a senior, then?&nbsp;When there is more complexity, more architectural concerns. When you need to lay the rails, to build the foundation.&nbsp;You also want seniors to:<ul><li class="ql-align-justify">act as mentors for the intermediates and juniors&nbsp;</li><li class="ql-align-justify">oversee their code</li><li class="ql-align-justify">help when there is disagreement about what approach to take. Seniors have the knowledge to weigh </li></ul>in on those conversations to help everybody move in the same direction A team needs people with different level of abilitiesThe reality nowadays is that in teams you will have people who:<ul><li class="ql-align-justify">are learning</li><li class="ql-align-justify">are executing</li><li class="ql-align-justify">are finding problems</li><li class="ql-align-justify">are finding the solution to those problems</li></ul>Not everybody has to be an expert.Companies need to know how to form hybrid teams made up by juniors, intermediates, seniors, and leaders.&nbsp;In different organizations there are always people with more experience who are in charge of the ideas, and people with less, who are in charge of materializing the ideas, for example:<ul><li class="ql-align-justify">In a kitchen there is a chef who designs the menu and tells how to prepare each dish, and there are cooks who prepare them.&nbsp;</li><li class="ql-align-justify">In a construction site there are architects who draw the plans, engineers who direct the work, and builders who build.</li><li class="ql-align-justify">In the software development area, there is an architect, seniors, intermediates and juniors. The seniors find the problems </li></ul>and come up with solutions, the intermediates implement the solutions without too much guidance, and the juniors are given the problem, the solution, and exact directions on how to implement a small part of the solution.But many companies are afraid: “But what if I hire a junior, train them, and then they leave?”That may happen.&nbsp;But you have no other option, those are the rules of the game.Think of McDonalds. They have a lot of "juniors" who are in charge of customer service and food preparation. Most of them are teenagers and young adults with little or no experience. McDonalds trains them, they start working, and the business, as we already know, works very well. If one or more juniors leave, the company does not suffer too much: others come in. Since they have well-established and proven processes, this replacement does not disrupt the business.&nbsp;So, yes, employees can leave. That is why nowadays you need to have a clear idea of what you can offer people ﻿so that they choose you every day and decide to stay with you in your company.&nbsp; Juniors contribute to developing the leadership of senior developers in the makingAt school, the teacher explains math problems to their students, such as equations and algorithms, for example. This person who teaches, not only has to know how to solve the math problem, but also has to know how to explain it at a certain level so that the students understand it and can do it satisfactorily.&nbsp;And that is exactly the role of the leader.&nbsp;The leader is not someone who tells people exactly how to do something and who has to be there with them to make them do it.&nbsp;The leader has to explain how something has to be done so that people can do it without any help.In the case of developers it's the same thing. Seniors, if they are going to want to be&nbsp;leaders, even if they don't have formal responsibility, have to start gaining skills to show that they can be leaders. Nobody is going to promote you to a leadership role when you don't have any skills for it.&nbsp;Leaders in the making have to be formed beforehand and it is precisely the juniors who make this possible. Just as the teacher must know how to not only solve the problem but also explain it in such a way that the students can do it by themselves, senior developers must not only know how to solve the problems, but they must also know how to explain them so that the juniors can implement specific solutions to specific problems in a very concrete part of a software application.&nbsp;It is with the juniors that the seniors have the opportunity to develop that ability to explain something, to make them understand what the problem is, what&nbsp;the solution is and what the correct implementation is, from a position of influence and not of authority.&nbsp;Although they are seniors, they do not have the authority to be the formal leaders, but they do have the ability to communicate well, to influence positively, ﻿and to teach so that juniors can take that knowledge.Without juniors, seniors miss out on developing their leadership skills.&nbsp;&nbsp; A common misconceptionMany employers don’t want to hire juniors because they see their lack of experience as a burden. For a recent graduate for whom this is going to be their first job, there is a lot to be learned about how to be a developer, how to be a member of a work team. This is true; they need maintenance.But seniors are not maintenance free; you still have to do work on senior developers.Everybody requires onboarding, training, and mentorship. Even senior developers want to grow, learn new things, develop their leadership capabilities, maybe some want to get really deep into tech, platform architecture, enterprise architecture and step back from technology. It’s not that accurate to say that junior devs need more mentorship, support or guidance. They just need a different kind.&nbsp;To know someone’s true potential, you need to give them a chance.

