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  1. Just got this from Indeed. It's a good read. https://go.beseen.com/tech-interviewing-complete-guide/ ----------- Hi Michael, It doesn’t matter if you’re a new grad, self-taught coder or seasoned pro, the tech interview process can break anyone into a sweat. That’s why we created the ultimate tech interview guide. It’s jam-packed with insights and real examples to help you go from applicant to top candidate: The phone screen: What interviewers look for (and what you should look for). The interviews: How to answer common questions and make sure the role is right for you. The tech challenges: From take-home coding assignments to whiteboarding, what to study, how to approach (and solve) problems and what to do if you get stuck. The waiting: Wash away post-interview jitters with actionable steps. Do you actually need to send that follow up email? Don’t wait—prep for your next interview now. Read the guide to ace every stage of your tech interview and land the job that’ll take you further. Enjoy! The Seen Team
  2. There’s no way to sugarcoat it: Tech hiring is hard, whether you’re new to tech recruiting or a tech hiring superstar. In fact, employers use an average of five different resources to fuel their tech talent search. And even though there’s been a heavier emphasis on more (and faster) tech skills training in recent years, top-notch tech candidates can still be elusive, with recruiters commonly referring to them as “purple squirrels.” So to figure out how companies piece everything together to make great hires (and help you supercharge your tech hiring along the way), we surveyed hundreds of technical recruiters, sourcers and hiring managers on the hunt for this rare talent. In our new report, Solving the tech talent puzzle: How companies (of all sizes) make great hires, we take a snapshot of what tech hiring looks like in 2019, revealing the major differences (and overlaps) when it comes to hiring tech talent at micro-companies with a handful of employees all the way to enterprise companies with 500+. Download the report now to get insights to boost your tech hiring strategies in 2020 and beyond Using this survey data, in combination with Indeed’s treasure trove of tech job posting data, we’ll uncover intriguing insights about tech hiring in a time when the tech skills gap is starting to close, including: The core tech roles that all companies are hiring for—regardless of size 11 candidate qualities tech employers find most impressive (outside the job description) The 15 biggest hurdles companies face when it comes to tech hiring (and how to overcome them) How employers choose between two awesome tech candidates Which companies struggle the most to hire the right tech talent (and why) Click here to get the report and learn more about how companies are sourcing, attracting and hiring tech talent in an age where nearly every company is a “tech company.” The post [Report] Taking the pulse of tech hiring in 2019 appeared first on Seen by Indeed. View the full article
  3. Great people tend to know other great people. When you’re set up on a date by a friend you trust, you know your date is likely to be a match (and a real person) because they’ve been pre-screened. With online dating, though, you only know what your date has chosen to share on their profile, and it’s not always accurate. Same goes for employee referrals. If a current employee is willing to stake their reputation on someone they think is a match for your open role, that candidate is more likely to be qualified. After all, top performers like to work with others who have similar qualities. Along with a faster time-to-hire and higher ROI, referred candidates are also less likely to ghost you (and less likely to leave once they’re hired). So to find out how to get more mileage out of your employee referral program, Seen by Indeed recently sat down with Ted Prendergast, manager of technology recruiting at Red Ventures, for a webinar. One of Prendergast’s goals for 2019 was to increase referral hires in tech by 100%, which he ended up reaching six months ahead of time. How did Red Ventures do it? Below, we’re breaking down five simple strategies that’ll help you get more out of your employee referrals (and the single most important question you should be asking) so you can replicate Red Ventures’s success and start leveraging your current employees’ networks to build high-performing tech teams. 1. The one question you should be asking tech employees Don’t wait for referrals to just happen. Sit down with engineers, product managers and other tech employees and instead of asking “Do you know anyone who’s looking for a job?” ask “Who would you work with again?” This is the one question Red Ventures asks current employees who’ve been with the company for between three and 12 months, as they’re likely to have the most referrals. But you could even ask this question as part of the onboarding process for new hires to see if there’s anyone from their previous company that they’d love to bring with them to their new team. This question is great for generating warm leads (which Red Ventures says leads to 43% higher response rates over cold leads), since you can then approach prospects by saying “[Employee Name] who you worked with in the past is here at [Company Name] and thought you might be a great match for us.” To boost candidate response rates even further, encourage current employees to handle the initial outreach themselves. Candidates on Seen have an 80% response rate, on average. Meet them today. 2. How to turn a like into a referral Referrals don’t just have to be friends, family or former coworkers. In fact, they can be distantly connected (the fourth cousins twice removed of an employee’s professional network) or even complete strangers. In fact, Red Ventures has seen a lot of success by using an unconventional strategy to turn strangers into referrals. When an employee publishes original content on Medium, LinkedIn or Twitter, Red Ventures combs through the likes, claps and comments to identify any promising candidates. The employee who wrote the article then sends each prospect a quick message asking if they’d be interested in working at the company. The idea is if someone is interested in a certain tech topic, they might also be interested in (and qualified for) a similar role. This method works because employees enjoy building their network with people who enjoy their content and “likers” are often willing to chat about opportunities. Red Ventures reports a response rate of nearly 100% using this technique. 