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Why are IT Recruiters so paranoid about giving out company information & always want you to send them your CV?

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Very simply security of Information. 

Candidates asking for info on a client ‘who’s the company?’ can potentially be tyre kickers. IT recruiters want to see some form of commitment & this is signified by updating your CV & sending it through to them.

It’s a trust thing.

But what about just using your LinkedIn profile? 

Well yes nearly everyone has one but we often want more technical detail on the projects you’ve worked on & again producing an updated CV shows you’re ready to go...

But what if I don’t want to be put forward to that company? 

That’s fine. Good IT recruiters won’t do this but they want to have the conversation with you, so they can answer your questions & tell you what you want to know about the role, culture & company. This is vital information that you can’t find out on the web, earnt through hours of experience spent by the IT recruitment consultant working with a client over many months or many years.

If you don’t have a CV that’s ok we really encourage catching up for a coffee to discuss your career and are always happy to help you with advice on the market, how to grow, be successful & happy.

An experienced IT recruiter only has so many hours in the day & if they’re talking to you it’s often because they strongly believe the role has potential to be a good match. Trusting them to get you in front of clients can reap the best IT contracts or permanent roles in your career.

On the flip side If they’re not talking to you, they probably don’t have something for you.

In the digital age it’s often easy to search and find companies to send CVs to. Often a company has chosen to work with an IT recruiter for two main reasons.  Time and effort.  Usually they have built a relationship with an IT recruiter they trust & have them work through all the people that contact them, and reach out to until they find the right ones for their company.  It saves them a lot of their valuable time and means they can get on with making their business successful and only meet people who are likely to be right for them.

Clients are often time poor & trust experienced IT recruiters that when they send through that CV of a rockstar Dev it’s because they believe that person can add significant value to your team.

It’s a very outcome based model, in which IT recruiters only get rewarded on success which drives & motivates strong results for both candidates & clients.

Choose & work with experienced, specialist IT recruiters in a market they know thoroughly & they will be able to give you superb advice on how to maximise your potential in the IT job market or find your next superstar candidate who could take your software products to the next level!

I hope this is helpful for both IT candidates & IT clients & gives a useful insight into the mindset of the IT recruiter….

I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, blockchain, big data, infrastructure, security & networks in Christchurch & South Island of New Zealand.

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Does the IT Job Market in NZ slow down in the lead up to Christmas? NO it's actually the opposite

 Classic Kiwi Buzzy Bee christmas ornament, photo by Sunstone

Classic Kiwi Buzzy Bee christmas ornament, photo by Sunstone

I often get asked what's the IT Job market like in the lead up to Christmas? Does it slow down? It must get slow in December right? Does IT Recruiting stop?

NO. it's actually the opposite.....

Since my return from the UK over 8 years ago I've made offers to IT candidates in Christchurch right up to the day before Christmas EVERY year!

Now there's a few reasons for this....Line Managers often have outstanding openings in their teams they desperately want to get them sorted before they head off on summer holidays, at least getting the contract signed so they know that their new dev is secured & will start in the new year! They don't have to start in December but they know the contract is signed and and they can merrily head off on their well deserved summer break, knowing on their return the new team member will be starting in January or February.

There's also quite a bit of movement in the market around this time - it's spring heading into summer, people are out & about, bumping into old colleagues, having BBQs, maybe not getting that bonus or promotion in November gets them a little itchy for that better opportunity so you see a few people swapping in and swapping out of IT jobs.

We also have some great candidates returning from the UK or overseas coming back for Christmas to spend time with the family....summer is a nice time to return home and catch up with friends & family while soaking up the summer vibes and taking their time to find a new IT job and check out the NZ IT job market. They often plan to get something in the New Year but will inevitably start looking at the IT job market in November / December and if the right opportunity is there then BOOM it can happy all rather quickly and they will often start in January, like I did when I returned from the UK.

Yes it's a busy time - everybody wanting to get their IT projects delivered before the Christmas deadline and before everyone heads off for Christmas (most people take time off after Christmas 25th December and will return 7th or 14th January 2019) and some companies have a 2 week shut down. Other companies will close a few days before Christmas but I still find our IT clients, although busy will make an hour to interview a good potential new team member. In fact, it's like that all year round when working in an 'IT skill short market' you can't predict when a great IT candidate turns up and when they do you have to jump on them and be proactive to meet any good potential IT talent & get them on board!

If people don’t take their summer holiday in January, they will often in February (the best weather in average in NZ). Good IT recruiters / Line Managers & HR know this and it can be hard to get all the key decision makers to make the hire around this period, so again it’s great if you can get that great IT candidate over the line before Christmas and before the Jan / Feb holiday season it’s a good strategy.