Intermediates and seniors shouldn’t be doing what juniors can do

Why You Have to Hire Junior Developers

If you are just starting out, it is logical that you have no experience. Does that mean it’s impossible to get a job? No, companies do hire people with no experience.&nbsp; Who do they hire?They hire the juniors they think can add value.&nbsp;It doesn't matter if it's a disproportionate value or if it's small. The important thing is that this person can add value in some way.&nbsp; What does add value mean?&nbsp;It means solving problems. So, to add value, you first have to understand what the problem to be solved is.You may not have experience in that particular job you want to apply for, but you do have life experience, in college, playing on a soccer team or leading it, for example.&nbsp;Think about the problems you encountered and solved in different situations, and how you did it. At some point in your life you may have encountered and solved a problem, whatever it was. So, you have experience understanding a problem and solving it. An exampleI'll give you an example of a time when I added value to the company I was working for.I was an intern in a company and they sent me to look for a worker’s file. I had heard that they had to see if that person,an operator, had sanctions for not following safety practices in the plant. They wanted to see if he had to be suspended or warned.&nbsp; They sent me to get the file, nothing more than that.&nbsp;We were on the 8th floor and the file was on the 2nd floor. I went there, looked for it, and while I was in the elevator, I opened the file to see if the person had had previous warnings.&nbsp;I got to the HR manager's office and I told her "here is the file. He had two previous warnings". She looked at me and said "That's good".&nbsp;I added value because she no longer had to open the file to find that information that I had already found. Was that part of my job? No, but I understood what the problem to solve was and I solved it. I added value.&nbsp; What can you do?Find out about the company you want to work for. It doesn't matter if it's Tesla, SpaceX, or the company around the corner. Find out as much as you can, ask someone what they do, what problems they are trying to solve. That way, you'll have a better ﻿idea of how you can add value to them. Are you “lost” if you don't know what the problem is?&nbsp;No. There are other things you can offer.&nbsp;Always remember this:&nbsp;It is not enough to say what you know. What is useful is that you explain how you are going to use what you know to help the company.For example, "I know how to use Power BI" does not mean anything to the company. Explain how you can help the company using Power BI.&nbsp;"I know how to use SQL." Same thing: it has no value for the company. Explain how you can add value with SQL, i.e., what you can do with SQL that helps the business.&nbsp;Explain what you can do concretely, don't leave anything to the interpretation of the person interviewing you or reading your CV. ﻿Show real examples of what you can do.&nbsp; After all, what makes you a good professional is not the software you know how to use, but how you use it to solve problems.&nbsp; How do you show that you can add value before you get hired?By showing what you are capable of doing.&nbsp;If you went to university, you probably did some projects. Think of one you are proud of and explain what it was about,how you interpreted the assignment, how you understood the problem, how you found the solution, and what tools you used.&nbsp;You can also create your own project.A junior or intern who knows how to use Excel from top to bottom adds value to the company, because they can easily start organizing a lot of information.&nbsp; To demonstrate how well you use Excel and that you know how to use it to add value to the company, one idea is to create your own database, just to show your skills. For example, to find out what happened in New Zealand in terms of immigration in the last 10 years, you can go to the New Zealand Statistics website to collect information and build your database. ﻿In fact, you can even make a report.&nbsp;Excel is something you can learn at home and present in a portfolio.Be creative; look for ways to demonstrate how you will use what you know to help the company. The more concrete, the better.&nbsp; So, you have no experience and nobody wants to hire you?&nbsp;Maybe you are focusing on communicating what you know, and not on how you are going to use what you know to add value to the company.&nbsp;Remember: what companies want to know is how you are going to help them.&nbsp;Always ask yourself: what problems do they have to solve? How can I solve them using my knowledge?&nbsp;Talking about your knowledge is not enough. You have to provide solutions, add value.Now you know what to do if you have no experience and nobody wants to hire you.&nbsp; What’s next? <a href="https://pitcheers.com/connectors/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">Talk to one of our connectors</a> about what you are looking for. ﻿They are there to help you!&nbsp;

What does add value mean?  What can you do? Are you “lost” if you don't know what the problem is? How do you show that you can add value before you get hired? So, you have no experience and nobody wants to hire you? 

I have no experience and no one wants to hire me. What do I do?