3. Unlocking your employees’ online networks Tap into your employees’ networks to source qualified, connected referrals. If you’re trying to fill a cloud engineer role, for example, look up your company’s current cloud engineers (or employees in related roles) and search through their LinkedIn connections to find professionals who match your open role. Since nearly 40% of tech hirers say getting misleading, inaccurate or dishonest information from candidates is their primary hiring challenge, ask employees about potential candidates’ skills before you even send your first message. Would they recommend them for the role? Do they know them in real life? Are the experiences on their profile legit? If they seem like a good match from both your perspective and the employee’s, encourage the employee to reach out and initiate the conversation, as candidates are often much more likely to consider a job opportunity brought to them by someone they’re connected with. Identify prospects that aren’t in job-search mode: Taking this more proactive approach to employee referrals can also help you reach a largely untapped pool of passive candidates (62% of developers fall into the “passive candidate” bucket) since most employees only refer candidates who they know are actively looking for a new job. 4. Share your open jobs (and make them shareable) When employees only kind of know what roles are open, the results can be underwhelming. And employees shouldn’t be expected to constantly check your company’s intranet to see which jobs are open within the company or outside of their team. So to get better referrals (and keep referring top of mind), communicate your hiring needs. Send out an internal email on a weekly or monthly basis—or include a section in the company newsletter—that spotlights your top open jobs and what you’re looking for in a referral. Include pre-written social copy or any other recruiting materials (e.g., company tour videos, photos of the office) that they can share with their network of followers on LinkedIn, Facebook and Twitter. The easier you make it for your best and brightest to refer the right candidates, the more likely they will. For example, Booking.com tracks referrals through its ATS so that when employees share open jobs on their social media accounts, they get the credit when someone clicks on the link and applies for the role. 5. Offer a referral incentive employees actually want We’ve talked a lot about encouraging employees to reach out first. But what’s in it for them? You have to give them a reason to step away from their code, daily standups, strategy planning meetings, etc. to message a referral. Companies typically offer between $1,000 to $5,000 for each referral that ends up getting hired. Red Ventures, for instance, offers a $2,000 referral bonus to incentivize referrals. Some employees have even earned $10K-$15K by making several hires in a year. Cloud infrastructure company DigitalOcean offers $3,500 per hired referral, plus an additional $1,500 charitable donation to fund a cause of the employees’ choice. And because a person’s network might be homogenous (i.e., people tend to refer people who are similar to them), lots of companies are pushing for more diverse referrals by offering bigger payouts. Intel, for example, doubles its referral bonus when the company hires underrepresented minorities, women and veterans through referrals. Your referral bonus doesn’t have to stop at a cash award. Referrals save you time and thousands of dollars, so consider supplementing any monetary bonuses with something creative and memorable, like tickets to an event, a meal delivery subscription, company-branded swag, quarterly prize drawings, company stock, an extra day off with pay, etc. You can even put up a leaderboard and publicly share stats on the number of referrals received and hired to spark some healthy referral competition. Crowdsourcing your tech sourcing With the number of jobs advertised online jumping to a record 7.3 million and the unemployment rate for tech workers hitting a 20-year low, there’s more competition than ever before for tech candidates’ attention. To keep up, you need to work smarter (not harder) to recruit top candidates. That means experimenting with tactics that’ll get you more out of employee referrals—from asking the right questions to elicit better referrals, to zeroing in on tech pros who’ve liked an employee’s tweet to looking beyond active job seekers. And while it’s true that employee referrals don’t always bring in the highest amount of applications, this collaborative hiring method more than makes up for that in increasing metrics like quality, average hiring time, retention rate and cost-per-hire that’ll help you hit your goals. The post The one question to get more out of employee referrals appeared first on Seen by Indeed. View the full article
  4. Ever found yourself daydreaming of another career? Whether it’s to find fulfilling work, earn a higher salary, solve bigger challenges or all of the above, more people than you might expect turn those dreams into reality. In fact, in a recent survey by Indeed.com, 49% of employees told us they’d made a total career change. And the tech industry is no exception. People are looking to break into tech and they’re succeeding: 41% of surveyed tech workers said they’ve made a complete career switch. It’s a great time to make the move with more employers willing to take on candidates with less traditional backgrounds and high-paying, fast-growing jobs not necessarily requiring a highly technical background (e.g. agile coach). If you’re considering jumping into tech or find yourself in the middle of a transition, find some inspiration below as we dig into who has switched careers in the tech industry, why they did it and what it takes to get there. Why people switch careers into tech People gave us a lot of reasons for switching into tech. That might have to do with just how long they have to think about a new career: on average, people who moved into tech considered it for 12 months. That’s two months longer than other industries. More people who switched into tech also talked through their plans with friends and family: 81% had conversations about their decisions compared to only 71% in other industries. So why do people shift gears? 89% of our respondents cited money, which was the number one reason, but they offered us plenty of others: Closely following a search for more money is wanting more opportunities for advancement (81%), with the top five rounded out by people looking for more challenges in their role (75%), wanting more flexibility (75%) or not being happy in their role (70%). Further down the list of reasons others offered were looking for a less stressful job or feeling their job was going to be obsolete. This reinforces that salary is important, but it’s not a single dimension that attracts someone to a role. In surveys we’ve run to tech talent on Seen, we’ve also found the perks they actually care about can differ pretty dramatically. One thing to point out is that some people in tech reported they were looking to change careers out of tech in the next two years for a lot of the same reasons people switched into tech: unhappiness, lack of advancement, stress and money. If you’re looking to switch, take the time to think about your motivations since tech isn’t right for everyone. What—and how much—it takes to break into tech Only 36% of tech switchers reported enrolling in specific educational or training programs, a nearly identical portion as other industries (37%). As Indeed pointed out, this could be because of career changers moving into roles with transferable skills. Within tech, this could mean graphic designers moving into a UX design role or program managers moving into product management. Others are also likely taking advantage of company tuition reimbursement or in-house education, or going the entirely self-taught route. And of those seeking formal education? While bootcamps are growing in popularity, colleges and universities tie with certifications (both at 46%) as the main ways job seekers educate themselves in tech. Tech changers that invest financially in their education have to invest far more than other industries: an average of $38,507 compared to $15,715. The good news is that 81% of those in tech recouped their investment by the time of our survey (compared to 71% in other industries), with certain IT certifications in particular paying off in higher salaries. That said, you don’t have to invest financially. 