Into January we also see IT candidates making that New Year's resolution, maybe doing a little 'Life Audit' and putting that into action by getting out on the IT job market so it can be a good time to find new IT candidates looking for a change in the New Year, as we know the IT industry never stops….

For our current Live IT Jobs in Christchurch & South Island please go to:

https://sunstonetalent.com/it-jobs-christchurch-nz/


I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, blockchain, big data, infrastructure, security & networks in Christchurch & South Island of New Zealand.

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How to get WIN WIN WINS by using part-time IT Contractors

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Recently we’ve seen some really great results from companies utilising IT contractors on a part-time basis.

One of our clients came back after 3 months wanting to extend our contractor with…..

‘We're really impressed with their work - they’ve really allowed our project to progress, accelerate and boost our confidence that we'll actually get the project over the line’.

We were chuffed to hear this as it really is a WIN WIN WIN for the development manager, team, business & contractor, for everyone.

In this instance instead of hiring an intermediate-senior developer we’ve had a senior developer / architect work for 20 hours per week (4 hours per day) bringing hard to find Cloud & NoSQL skills to deliver tangible results for a similar total annual cost of a permanent full-time head count, without the risk of a permanent person not working out.

There’s no doubt you need core members of your team for BAU & the intricate domain knowledge & IP but sometimes contractors can tackle some problems that have been tried & failed or to give an injection of new skills & expertise, invigorating the team and lighting the fire to ignite a project.

It also often suits professional contractors who will have 10-20 hours of on-going work from previous clients (often systems they’ve built previously which they continue to support / maintain / add features to) so it works quite nicely for everyone.

Often it’s argued by clients that ‘Our code base takes X amount of time for someone to get up to speed on ie 5 or 6 months’ so why not pair a contractor with a senior dev to work alongside them? This way there’s cover / risk mitigation when the contractor moves on. This also means where there is some skill transfer you can retain in-house.

As work cultures are moving to becoming more outcome based models, business owners, directors & managers are under pressure to achieve their goals and using short-term IT contractors on a part-time basis is a great way to create significant value by getting fast, tangible results for the business.

if you’re looking for an IT contractor to work on a project or you’re an IT contractor who’d like to catch up please feel free to get in touch for a chat over coffee on: paul@sunstonetalent.com 

I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, blockchain, big data, infrastructure, security & networks in Christchurch & South Island of New Zealand.

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2018 PRESENTATION TO COMPSOC AT UNIVERSITY OF CANTERBURY - HOW TO ACTUALLY GET AN IT JOB WHEN YOU'RE A GRADUATE

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What do IT Recruiters & IT Hiring managers ACTUALLY look for when they're hiring?

My aim of this talk is to give you some simple insights into how to find a job when you are an IT graduate.

The first thing to decide is what area you’e gong into: development or infrastructure? And I assume most will be looking for a code orientated role…

But if you do go down the infrastructure route please make sure you get a role that is technical enough & allows you to code / script otherwise you might find your job being replaced by a Chat Bot or Digital Human sooner rather than later.

 

So How do you actually get an IT job?

 

Once you've decided the area you want to go into, then you can decide on the type of role you want! So within development do you enjoy mobile apps, web or full stack development, back-end or want to go deep into Big Data? Within Infrastructure / Networks do you want to be involved in Comms like Juniper or Cisco, or a SysAdmin/DevOps role within Windows or Linux?

Then you can shape your CV around that type of role including those relevant technologies & personal projects….You can also tailor your CV to different roles if you quite like web & full stack dev for example…so it’s more about having a general idea i.e. web and then going for a few different types of web roles…

We also want to see either an internship or a personal project within the technology we’re recruiting for i.e. if you’re going for mobile apps we’d like you to be able to have some basic coding in Java on android or swift on iOS, or be able to talk about your projects at Uni from a technical standpoint….this will really make you stand out from the other candidates...

Write a Cover letter - either as an attachment or in an email paragraph actually telling the recruiter, HR manager or line manager your current situation and why you’re interested in the specific role. Keep it short & punchy.

Let your friends know you’re looking for a job, let your parents know, then let your friends of your parents know that you’re looking for a job - you’d be surprised how many people get jobs this way or at least an interview or foot-in-the-door.

Go to Job fairs / company presentations / start networking / have you created a LinkedIn profile?

Get out there & network you can attend your local Meetups (free) and your local tech conferences (at reduced student rates) & hackathons. We have some excellent resources in Christchurch that you can check out like Ministry of Awesome, Canterbury Tech, Meetups, and the Christchurch Hacker Conference.