Priscila

We partner with you to ensure you’re hiring the right talent, and then we do it for you.We assess everything, from cultural fit, experience and background to code challenges. You will only interview them to hire them. But where should you be hiring?The software development market is global. So, to find the best people, you can’t stay confined to a specific place, whether it’s a city or a country: you need to look for talent around the world. Why companies are afraid to hire remote workers?Because they don’t know:<ul><li>which countries to hire from</li><li>if the universities are good</li><li>if the companies where candidates work are good</li></ul>Because of the time it can take to go through:<ul><li>the interview process</li><li>the onboarding process</li></ul>The solution: get expert helpHere’s how Pitcheers helps you hire international talent<ul><li>We identify the right person for the role.</li><li>We tell them what it’s like to work for Australian and New Zealand companies remotely.</li></ul>The latter is very important because it’s not just about offering the candidate a good job opportunity: it’s about making sure that they can adapt to work for Australian and New Zealand, companies’ culture.What we do is:<ul><li>build a relationship with the candidate</li><li>make sure the company offers what they are looking for</li><li>tell them what the company’s work culture is and what differences they are going to encounter.</li><li>assess if they will be able to adapt.</li><li>make them part of our community</li></ul> Hiring international candidates can accelerate the process of bringing the right team member to your team. Pitcheers can make the process of hiring international talent short and simple.At&nbsp;<a href="https://pitcheers.com/" rel="noopener noreferrer" target="_blank" style="background-color: transparent;">Pitcheers</a>, we have already helped many of our clients hire remote candidates, who have now worked for the ANZ work market.We can help you find and hire international talent quickly and easily. Contact us. We are here to help!We partner with you before you start the hiring process, and by understanding your needs at a business level we can help you to decide: if, what, and how to hire.And because we now know exactly what you need and why, we can take over all the burden of the hiring process from you, from job description to the one-to-last interview. You will only see the selected candidates that are worth your time.Thanks to our committed approach, our existing customers are enjoying a 93.7% success rate in their hiring process<ul><li>First, plan with us</li><li>Then, veto final candidates</li><li>That’s it</li></ul>We make your job easierYOU help us to understand your needs<ul><li>We write job description</li><li>We write ads</li><li>We review applications</li><li>We proactively search for candidates on different platforms.</li><li>We read CVs and LinkedIn profiles.</li><li>We select candidates to call</li><li>We schedule interviews</li><li>We conduct interviews</li><li>We analyze information from interviews</li><li>We reject unsuitable candidates</li><li>We take code challenges</li><li>We analyze results from code challenges</li><li>We schedule second round of interviews</li><li>We interview suitable candidates</li><li>YOU Hire</li></ul>How do we help you hire?We start by understanding your situation and we share with you what the market situation is and analyze it with you before we start.We write the job descriptions and ads for you and post them on our niche job portal.We talk to candidates in our community who we know have the skills you’re looking for and who are looking for an opportunity likethe one you’re offering.We only present you with candidates who meet all your requirements and who are interested in working for your company.We already have a relationship with your potential candidates. When you ask us to fill a position, we don’t start from scratch:we already know from the people in our community of IT professionals who could be your ideal candidates. Contact Pri Mills (priscila@pitcheers.com), our General Manager for ANZ, to discuss your needs and explore how Pitcheers can assist you in findingand hiring international talent quickly and easily in Australia and New Zealand.

Ensure you are hiring the right people without wasting time writing ads, searching for candidates, reading dozens of CVs to decide who to interview, or coordinating interviews.