56% of tech career changers didn’t have to invest any money to make the switch. HackerRank reported earlier this year that nearly a third of coders are self taught. Unsurprising with the amount of online resources to teach themselves and practice completely for free. Regardless of whether or not they invested, 83% of career changers into tech reported being impacted financially by their decision with only 39% saying it meant they took a pay cut initially (compared to 61% in other industries). Beyond the financial and time investment, it might involve relocation, too: nearly half of respondents said that breaking into tech involved moving to another state (or even country). That number is higher than other industries, which could be another reason those in tech reported having more conversations around their decision. The most important question we asked “Are you happier since making your career change?” 92% of people that switched into tech told us they were. But knowing the (multiple) payoffs doesn’t make it any easier to break in. The first step to breaking into tech is figuring out what “tech” means to you. Tech might conjure up an image of a developer working in a code terminal, but the industry is also driven by those who design the visuals of an app, manage the security of a network, test hardware, guide product strategy and a slew of other career paths. Career coach tip: Don’t know where to start? Ask people within the tech industry in a few roles you’re curious about for an informational interview. It’s easier than you probably think. While it may be called the “tech industry,” nearly every single industry is being disrupted or enhanced by tech. And as this data shows, breaking into tech is by no means impossible. It won’t happen overnight, but by putting in time, thought and energy, you can earn your spot in a (more) fulfilling tech career. The post This is who’s breaking into tech appeared first on Seen by Indeed. View the full article
  5. Soft skills matter in the tech world, but if you don’t know the right programming language or platform, you probably won’t get the job. With so many tech skills out there (Indeed’s Hiring Lab currently tracks 500+), which ones are the most in demand across the US? That’s what the Hiring Lab analyzed in a new report on tech skills in the US. A team of economists and researchers looked at millions of tech job postings on Indeed.com in the five-year period between 2014 and 2019 to uncover which programming languages (and other tech skills) companies need most over time. Play around with your tech skills using our interactive tool to see how much they’ve changed in the last five years. We’ll dive deeper into the the top ones below. Top programming languages and tech skills employers want the most To help you grow your career in the right places (and focus your job search), here are the top five trending programming languages and skills across ​all tech jobs. 5. JavaScript A front-end staple, JavaScript appears in 14.5% of all tech job postings on Indeed. Not only is it a highly sought-after skill, but it’s also the most-used programming language, with 69.7% of professional developers coding with it regularly. The language has seen constant evolution, particularly when it comes to its libraries and frameworks. Angular is the most widespread, edging out Ajax in late 2016 and jQuery in mid 2018. In fact, in the last five years, jQuery’s popularity fell by 33% and Ajax fell by 55%. It’s not all on the decline, though: React.js, Vue.js and Node.js have all seen strong, steady growth since 2014. JavaScript isn’t specific to one industry or role: Check out our guide to the top-paying JS career paths. 4. Linux Appearing in 14.9% of all tech job postings, it’s no surprise why Linux is the #4 most in-demand tech skill. Linux serves up most of the websites and apps people use on a daily basis (it even has a stronger presence on Microsoft Azure than Windows). And it probably doesn’t hurt that it lives on every Android phone and tablet in the world. As the most secure OS available (due to its open source development model), companies across all sizes and industries are looking for tech pros who understand the Linux ecosystem to cut down on the time (and cost) it takes to develop products and services of all kinds. In fact, Linux is now finding its way onto smart TVs, drones, refrigerators, thermostats and even supercomputers (all 500 of the world’s fastest are powered by Linux). Automakers are even seeing the potential. Automotive Grade Linux (AGL), for example, is an open source project for developing in-vehicle technology for connected cars, including Audi, Mercedes-Benz, Hyundai and Toyota. Join Seen for free to get matched with a role that matches your skills 3. Python As of September 2019, Python appears in 18% of tech job postings, making it the third-most popular skill on the list. The language also boasts the fastest growth of any major tech skill the Hiring Lab looked at. In 2014, Python was the #15 tech skill, but by 2019 it has risen to #3 (an increase of 118%). A new mix of jobs, including data scientists and associated roles, like data engineers, data analysts and machine learning engineers, partially explains this growth. Since December 2013, for example, data science jobs skyrocketed by 256%. And as companies produce more and more data, Python is likely to continue this high-growth trajectory, especially since the language has been a data scientist favorite for years. It’s not just the rise of data science jobs contributing to Python’s success, either. Software engineers, full stack developers, QA engineers and several other roles increasingly use Python for its versatility, ease of use and speed of development. And for the first time, Python outranked Java as the second most loved language in 2019 (behind JavaScript). 2. Java Java shows up in 21% of tech job postings, making it the second most in-demand skill. Not just a mainstay of Android mobile development, Java has also been a popular skill for software engineers for almost 25 years. Since it’s a “write once, run anywhere” (WORA) language, it works cross-platform, allowing companies to develop Java code on one system and run it on any other Java-supported machine. Because it’s designed for projects that can scale up in size, the bulk of enterprise companies—including large players like Facebook, Netflix and Airbnb—and startups alike use it to build everything from ecommerce back-ends and machine learning environments to cloud apps and IoT tech. As a result of its versatility, rich ecosystem of tools and strong community, there are now 13 billion Java-enabled devices worldwide—which means demand for Java talent isn’t likely to fade anytime soon. Have an upcoming Java interview? Boost your game by knowing the three main types of Java interview questions. 