The classic saying ‘It’s not what you know it’s who you know’ but I like to take this to the next level ’It’s what you know & who you know’!!!!

Apply for graduate jobs online on the various Job boards - TradeMe / Seek / SJS / LinkedIn

CV, cover letter then apply, if there’s a direct email send it direct to them. Then follow up with a phone call (this is the crucial most valuable point I will make in this talk tonight…it seems simple….this will instantly show you’re keen, interested & confident….I have a policy that if anyone rings me about a tech job and wants to see me I pretty much say yes….

 Honoured to be back at my old university again talking to CompSoc students in the new Ernest Rutherford building, University of Canterbury

Honoured to be back at my old university again talking to CompSoc students in the new Ernest Rutherford building, University of Canterbury

The Interview:

(Mock interview with Louis from CompSoc)

Here are some interview questions you’re likely to get at your first interview....


1) How did your course go at Uni? What did you most enjoy?

2) What do you like to do out of study?

3) What do you enjoy about coding?

4) Tell me about your most successful technical project?

5) What's the hardest problem you've ever solved?

6) What new technologies have you been excited about recently?

 

 The Mock interview to give students a feel for real world interview questions

The Mock interview to give students a feel for real world interview questions

Hot technologies in demand in the Christchurch IT market:

 

Web UI Applications Development - JavaScript (Angular6 or React or Vue.js)

Software Development - C#.Net or Java, often now Full Stack Development with HTML/CSS/JavaScript (Angular or React or Vue.js etc)

Full stack Web Development (PHP/JavaScript) i.e. Laravel, Silverstripe, Symfony2

Big Data - Hadoop / Spark / Google Cloud / AWS - Data Scientist or Data Engineer

Mobile Apps Development (iOS or Android)

SysAdmin (Linux scripting in BASH or Windows scripting in Powershell)

Networking with Cisco, Juniper, Huawei, Fortinet

DevOps - release cycle / automation - Docker, Kubernetes & Rancher

 

Sometimes the graduate role will be learning the ropes - the coding language, tooling & domain but just make sure the role has progression and you like the company culture & the team is friendly & fun with some good senior people to learn from.

One of the questions was about soft skills and I mentioned a very good book on Human Relations....

‘How to win friends & influence people’ by Dale Carnegie.  It's a terribly cheesy title but being written in 1936 it’s stood the test of time and has been modernised to give contemporary examples.  This is a MUST read for any person in business and will help improve your people skills.

If you haven’t started out on LinkedIn yet feel free to create a profile & connect with me. You can also check out our current graduate roles here:


Graduate Mobile Apps Developer

Graduate Applications Support


I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, blockchain, big data, infrastructure, security & networks in Christchurch & South Island of New Zealand.

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Canterbury Tech Summit 2018

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Wow what another amazing tech summit, the 16th so far and I think my 8th after coming home from working in the UK.

Canterbury has NZ’s second largest tech sector. It employs 15000 people & contributes $2.4B to New Zealand’s economy so it’s a great thing to celebrate with this epic annual event which has become an annual highlight of the Christchurch tech community.

New faces & old friends, colleagues, old work mates and industry contacts from all around NZ come together to get inspired, learn, network, share ideas and do business.

 Do you have Imposter Syndrome as a Leader?

Do you have Imposter Syndrome as a Leader?

The key note speaker Harold Hillman told an extremely brave & heartfelt story about being yourself, about not being afraid to be who you are which caught the attention of everyone in that room, what a way to start! 

Some key leadership messages to take away from there were:

  • Learning the importance of bringing your voice & standing out otherwise your conscience will wake you up (literally at night)

  • Change happens every 18 months or so for a company, with associated uncertainty. 

  • EQ is important - inspire and invigorate your team to be themselves.

Another highlight was hearing about a real AI product from Victor Yuen (Product Manager & UC Alumni) from Faceme who are creating digital humans to enable better customer service.

 Digital Humans are in beta for the market!

Digital Humans are in beta for the market!

Faceme have helped UBS in Switzerland to replicate their Chief Investment Officer who can be present in a meeting with an investment advisor & the customer. The advisor can ask the digital human complex investment questions on the fly & can cut down on heavy processes by instantly ordering & processing a new credit card for example which saves the advisor from doing tedious paperwork.

Please check out a video on AI company Faceme here:

‘The future of digital humans will work alongside humans’ 

I did have to think though until the human doesn’t turn up for work because they’re sick right…what happens then!?!?


Thanks to the Canterbury Tech Summit committee, all the fantastic speakers & awesome people for giving their time to be involved in what's become an epic annual event for the Christchurch tech sector!

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I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, blockchain, big data, infrastructure, security & networks in Christchurch & South Island of New Zealand.

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