Hire international remote teams quickly and easily in Australia and New Zealand

Moving to another country in search of a better life or new experiences is no doubt one of the most exciting adventures you’ll ever embark on. However, it can be easy to get caught in that excitement and forget to consider important factors that can make living abroad very different from what you expected. &nbsp;When you do your research, ask yourself these questions:<ul><li>Are there enough job opportunities in your field?</li><li>Are there opportunities for career growth?</li><li>How easy is it to get a work visa, a resident visa and citizenship?</li><li>What is the social life like?&nbsp;</li><li>Is there food you will enjoy?</li><li>Is there a good healthcare system, and is it free?</li><li>Is education good, and is it free?</li><li>How easy is it to go back to your country to visit friends and family?&nbsp;</li><li>How affordable are houses?</li><li>Do the salaries of the jobs you are interested in allow you to have the lifestyle you want?&nbsp;</li></ul>&nbsp;1 Job opportunitiesAre there enough job opportunities in your field? &nbsp;Before you decide to move abroad, make sure there are enough job opportunities in your area of expertise. How can you do this? By finding the most popular job search portals in the country you want to move to, and see, over a period of about a month, how many job opportunities there are for you.&nbsp;&nbsp;&nbsp;2 Career path&nbsp;Are there opportunities for career growth? &nbsp;If you are planning to stay in that country long term, you have to think about the future of your career. What would you like to be doing in five or ten years’ time? It may be the case that there are lots of job opportunities that are perfect for the positions you want to occupy now, but not enough for what you’d like to be in the future. How can you find this out? Again, by checking the job portals to see if there are job opportunities for the positions you’d like to have in the future.&nbsp;&nbsp;&nbsp;3 Work visas&nbsp;How easy is it to get a work visa, a resident visa and citizenship? &nbsp;If you are moving to another country permanently, it is a good idea to get to know the process in advance, to know what to expect and to be prepared. Usually, the first step is to get a work visa, which can be for 1, 2 or 5 years, for example.&nbsp;After that, you can usually apply for a temporary resident visa, which allows you to stay in the country forever, but with some restrictions. Then, you can apply for a permanent resident visa, and finally, after a few years, for citizenship.&nbsp;&nbsp;&nbsp;4 Social life﻿What is the social life like? It’s not all about work: you need to have a lifestyle you enjoy. And if you like to socialize and be active, there are a few things you should consider. One of them is the weather, because it can affect your lifestyle. If you are used to warm weather, but move to a country where it’s cold most of the year, you probably won't want to leave the house. Another one is the nightlife, if that’s your thing. Are there bars and nightclubs? If you are an outdoorsy person, find out if there are interesting things for you to do outdoors.&nbsp;&nbsp;&nbsp;5 Food﻿Is there food you will enjoy?&nbsp;At the beginning, food that is different from what you are used to can seem exciting, but after a while, it is common to miss the flavors of your country. If you are going to a cosmopolitan city, this may not be a big issue, because the bigger the city, the more options there tend to be. Anyway, it is always a good idea to do some research on the food you are going to find in the city you are moving to, to avoid disappointments and know what to expect.&nbsp;6 Healthcare﻿Is there a good healthcare system, and is it free? &nbsp;In some countries, healthcare is public, which means you don’t have to pay for it, but in others, it is private, and it can be quite expensive. Find out if the company you are going to work for provides healthcare as a benefit. This is something important especially if you are moving with your family, because again, if you have to pay for it, it can be rather costly.&nbsp;&nbsp;&nbsp;7 EducationIs education good, and is it free? In some countries, education is public, but in others, it is private. In the UK, New Zealand and Australia, schools are public, but the quality of the education varies depending on the school.&nbsp;8 ConnectivityHow easy is it to go back to your country to visit friends and family? Things to take into account are ticket prices and flight length. How long would it take you to fly back to your country? How many flights will you have to take? Is there a direct flight, or will you have to make connections? Does the city have an international airport?&nbsp;9 House pricingHow affordable are houses? Will your salary allow you to afford a house if you wanted to buy one? Also, find out if it is possible to get a mortgage when you are on a work visa, or if you have to wait until you are a resident.&nbsp;&nbsp;10 Cost of living﻿Do the salaries of the jobs you are interested in allow you to have the lifestyle you want? One of the main reasons people move abroad is to have a better quality of life, so make sure the salaries you would be able to get will make that possible.&nbsp;&nbsp;By asking yourself these questions before moving abroad, you’ll have clear expectations, you will be better prepared and have more time to focus on the excitement.&nbsp;&nbsp;Check our YOUTUBE channel DEVS around the world to explore testimonials:En Español: https://www.youtube.com/watch?v=e5GwcIbnTIoEnglish: https://www.youtube.com/watch?v=pEuXJYBSVBE

Moving to another country in search of a better life or new experiences is no doubt one of the most exciting adventures you’ll ever embark on