1. SQL SQL is the top tech skill of 2019, appearing in 22% of all tech job postings (and just squeezing past Java by about 1%.) Why? All companies rely on data and need to organize, understand and visualize it to make important business decisions. And SQL is the most universal database language, powering database engines like Microsoft SQL Server, MySQL, PostgreSQL and SQLite. All kinds of tech pros use it, from developers who access databases to write a program to engineers who design databases to data scientists and analysts who turn thousands (or billions) of rows of data into insights that fuel business growth. Even non-tech teams, like marketing and sales, leverage it to inform decisions (without having to wait on the dev team). But despite taking Hiring Lab’s top spot, SQL’s share has actually slightly declined by 7% in the last five years, which could be partially explained by the rise of alternative database querying tools like NoSQL. Even still, as tech job descriptions show, SQL dominates the market and doesn’t appear to be going anywhere anytime soon. Want to jumpstart a career in SQL? Our guide to the top five SQL careers will help you SELECT the one for you. The rise and fall of the most in-demand programming languages and tech skills The top five languages and tech skills employers are looking for in 2019 aren’t necessarily the ones growing the fastest (or at all). Tech is never static, so let’s take a look at which skills are experiencing the biggest growth and which are quickly falling out of favor so you can stay ahead of the latest trends. Note: Some of the languages and skills discussed in this section don’t appear in the chart above since they weren’t top 10 skills over the entire 2014-2019 period. Fastest-growing tech skills Stand out to employers by learning the following fastest-growing tech skills. Already know them? Highlight them on your resume to get a jump on the competition. Docker: Docker has had an impressive trajectory over the last five years. The containerization software was almost nonexistent in job descriptions on Indeed in 2014 (since the first production-ready version was released late that year). But in 2019, Docker has risen more than 40-fold, with employer demand actually outweighing job seeker interest. IoT: IoT (Internet of Things) as a skill shot up nearly 2,000% in the last five years, fueled by the sheer number of physical devices connected to the internet, including smart homes, connected cars, smart cities and wearable tech. Ansible: The IT automation platform that makes apps and systems easier to deploy only appeared in 0.1% of tech job descriptions in 2014, but now appears in 2.8%—a remarkable growth of nearly 1,300%. Kafka: Apache Kafka, an open-source platform for building real-time streaming data pipelines, is also experiencing explosive growth, up over 1,200% in five years. This reflects the soaring popularity in data science and the tech jobs accompanying it, including several rising quickly, like DevOps, data scientist and full stack developer. Fastest-declining tech skills As newer technologies, languages and standards enter the mainstream, older ones are being pushed out of the rankings (or even retired). Consider leaving these skills behind in 2020. Clojure: As a dialect of the Lisp programming language, Clojure is a cult classic with a small but passionate fan base, rather than a mainstream language. And due to its steep learning curve, lack of a strong library ecosystem and the fact that it requires higher CPU utilization (which drives up hiring and operating costs), employer demand for Clojure has dropped by 80% since 2014. EJB: Although Java is one of the top tech skills of 2019, EJB (short for Enterprise JavaBeans) is down 73% since 2014. One potential explanation is that other modern Java-based frameworks like Spring Boot (up 58% in the past year) are open-source, easier to use and less resource intensive. Servlets: Servlets are another Java-based skill fast becoming a legacy technology. Why? Developers using servlets have to write a lot of utility code to support their web applications, while other frameworks, like Spring MVC, automate the manual work, making it faster and easier to build web apps. JSP: Similar to what’s happening with EJB and servlets, JSP (JavaServer Pages) is falling out of fashion as new choices for building dynamic web pages mature and become popular. While JSP is limited to simple, fixed interactions, newer JS frameworks like Angular, React and Vue.js offer richer web apps with lots of user interactions. Are you keeping your tech skills current? In the fast-moving tech world, keeping your skills up to date is critical for both finding a new tech job and investing in your career development. But it can be difficult to figure out what’s a passing fad and what’s here to stay, especially when it seems like new technologies are getting released (and older ones are being phased out) on a daily basis. So how do you adapt, pick up the right skills to power your career and stop falling for the latest short-lived craze or familiar name that’s fading? Five years of steady (and sometimes explosive) growth signals that a language or skill is likely here to stay, at least until the next Python, Java or SQL comes along to disrupt the rankings again. The post Top tech skills employers want going into 2020 appeared first on Seen by Indeed. View the full article
  6. Open ended questions have always been covered in every single one of my interviews. The interviewer is looking for a few things and here are some tips. Jeff Sipe has some great advice:
  7. Here's a great book I found about interviewing and winning a job as a Product Manager. Cracking the PM Interview: https://www.amazon.com/gp/product/0984782818/ref=ox_sc_act_title_1?smid=A2A5EA1BJDQMVF&psc=1
  8. Over 2.5 quintillion bytes of data are created every day, from searches to Netflix streams to splitting your dinner on Venmo. And since the amount of data in the world has nowhere to go but up, there will no doubt be a continued need for data analysts to pull it all together. In fact, data analyst jobs on Indeed have increased by 17% from October 2017 to October 2019. But something to remember: While the need for data analysts is climbing, properly preparing for interviews—and impressing decision makers—is the only sure way to land your next opportunity. That said, what kind of data analyst interview questions can you expect in your search? What topics should you expect? And how will you communicate that you have the right skills the company needs to make better business decisions? To put you on the right path, we’re covering three types of data analyst interview questions, plus example questions for each. Join Seen for free to be matched with data analyst jobs that’ll take your career further Data analyst interview questions you need to know According to Mitchell Breinholt, data analytics team lead at Seen by Indeed, there are generally three types of interview questions you may encounter. Each topic helps the interviewer understand how you’ll contribute to the role, from your communication and problem-solving abilities to your knowledge and application of data analysis tools and techniques. Data analyst interview questions will vary from company to company. But they’ll also differ based on the type of work you’ll be doing—i.e., does the company want a data analyst with a strong business sense, or one that leans heavier on data science? Both the job description and types of interview questions you’re asked will clue you in, so listen closely (and remember to ask questions, too). Questions related to how data fits into business Any data analyst role leans heavily on the use of technology, but your soft skills (how you perform and interact with others) are just as valuable. And when it comes down to who gets the job—you or another equally tech-savvy candidate—your soft skills can be what puts you on top. A few of the most valuable soft skills to have as a data analyst? Problem-solving, critical thinking, collaboration and communication. You should be able to collaborate across technical and non-technical functions (e.g., marketing, sales, operations) as well as logically break down big-picture problems