10 things to consider before you relocate

First, I think it is important to define what an employer brand is.What is an employer brand?Employer brand is how people perceive what being an employee and working in a certain company is like. Here it is very important to take into account two audiences:●&nbsp;The external audience: people who are not employees of the company, but who interact with it in some way, either because they buy a product, consume a service, or because they came across the company when they were looking for a job on websites such as Glassdoor, or saw it in surveys such as Great Place to Work, or because they heard about it.&nbsp;●&nbsp;The internal audience: people who are already employed within the company and who truly know what it's really like to work there.&nbsp;There is fruit on Tuesdays and Thursdays, we play ping pong, we run the marathon as a company, we have a soccer (or netball) tournament.It's things like those that a lot of companies focus on when it comes to communicating what it's like to work for them.But all those group activities or participating in a survey such as a Great Place to Work are things that are external to the company's day-to-day operations, that are offered for people to use. These are the tools that are used to say what you want to be, but they don't necessarily represent what you are.&nbsp; The importance of company cultureCulture defines the employer brand.&nbsp;The problem is that, when describing culture, many companies name things like the soccer game, the marathon they ran together as employees,the hackathon that was held, the breakfasts they had together, and the Great Place to Work certification.&nbsp;But again: these are external things, and don't necessarily speak about what the culture is really like. What is culture, then?All the things that happen within an organization:●&nbsp;how decisions are made within the company●&nbsp;how much room there is for one to participate&nbsp;●&nbsp;whether employees' health is really taken into consideration●&nbsp;whether they are allowed to take their vacations when they want to and not when it is convenient for the company●&nbsp;whether the company really listens to its employees because they want to listen to them to see how they are going to do something or whether they are just doing it to manipulate a decision and try to get them to go a certain way●&nbsp;what is allowed within the organization:&nbsp;<ul><li class="ql-indent-1 ql-align-justify">being late or not&nbsp;</li><li class="ql-indent-1 ql-align-justify">yelling at people</li><li class="ql-indent-1 ql-align-justify">making decisions</li><li class="ql-indent-1 ql-align-justify">growing within the organization, looking for initiatives so that people can grow within the company</li></ul>Regarding the last point, there is often a contradiction: on the one hand, it is said that there are many opportunities, but on the other hand, there is a fixed structure that does not allow growth within the company.&nbsp;&nbsp;All of this has to do with culture. Basically, the employer brand.You can't say that you have a good employer brand and do marketing on that, because the message would be empty. It is not the company that decides whether the employer brand is good or not, it is the employees.&nbsp; They are the ones who can say in this company they let me take my vacation when it is good for me, obviously organizing it so that we can all do what we have to do. I am allowed to make decisions, ﻿I have room to try new things, to make mistakes (taking responsibility, of course) and to keep suggesting things.&nbsp; What to do to have a good employer brandDo everything possible to make people choose to work in the company, to make them feel comfortable.&nbsp;Today there is a lot of talk about how to attract and retain employees and for me it is how to attract and make people choose us on a daily basis. You cannot retain someone to work there with short-term incentives. You have to do everything you can to make people want to come back to work for that company every day because that is what they choose, not because they are retained.&nbsp;That is a good employer brand. And how do you get people to choose to work at the company?&nbsp;It's a lot harder than ping pong, breakfast pictures and activities together.&nbsp;At the end of the day, the employer brand is what real life is all about. So it's not something you can control, it's something that happens.&nbsp;Every person in the company who interacts with someone outside the company is going to communicate your employer brand.&nbsp;If you have employees who are unhappy, frustrated, overwhelmed and stressed, that is the employer brand that they will transmit to the external audience: the people who consume the products and services, and those who participate in interviews. If during the interview, the employees who participate in the process do it in a hurry, without giving the interviewee time to get to know them, saying that they have to go to another meeting, ﻿they will be transmitting this message of pressure and stress.&nbsp;All this is what will make your employer brand.&nbsp; People who are not part of the company also perceive your employer brandThey perceive it when they apply for a job: do they get a response or not? Do they get feedback on why they did well or poorly in the interview process? Are they told how the company works, how it functions, what decisions need to be made, and what problems need to be solved? Is everything the company says verifiable throughout the process?&nbsp;And if that person starts to be part of the company, the most important thing is to be able to see that everything that was said in the interview process is real.&nbsp; TakeawayThe employer brand is a consequence of the culture, that is, of what happens on a daily basis in the company, not of planned group activities,breakfasts or having the Great Place to Work certification. These are simply communication channels, tools to reach people, but they do not make the culture.&nbsp;The employer brand cannot be controlled, it is something that both the internal and external audience communicate. The internal audience does it through their attitude: do they enjoy working in the company, do they feel comfortable, do they choose to be there, or are they retained by a salary, benefits and flexibility, but do not really want to be there? And the external one, through what they perceive by consuming the products and services, by being in contact with the internal audience, and by participating in an interview, for example. You can’t control your employer brand, but you can control everything you do so that your employees have the best possible day-to-day experience and choose to work with you. At the end of the day, they are the ones who build your employer brand.&nbsp;

What is an employer brand? The importance of company culture. 

How to Build a Good Employer Brand

Planning it, as if it were a curriculum. Typically, companies do it this way:● First, they write a job description that, in theory, they took the time to align with what the team needs, with the other positions the new person will be working with, with how that team will be working&nbsp;and with what the company needs overall.&nbsp;● Second, they go out and find the right person that not only aligns with what the company needs, but also has requirements that the company can meet.&nbsp;Companies do this, better or worse, but they do it. The problem&nbsp;They forget. Most of the time, once the employment contract has been signed and the time comes for the new person to enter the company, everyone forgets two essential things:&nbsp;● How important it is to welcome this new team member, to make them feel good and safe, to support them.&nbsp;&nbsp;● To put everything in place so that the new person can be productive as quickly as possible.This is where many companies fail.&nbsp;It is common for companies to expect the person to start being productive on their own, and right from the start, in the job description they describe someone who can hit the ground running. And it is totally wrong to say that someone has to hit the ground running, because if the person does not know about the business, the industry, the people who workin the team and many other things, how can you expect the person to hit the ground running? It's quite contradictory.Unfortunately, this is how most companies welcome employees who start from scratch.&nbsp;&nbsp;This is related to employer branding and how to go about hiring people.&nbsp;If someone asks a new employee "how are your first days?", and they answer "they haven't given me anything to do yet, I don't know anyone yet, I don't understand anything, they flood me with information to read, they throw me to solve problems when I don't even know how everything works structurally, and everything is for yesterday," obviously the person is not going to have a good experience.&nbsp; And this is the problem that most companies have: they take so little time to do a good selection process and onboarding that they don't give the new employee a good experience. And that's why a lot of people in the first three to six months on the job decide to change, because they realize that it's not the place they want to be, because all that stuff that looked good wasn't so good.&nbsp; Expectation vs. realityIt's like booking a hotel because it looks beautiful in the pictures. But when you arrive, you find that your reservation was wrongly made, there is no room and you have to wait. And when you enter the room, you see that it is dirty, has hairs, and the jacuzzi does not work. Besides, the pool is closed. Then you say, "What happened here?”And that is what happens with the onboarding process. Many times, companies sell an idea of what it is like to work there, but once the person enters, they realize that the reality is very different.&nbsp;This is what is wrong.&nbsp; The solution&nbsp;Go from the back to the front. Start at the end and move forwards.&nbsp;The first thing is to understand the team you have:﻿● Who are they● What each one does● What are their objectives● Who is contributing to the team in what way● How that team is contributing to the company's objectives, etc.&nbsp;The second thing is to understand what you need. For example, a software developer who is going to be working on the back end of an application making a business logic of a new product or feature.&nbsp;If I already understand that this person is going to be working on this feature of the application or this product, I understand how this is going to be related to the different applications of the company, the different software applications, AND the other products.&nbsp;Then, once you understand what your team is like and what you need to do, you can define the job. ﻿Don't start by defining the job. Do it the other way around. Start at the end and move forwards.&nbsp;By defining the job, you will know:● Who you need to talk to● Who you will be working with● What the person needs to understand● What he or she has to learn in the first month, in the next three months, six months, one year● Who the person is going to have to work with inside the team, outside the team● How he or she is going to help the other teams achieve their objectives, etc.&nbsp;Then, once the person starts working, you already know who they have&nbsp;to meet in the first month, ﻿because you already know what they have to achieve in the first month, you already know what they have to learn in the second stage, and so on.&nbsp;It is like designing a study program. In a course, there are levels, ranging from basic to advanced. When students start the course, the teacher knows what they need to learn first and what to learn later to improve. And students know there is a program. There is an order, a plan.&nbsp;It is the same in the workplace: you have to have a learning plan that defines how the person is going to learn about the organization, the way of working, the culture, technical issues, best practices, etc.&nbsp;You have to put together a learning plan for the person so that they can add value as quickly as possible. And that is done by starting at the end and moving forwards.

The problem. Expectation vs reality. The solution

How to Have an Effective Onboarding Process

You are not happy at work. Just comfortable. Should you quit and look for a new job? Should you stay? Your job is not that bad anyway…Tough decision.&nbsp;Below are 11 signs it’s time for you to change your job. How many times do you say “yes”?&nbsp;1. Your job doesn't fit your life goalsMaybe, you need:<ul><li>a high salary because you want to buy a new house</li><li>remote work because you want to be near your baby</li><li>more time to spend with your family</li><li>flextime to be able to juggle work and family life</li><li>the possibility to generate a positive impact in society</li></ul>But your current job is not giving you any of these. In other words, your job does not fit your life. Your life adjusts to your job, and that’s not how it should be.&nbsp;Is that your case? Time to move on. 2. You feel tired and stressedYou dread going to work.<ul><li>You hate the commute.</li><li>The Sunday Blues get worse and worse.</li><li>You have trouble sleeping at night because you think about your job.</li><li>You are in a bad mood and prone to getting sick —your body is trying to tell you something.</li></ul>There can be good and bad days, but do you feel tired and stressed every day?&nbsp;If so, time to move on. 3. You are working with outdated technologiesThe problem? You are getting outdated yourself.When you finally decide to change your job, you may have trouble finding another job. Why? Because you will have experience in technologies that are not used anymore, and zero experience in technologies that are in demand. What a waste of time.&nbsp;Is that your case? Time to move on. 4. You are not proud of working in that company anymoreYou fell out of love.&nbsp;Maybe it’s not what you expected,&nbsp;the working environment is not what it seemed to be, or it simply changed. You feel disappointed. If your values don’t align with the company’s, the working relationship is deemed to end.Does this sound familiar? Time to move on. 5. Your relationship with your manager isn’t going anywhere&nbsp;Your managers are not delivering their promises. You told your managers you wanted to be part of the architecture meetings, to learn and also make suggestions on the design. They agreed on the condition you were ahead of the user stories, and deployed them, bug free. You did it. However, every time there is an architecture meeting, you are not invited.&nbsp;Even though you were clear on what you wanted, and have done what you were asked, you are not given what you’ve been promised.&nbsp;Are you being let down this way? If so, it’s time to move on.&nbsp; 6. You can’t wait until the working day is overIt became hell. Hours, can you go faster, please? At the beginning, you didn’t mind staying a little longer to finish whatever you were working on,but now, you want to leave as soon as you can. You are constantly watching the clock counting the hours and minutes until it’s time to go home.&nbsp;It's one thing to want to go home because you're genuinely tired, and quite another to want to go home because you can't stand your job anymore.&nbsp;Is that you? Time to move on.&nbsp; 7. The product or project you are working on isn’t a priority for the companyTranslation: little or no room for you to grow. If your product or project is not a priority, it means that the people who make decisions in the company are not interested in it, which means the product or project is not going to grow, which means you are not going to grow. Is your product or project not a priority? If so, time to move on.&nbsp; 8. You don’t like the jobMaybe you took this job because you needed to work, not because you liked it. After a while, you got your things in order, and now that you are not under the pressure of finding a job, you know you want to do something else. Even if you are good at what you do in your current job, it doesn’t mean you have to stay there forever. No, find a job that aligns with your personal interests and values. Are you doing something you don’t like? If so,&nbsp;it’s time to move on. 9. You are not learningIf you are not learning, you are getting stuck.&nbsp;And with an outdated set of skills, it will be much more difficult to find another job. Most of the time, it is up to you to find things to learn in your job. But if there aren’t any opportunities to learn, then you are wasting your time. You are not learning anything new? Then it’s time to move on.&nbsp; 10. You feel your contributions don’t matterYou are invisible.&nbsp;What you think, suggest, and feel don’t matter, not to you boss, not to your team. It’s as if you weren’t even there. The team does not socialize or collaborate. It doesn’t feel right. Your potential is not being untapped. You want to make a difference, but&nbsp;given the circumstances, you can’t. You are not valued? Time to move on. 11. There is no room for growthThe structure of the company does not allow it. Maybe you like what you do, but there is no opportunity for you to have the career you want in that company. You are not challenged anymore. You want to take the next step, but you can’t. Why? Because the possibility of getting promoted does not exist. If you can’t grow, what does the future hold for you there? It’s time to move on.&nbsp;So, how many times did you say “yes”? Is it time for you to move on? If so, don’t be afraid to explore other job options.