into actionable steps. Hiring managers will also want to know that you can effectively communicate to stakeholders in a way that builds trust and confidence—i.e., will leaders in the company be comfortable approaching you with high-level challenges that impact business growth? How to prepare Many data analyst interview questions provide an opportunity to highlight your soft skills, such as questions about how you overcame a challenge (e.g., managing pressing deadlines), uncovered possible reasons behind a dip in company growth or handled a presentation that went south. Before your interview, think about how you’ve navigated these types of situations and be able to share those examples in detail, from your thought process to the final outcome. Example questions: How do you explain technical information to a non-technical audience? Describe your experience presenting reports and insights to leadership or stakeholders. How do you approach solving for a high-level problem, like a sudden spike in customer churn? Tell me about a project that went wrong. What happened and why? What steps did you take to avoid repeating the issue? Talk about a time you had to influence or persuade others. Were you successful? Questions related to technical skills As a data analyst, your primary goal is to provide meaningful insights that help drive the business forward. You’ll work with datasets to uncover trends and patterns, from user logins to sales figures. And beyond gathering, inputting and organizing this information within spreadsheets and databases, you’ll also be called on to build out data visualizations (e.g., dashboards, charts, graphs) so that you can present your findings to company leadership and stakeholders. All of this requires the right blend of tech skills. And to really wow the hiring manager, you’ll want to sharpen your knowledge of the ones in highest demand. Our data shows that SQL, Stata and Microsoft Excel are high up on the list of skills employers want in a data analyst, followed closely by other data visualization and statistical software (Tableau, SAS) and programming languages (Python, R). Machine learning tops the list of the most in-demand data analyst skills, but only 3% of data analyst jobs include it. This suggests that it’s more of a bonus skills, not a must-have. Regardless, it’s a method to understand if you want to increase your marketability as a data analyst. How to prepare Get comfortable describing how you’ve used these technologies and your level of expertise for each. Replay specific instances where you’ve used data analysis tools to solve for challenges—or avoid challenges altogether. Find out what technologies the company uses (typically listed out in the job description) so you can detail your experience with those in particular. Example questions: What is your experience working with programming languages like Python and R? How do you monitor and measure the effectiveness of newly implemented processes? How have you improved team efficiency by replacing manual processes with automation? How are you currently developing your technical skill set? Questions related to data analysis processes The complete data analysis process can be broken down into several steps, which may vary based on the role, company and project needs. It generally starts with defining the objective, which leads into collecting, cleaning and analyzing data, then onto data visualization and communicating the findings. But digging into a real-world problem isn’t as straightforward as step one, step two, step three. And because data analysts are often key to uncovering trends that will determine business decisions—and shape the future of the company—show the interviewer you can think logically about what steps to take (or not take). Part of quickly finding the root cause of any problem is knowing how to approach it from the start. When you’re assigned a new project, how do you begin? Do you understand how to adjust your process based on changing business needs? Having a solid data analysis process in place also means asking and answering the right questions along the way (e.g., what happened, why did it happen, what might happen, what action should be taken). How to prepare Much of what interviewers want to know tie into both your thought and problem-solving processes. In addition to looking for how you tackle a project off the bat, they want to understand how you break it down, determine what’s the most important data to uncover and navigate unforeseen roadblocks. Know your own processes and approach. Prepare examples of times you gathered and cleaned the right data that fueled a critical business decision and brought immediate results. Connect the dots between your work and the impact of your work (e.g., saved 30% in annual company expenses) to not only prove your value, but that you understand how your role plays into organizational goals. Example questions: What project are you most proud of and why? How do you deal with dirty data? What’s the largest dataset you’ve worked with? What was the project? How often do you retrain a data model? How do you choose what data to pull or when you’ve collected enough data to build a model? Prepping for data analyst interview questions like a pro Although this isn’t a complete list of what you’ll be asked, it’s a good starting point that’ll help you prepare for the big day. And to really drive home that you’ll be a solid team addition (and will put your skills to use ASAP), always go into an interview with specific examples of how you’ve overcome challenges in the past, plus how you embrace a growth mindset for a successful future. Remember, data analyst roles aren’t the same for every company, so read the job posting thoroughly to better understand what the company is looking for. Make sure the role aligns with your skills and goals, prepare for common data analyst interview questions and get ready to land your next big opportunity. *Methodology: Indeed analyzed the percentage change in the share of job postings with “data analyst” in the job title over a two-year period from October 2017 to October 2019. The post 3 kinds of data analyst interview questions to expect appeared first on Seen by Indeed. View the full article
  9. One of the most challenging experiences I've had, in the US, is the healthcare insurance system. My number one issue is the fact that most people (including myself) use the employer-based insurance program. While it does have many benefits to join a group healthcare insurance program, it can be a real nightmare when a layoff occurs. It can be a big problem if you're also carrying the primary insurance for an family. I'm not going into a big story with this, but, I did want to share some of my experience. At the time of my layoff, I had coverage for myself and my son. My fiance had her own coverage through work. So, if you're laid off and need to find coverage, what are your options? COBRA - COBRA is a federal law that may let you pay to stay on your employee health insurance for a limited time after your job ends (usually 18 months). This is basically the same insurance you had at your employer. However, since you are no longer working for the company, you must pay the FULL price of coverage. I *believe* you still get the group discount, but, because your employer paid most of it, you are now on the hook for the entire bill. In my case, (using round numbers) I was paying about $200/mo and another $250/mo for the high deductible plan - a total around $450/mo. After my layoff, the numbers more than doubled to around $950/mo. After a layoff, this can be a big challenge. This is where you'll need to balance the cost of coverage versus your expenses. If you don't go to the doctor often, and in great health, it's likely not worth it. However, if you need a lot of doctor visits or have a large procedure (surgery, etc) you may want to consider it. You will receive information in the mail about COBRA, but, you can also visit their website here: https://www.dol.gov/general/topic/health-plans/cobra DEPENDENT COVERAGE / MARRIED - If you're married, and your spouse has coverage at work, this can be the best and most cost effective option. A job loss is considered a 'qualifying life event' which means your spouse can add you (and children) to their plan. Your spouse would simply need to move their coverage from an individual plan to a family plan. This will certainly cost more per month, but, not as much as COBRA. One caveat to remember, if you have already paid off your entire deductible at your prior job, you'll have to start over with a new deductible amount. This should be used to calculate the difference between this plan and the COBRA idea. DEPENDENT COVERAGE / UNMARRIED - If you are living with your significant other, and unmarried, there may also be hope. I believe the laws vary by state, but, some insurance companies allow coverage for 'domestic partners'. In my case, my fiance was able to add both of us to her policy. We did have to sign a waiver, and provide proof that we were financially relying on each other. We had to provide proof that we were making a large purchase together, which was our house. They also allowed other forms of proof such as a joint car payment, personal loan, and other options. Coverage for domestic partners are typically more expensive, but, in my case the value was still worth it. FEDERAL PROGRAMS - There are some options available in the US, through the website healthcare.gov. I don't have any experience with this, but from what I can tell, they have a marketplace where you can buy your own coverage. They have a special enrollment period (much like a qualifying life event), where you can sign up or change coverage outside their typical open enrollment period. The website looks pretty good: https://www.healthcare.gov/have-job-based-coverage/if-you-lose-job-based-coverage/ PRIVATE INSURANCE - You can also look for private insurance companies that will sell you insurance as an individual or as a self-employed worker. I also do not have a lot of information on this, but, there are a lot of resources online. Here's a great website where I found some additional information: https://www.investopedia.com/articles/pf/08/private-health-insurance.asp All-in-all, it is possible to get the health coverage you need after a layoff. Don't let yourself get too frustrated and make sure you weigh each option. I signed up for a Google Docs account, and used their 'sheets' program to compare my options. It's a great way to track each option so you can make an intelligent decision either for yourself or your family. Keep your head up and eyes focused on the future, you will be fine! Hope this helps, and feel free to let me know if you've found other helpful tips! Mike
  10. New government data shows which college degrees are instantly paying off and which ones leave graduates loaded with debt but skimpy income. Some of the examples are striking. Bismarck State College can now boast its business majors earned a median of $100,500 one year after graduation, topping several elite private schools, such as Emory University. But the amount that graduates of certain programs owe the federal government or bring home in pay will likely cause some soul-searching among prospective students. At Brown University, biology majors earned $30,500 immediately after college—$12,400 less than history majors. Dentists who attended New York University’s graduate program borrowed a median of $387,660—but earned just $69,600. The Trump administration on Wednesday published a trove of new data offering the most granular look yet at the financial health of the nation’s new college graduates. For the first time, Americans can now compare the student debt levels and first-year earnings of graduates based on what they studied, broken out by major or graduate degree program. Until now, the government has only published schoolwide statistics on debt and earnings for undergraduates. EXPLORE THE DATA • Compare colleges and programs to find out which degrees offer a bang for your buck The figures show that at most programs, graduates typically earn more in their first year than what they borrowed in total. But 15% of programs had graduates carrying a debt load greater than income. At 2% of programs, graduates owed more than twice their annual salaries. The release could allow students to make more informed decisions about where to go to college, what to study and how much to borrow. The data was uploaded on a consumer website created by the Obama administration known as the College Scorecard, giving visitors earnings information on more than 36,000 programs at about 4,400 colleges. The data allows consumers to compare programs and defies years of efforts by the higher-education lobby to keep much of this information hidden. For example, students earning a bachelor’s in computer engineering at DeVry University-Illinois, a for-profit college, owe $53,391 at graduation while earning $37,800 in their first year. Meanwhile, at Wichita State University in Kansas, a public school, the same degree leads to a median debt of $31,000 and a starting salary of $61,800. The effort reflects the Trump administration’s belief that the best way to rein in tuition and student debt, and to improve graduates’ earnings prospects, is to make higher education into more of a competitive marketplace—rather than using sanctions on low-performing schools—and providing consumers with information to shop around and force colleges to justify their prices. “The best way to attack the ever-rising cost of college is to drive real transparency,” Education Secretary Betsy DeVos said in a statement. Students need actionable data on costs, debt and return on investment so they can make the best decisions for themselves, she said. Department officials said the administration has been working with tech companies, including Alphabet Inc.’s Google, to find ways to make the data easily accessible to families, employers and academics. To protect students’ privacy, the government isn’t publishing data on programs with few students. For programs making the cut, the data released Wednesday show debt loads at graduation for students who finished college in the 2016 and 2017 school years. The data also reflects how much students who graduated during the 2015 and 2016 school years earned a year after leaving school, excluding those who re-enrolled in college. The debt and earnings data represent only students who received federal financial aid, which can be a small share at some wealthy universities. Another limitation: The figures exclude debt taken on by parents on behalf of their children—a fast-growing category of student debt. In some cases, the data reflects common wisdom: Science and engineering majors at elite schools provide the highest return on investment. At the Massachusetts Institute of Technology, math majors earned a median of $120,300 after graduation while borrowing just $8,219—the lowest debt-to-income ratio for bachelor’s degrees. There are some surprising results as well. While students at Ivy League schools like Harvard, Brown