You are not happy at work. Just comfortable.  Should you quit and look for a new job? Should you stay? Your job is not that bad anyway…  Tough decision. 

11 Signs It Is Time to Change Your Job

There are things you know. You know how to drive, how to do your job, and how to change a tyre, maybe.There are things you know you don’t know. For example, you may not know how to fly a plane (unless you are a pilot), fix a pipe or speak Zulu. You are aware you can’t.But there are things you don’t know you don’t know. This sounds like a tongue twister, but it means having a blind spot: being unaware of something.&nbsp;It can be challenging to get to that information we don’t know. Algorithms don’t help: they keep on showing us content related to our interests, to what we know. It’s like a kind of bubble.&nbsp;Why would we want to access information that’s out of our radar?It’s no secret that the more you know, the more opportunities you have, and the easier it is to make an informed decision. For example, you may not even know some jobs exist, simply because in your city, country, group of friends and social circle you’ve never heard of them.&nbsp;&nbsp;How do we access it?By networking. Networking is the best investment you can make for your career. It is true that it helps you get a job, but its importance does not end there. Here are the reasons why you should never stop networking: 1 Networking helps you find a jobWhy? Because by networking, you meet people you didn’t know existed, who can lead you to paths you didn’t know existed.&nbsp;Each person is a door to a new world you don’t know. Imagine a long aisle full of doors, like in a hotel. Each of them leads to a room full of information, experiences, contacts and opportunities. Imagine never opening them, and never accessing all that treasure. What a waste!&nbsp;Networking allows you to open those doors and see what treasures there are in those rooms.You never know where those people, knowledge and experiences will take you. 2 Networking helps you keep on learningThe more people you know, the more you will learn.&nbsp;And here is something of extreme importance: diversity. The more diverse the people you know, the more diverse the things you’ll learn. By staying in your comfort zone, always interacting with the same group of people, the scope of information you’ll access would be a lot smaller than if you interacted with people from diverse walks of life.&nbsp;Let’s go back to the example of an aisle at a hotel. Imagine you open the doors and all the rooms look more or less the same. That wouldn’t be so interesting. You would get a rigid idea of what a hotel room looks like. But imagine each room has its unique personality, colors, decoration, and layout. You would get a different idea from each of them. Something similar happens with people.&nbsp;Networking makes it easier to meet people who are very different from each other, and that helps you learn new things and access new perspectives. 3 Networking gives you access to new opportunities that you were unaware ofThese diverse people who introduce you to diverse knowledge, ideas and experiences can open the door to diverse opportunities that were out of your radar.&nbsp;Imagine booking a trip from a travel agency. They arrange everything: the flights, hotels and every single place you are going to visit. You know exactly what is going to happen each day and hour. Now imagine that you get distracted, lose your group and get lost: you’ll see places you didn’t know existed, and that weren’t in your plans. But you loved them, and you were glad to have seen them, because they gave you a different perspective of this city you are visiting.&nbsp;This is what networking can do; it can take you to places you didn’t know existed.&nbsp;Don’t think of networking as going to an event, one day at a specific timeThink of networking as genuinely trying to learn more about the people you already know.&nbsp;For example, you can talk to and learn more about:●&nbsp;coworkers you don’t usually interact with●&nbsp;a friend of a friend●&nbsp;you friend’s parents and relatives●&nbsp;your neighbor●&nbsp;people at the supermarket, when you go shopping Start networking with people you already have around.In my case, I’m an introvert. I’m not the person who would be talking to everyone.&nbsp;However, I still managed to meet a lot of new people because of my wife or people I already know. When I came to New Zealand, I knew I wanted to start my own business.&nbsp;The first person with whom I started talking about this was the immigration advisor that helped my wife with her student visa. So here is an example of how I started talking to someone that was a second contact of mine (the first contact was my wife, and the second, the immigration advisor) that helped me start my business through networking. So, remember:&nbsp;●&nbsp;The more people you know, the more you will learn.●&nbsp;The more you learn, the more opportunities you will have.●&nbsp;The more opportunities you have, the more choices you get.●&nbsp;The more choices you get, the better chances you have to do something you love.&nbsp;Get out of your comfort zone and start networking. Discover all those things you don’t know you don’t know, and help other people discover what they don’t know they don’t know.﻿﻿Don’t forget you are a door to opportunities for other people as well.&nbsp;