and Yale universities typically earn high salaries, not all do. At Columbia University, students who majored in rhetoric and composition/writing studies graduate with a median $28,556 in student debt but earn just $19,700 in their first year. At another highly selective school, the University of Southern California, those who earned a master’s degree in drama and theater arts owed $100,796 at graduation but earned just $30,800 in their first year. Some programs at public colleges also showed a weak return on investment. A bachelor’s degree in theater at the University of Alabama lands the typical graduate in about $25,000 in student debt while netting a first-year income of just $14,000. Johnna Ueltschi, 22 years old, says she borrowed about $32,000 to study psychology and criminal justice at the University of Central Florida in Orlando. After graduating in May, she struggled to find a job in her field. She now makes $10 an hour as a restaurant hostess. “I was a good student, I graduated on time, I did everything that I was conventionally supposed to do,” she said. Finding a job is “a lot harder than they lead it on to be when you’re in school.” Some of the highest debt-to-income ratios are found at medical schools, in part because many doctors earn low salaries during residency programs, but also because tuition in that sector has soared in recent years. For example, Georgetown University medical school graduates borrowed a median of $233,128 and earned $56,600. An NYU spokesman said that first-year salaries for dental school graduates aren’t reflective of their earning potential, and many go on to residency programs. The Obama administration had begun collecting similar data as that released Wednesday, which it had planned to use to cut off federal dollars to some of the worst-performing programs, all but forcing them to shut down. The policy, which primarily targeted for-profit schools, was rolled back by the Trump administration. Earnings figures for more than a year out of college aren’t available. Some student debt experts say that some degrees, like those in the liberal arts, take longer than a few years to pay off. The department says it will update figures annually, eventually offering earnings data for graduates in their first 10 years. Write to Josh Mitchell at joshua.mitchell@wsj.com, Andrea Fuller at andrea.fuller@wsj.com and Michelle Hackman at Michelle.Hackman@wsj.com Source: The Wall Street Jounal - https://www.wsj.com/articles/which-college-graduates-make-the-most-11574267424
  11. I've hired many different resume writers over the past decade or so. The one thing I learned is that you definitely get what you pay for. Here's a list of the various services and what you'll likely get for your money: Simple Resume Writer - $150-$250. This is the bare bones starter package for most resume agencies. This package will likely get you a 30-60 minute initial conversation and a few changes (over email) to your resume. Most of the time, the person taking your information is NOT the author of the resume. It will be written by an offshore agency or put into a canned system and formatted appropriately. Sometimes these agencies will simply rewrite your LinkedIn profile or your current resume with better words. They will stop working with you after sending the final resume. Technical Resume Author - $250-$500. This is the next step up from the starter package. Your initial phone interview will likely take 1-2 hours and the author possibly works directly for the agency at the same office. You will be asked to explain your work history and follow up with some information such as two job targets, quotes from references, performance review analysis, and a list of technical proficiencies. Changes are typically limited to 2-3 revisions over email or phone. They will deliver a set of resumes in multiple formats and likely give you a set to include in your LinkedIn profile. A cover letter is also provided. They will stop working with you after sending the final resume. Resume and Personal Branding - $500-1,500. This is a full featured service and includes many different phone conversations and revisions. The agent will not always follow up throughout the interview process, but, will work to assure your entire profile is set up to bring in job opportunities. Personal branding is also very typical with this package and the author will work to assure your 'brand' is created with your best interests at heart. Agents do not typically follow you through the interview process. Full Service - $1,500-$3,500+. This package is the full deal. It includes everything above, but, the personalized agent will typically follow you through every job opportunity, sometimes even hooking you up with local companies. The agent will help with interview process and act as your personal liaison for your search. I've met some great agents using this technique and even had conversations over lunch. It's a full service package with a price tag to go with it. Again, these are just my personal experiences and values above may change at any time. Remember the agency working with you on this project will be working with others at the same time. They are in the business to make money, so they will be limited in their time spent with you on any topic. Keeping focused during your conversations and setting goals is always the best move for hiring any of these services. Let me know what you think. Mike
  12. A newly minted degree doesn’t guarantee a job—even if you have all the tech skills employers are looking for. And since finding a job always takes longer than you think (and student debt can up the urgency), it’s important to start your post-grad job search pre-grad. The key: Begin applying for full-time jobs at the start of your senior year to boost your chances of having a job lined up before you graduate. However, many students worry that they won’t have enough (or the right) experience to impress employers. After all, over 67% of graduating college students haven’t accepted a full-time job offer before graduation. And surprisingly, that number is higher for CS grads, with over 72% without a job before flipping the tassel. So how can you market yourself to employers if all you have is a pending college degree and a bare-bones resume? Below, you’ll learn how to get a job after college while you’re still in college, including how to step outside the lecture hall to build a standout resume employers can’t ignore. How to get a job after college (months before graduating) If you’re supposed to start applying for jobs at least six months before graduation, how does that all work? Let’s look at the logistics behind getting a tech job even if aren’t available to start work until you graduate. First, know that lots of employers are willing to extend offers to qualified candidates even if they’re still in school. Why? The tech skills shortage is still very real, and hiring early in the academic year gives employers the chance to secure top talent before the competition heats up during grad season. Plus, there’s likely multiple rounds of interviews and coding tests to complete, so the hiring process itself could end up taking several months. In fact, the average hiring time for tech roles is 24.4 days (with many stretching well beyond that). So how do you know which companies hire students well before graduation? College career fairs and campus job sites are two good places to start, since employers featured here have a track record of hiring college students. You can also apply for entry-level or junior roles outside your university’s network by including your expected graduation date on your resume. However, to make those applications worth it, you’ll need a solid resume with the right skills and experience. In the following sections, you’ll get tips on building up a winning college resume that impresses employers (even if you don’t have “real-world” experience yet). 1. Take advantage of your college’s career resources Start by checking with your college’s career center to see what they have to offer. They can help you create a plan based on your major and career goals. Plus, they’ll be able to tell you the common timeframes and recruiting seasons for certain industries and roles. For example, recruiters at consulting firms, financial organizations and bigger companies typically start scouting tech candidates in the first week of senior year, but startups, nonprofits and smaller companies typically wait until much later. Likewise, recruiters start earlier for more in-demand roles, like software engineers and data scientists, while they might wait until the spring semester to recruit UX designers or web developers. Knowing this insider info on your desired industry and role could help you get a jump on the competition. Beyond job search assistance (e.g., resume reviews, mock interviews, career workshops), they’ll often have direct relationships with campus recruiters, as well as a list of campus and local job fairs, networking events and an alumni network you can tap into. They might even be able to provide intel on which companies heavily recruit out of your school in particular. Career coach tip: Before you attend a career fair, choose the companies you want to target, research them and prep your talking points. 2. Join student organizations Employers are often more interested in real-world experience vs. a GPA score. That’s why getting involved on campus is a smart way to show that you can juggle school, work and other activities. Joining a club that’s in line with your desired career goals and interests will also open up networking opportunities, strengthen your leadership, teamwork and communications skills, and enhance your resume. Your college campus might have hundreds of student organizations, so finding the right one (or two) can be overwhelming. To make it easier, search through your college’s online databases or go to student organization fairs, pick up brochures and talk to org members to test the waters. Ask your classmates and professors what clubs they recommend. If you want to eventually work at a specific company, see if they support any orgs on campus. For example, the Q++ group at the University of Texas at Austin is a student-run org out of the Department of CS for LGBTQIA+ people in tech. Students at UC Berkeley can join Blueprint, a club that develops pro-bono apps for nonprofits. 3. Take on an internship Tech internships are a great way to earn academic credits, extra money and valuable skills that can help clarify your career interests before you jump into a full-time role (and they boost your resume at the same time). Internships also show employers that you have experience in the professional workplace—i.e., you understand modern office etiquette—which can make the transition from college to the working world much smoother. According to a survey by the National Association of Colleges and Employers (NACE), out of all 2019 graduates who received job offers during their senior year, 57.5% had an internship and 43.7% didn’t. So while you can certainly land a job without an internship under your belt, having one could potentially boost your chances of getting an offer before you walk across the stage. 4. Volunteer in your community Data shows that 61% of all full-time “entry-level” jobs require more than three years of experience. But how can you get experience if you’re busy writing papers, studying for exams and trying to coordinate that group project? In your free time (even if it’s just a few hours a week), pitch an idea to a small company or local business and volunteer to take it on. You could offer to build or overhaul a local mom-and-pop’s website or mobile app, or you could teach coding to kids at an after-school program. Volunteering isn’t just a great way to boost your resume and portfolio. It also gives you real-world experience working with clients and can help you make connections in your local community—which could lead to future job referrals. 5. Go on informational interviews You’ve heard it before: Networking is one of the single most important parts of any job search, particularly while you’re still in college. So get to know the people who can help take your career further by setting up informational interviews. Tap into your college’s alumni database by searching for contacts that match your location and desired career field. Ask your professors if you can chat with them about a certain role, industry or company. If you approach them thoughtfully, people are often more than willing to carve out time to talk to you about how they accomplished their career goals (and you might end up with a career mentor, future job shadow opportunity or even an internship). Note: You’re only asking for information and advice at this point—not a job referral. 6. Build your portfolio Your online presence matters. And while you might’ve already taken down any unprofessional photos (or changed the privacy settings on your social media profiles), there’s more you can do to impress employers online, instead of hiding from them. If you’re targeting developer roles, set up a GitHub account and start contributing code. If you’re looking for a UX role, show off your user interfaces and designs on Dribbble or Behance. You can also start a tech blog, answer questions on Stack Overflow or Quora or contribute guest posts to your school’s newspaper to build authority in your niche. Take control of how you’re seen online: Check out our complete guide to personal branding for tech pros. 7. Play up your transferable skills during interviews You might end up learning more at a retail job than during a tech internship. That’s because all work experience, tech or not, develops in-demand soft skills. In fact, the soft skills employers on the Seen platform look for most often when searching for tech candidates are management, communication, leadership, problem-solving and teamwork. And according to a recent Seen survey, 70% of all recruiters and hiring managers say adaptability is the most important quality in tech candidates. However, while tech employers want college graduates with these soft skills, they report having difficulty finding them. So even if you don’t have work experience that’s directly related to your desired career field, you’ll stand out if you add them to your resume and prepare examples that show them off during interviews. Graduate with a diploma and a job offer Too many students wait until May or June to start looking for their first job out of college. But with months-long hiring processes, student loans to think about and competition from other grads, the earlier you start your post-graduate job search the better. And while you might be able to get away with procrastinating in school, the job search is an entirely different kind of assignment. Get started at the right time, use the free resources your college offers and put some effort into building up a standout resume and you’ll ace your college job search. The post How to prepare for your tech career while you’re still in college appeared first on Seen by Indeed. View the full article