Networking helps you find a job. Networking helps you keep on learning. Networking gives you access to opportunities you were unaware of

3 Reasons Why You Should Never Stop Networking

You’ve been called for an interview. Congratulations! That means the person who read your CV or LinkedIn profile wants to know more about you.&nbsp;Now, remember what job interviews are for: discovery.&nbsp;The interviewer wants to discover if what you said in your CV is true and can be proved. For example, if you mentioned you know React, in the interview you will be asked what you used it for. They also want to see how you communicate, and what you are like as a person.At the same time, you want to discover if the job you are applying for is what you are really looking for, and also, if you like the company.&nbsp;So, the interview is for both parties.How do you get the most out of a job interview? Here is what you should do before, during, and after. How do I prepare before a job interview?What you have to do before an interview comes down to two things: doing research and thinking about how to structure information.&nbsp;Do research on:● The company﻿● The technologies they use● The teams and the people you will be working with Plan how to structure the information:● First, think about the information: your experience,&nbsp;the technologies you use, and the ways of working you have used in your current and previous companies.● Second, think about how this information matches the requirements of the job.● Third, structure the information. Start with your point. Then, explain. Next, give examples. Finally, close the idea. Here is a simple example:<ol><li class="ql-align-justify ql-indent-1">Point: I have experience using React.</li><li class="ql-align-justify ql-indent-1">Explain: I have been using React for five years now, both in my previous and current job.</li><li class="ql-align-justify ql-indent-1">Example: I used React to create this, this, and this project.</li><li class="ql-align-justify ql-indent-1">Close: So I’m confident saying I have experience using React.</li></ol> What do I do during a job interview?The interview is a conversation. To have an effective conversation, you need to be good at two things: listening and asking questions.&nbsp; Listen● Listen carefully to the questions they ask you. Are they open or closed-ended? Use the right structure to answer. What does this mean?&nbsp;<ul><li class="ql-align-justify ql-indent-1">If it is an open-ended question, elaborate.&nbsp;</li><li class="ql-align-justify ql-indent-1">If it is a closed-ended question, first answer directly, and then check if it is necessary to elaborate.</li></ul>● Read the body language of the people that are interviewing you, and use good body language yourself. Make sure you are keeping the other person engaged. Ask questions● If you are not sure you understood the question, ask. Verify you understand what you have been asked, so that you can share the right information. You don’t want to misunderstand the question and share information that you weren’t asked about.&nbsp;● At the end of the interview, the interviewer will ask you if you have any questions. Please don’t say “no”! Show interest in the company and ask questions. Focus on meaningful things like how they work, how they make decisions, what the team is like, how you will be able to grow within the company, etc.&nbsp; What should I do after a job interview?The two main things you should do after an interview are to follow up and to keep applying for jobs.&nbsp; Follow up● Send them an email to thank them for their time to meet you.&nbsp;● Share more details if you realized you forgot to say something during the interview.● Send them an email if in one week you haven’t heard back from them, or if they haven’t come back to you in the time frame they mentioned during the interview. Keep applying for jobs● Even if you think the interview went well, continue applying for jobs. Why? Because you never know what’s going to happen, and the more options and opportunities you have, the better.There is no secret here. You have to prepare well. But prepare knowing what interviews are for:&nbsp;● Allowing the interviewer to discover if what you said in your CV is true and can be proved.&nbsp;● Allowing you to discover if the job you are applying for is what you are really looking for, and if you like the company. Prepare to explain how your knowledge and experience match the job requirements. For this, remember to follow a structure: state your point, explain, give examples, and close the idea. Also, be prepared to ask questions. At the end of the day, you are interviewing them as well.

How do I prepare before a job interview? What do I do during a job interview? What should I do after a job interview?

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