Career development

5h

'Preparation is key'

With 30 years of experience in management roles and extensive expertise in managing people, Robert Cassar, founder at Heroix, brings a wealth of knowledge to the table.

Over the years, Robert has helped countless professionals in finding roles that align with their needs, values and career aspirations. Moreover, he has acted as a mentor, lecturer and thesis supervisor - which experiences all... enrich his capacity to guide candidates through their career journeys. His insights are invaluable for anyone looking to excel in their career journey, particularly at the executive level.

What would you say are some of the key questions candidates sitting for a job interview at an executive level, should be prepared for?

When it comes to interviews for mid- to senior-level positions, candidates should be ready to answer a range of questions that assess their leadership abilities, strategic thinking, and adaptability. The key in such scenarios is to always find genuine cases in one's experience which can be linked to these situations and refer to them as an example as to how they had tackled such situations in real life.

This enhances the candidate's potential to interview success twofold. On one hand it shows that what was written on the CV is genuine, there is experience behind it. On the interviewer's side, the interviewer can ask secondary questions to continue expanding on such examples and therefore continue to deduce that the experience mentioned is sincere. On the other hand, such anecdotes will assist the interviewer to remember the individual. Case examples give the interviewer a good mental picture of the interviewee.

Statistics show that job mobility increased in recent years. Are more people willing to change careers in Malta?

Job mobility has indeed increased. And this is not a Malta-only phenomena. The evolving nature of work, driven by technological advancements and changing market dynamics, the pandemic and its repercussions has led many professionals to seek new opportunities or move to totally new career paths. You get practising medical doctors wanting to move to senior roles in commercial entities, banking executives leaving their risk averseness and looking to move into C Suite asking specifically for a start-up environment, people with a strong accounting background wanting to merge their expertise with ESG eyeing the upcoming demand for high profile roles in this sector.

Has this made it more difficult for organisations to retain talent?

Yes, this is indeed a challenge. We get introduced on a daily basis with new business customers who would be willing to engage more headcount for further growth for their setup, but are held back due to the challenge of finding and retaining the right talent. Increased job mobility has been making talent retention challenging for organisations. This has assisted companies to continue to invest more in employee engagement, career development opportunities, and competitive compensation packages to retain top talent.

When people decide to change jobs or careers, is a more attractive pay package the most determining factor?

While a more attractive pay package is always an important factor, it is not the only one. Many professionals also seek better work-life balance, opportunities for career advancement, and a positive company culture. Factors like job satisfaction, personal development opportunities, and alignment with personal values and goals play crucial roles in the decision to change jobs or careers.

What makes for an effective CV that stands out from the rest?

An effective CV should be clear, concise, and, especially for senior roles, tailored to the specific job. It should highlight key achievements and skills relevant to the position, rather than just listing job duties. Including quantifiable results, such as "increased sales by 20%" or "reduced costs by 15%", and expanding on those, can make a CV stand out, as these can be talking points for the interview. Additionally, a professional layout, free of errors, and including a compelling summary or objective can significantly enhance its impact.

For candidates presenting themselves for a job interview, how should they prepare themselves?

Preparation is crucial. Candidates should research the company thoroughly, understand its culture, recent achievements, and challenges. As said, candidates should prepare examples from their past experience that demonstrate their skills and achievements. Additionally, understanding the job description and aligning their skills and experiences with the job requirements is key.

Finally, though it sounds obvious, get into the 'logistics' of the interview in detail. Be sure if it's online or on premises, be sure of the time; if online, check the link, that one has the latest working version of the communication platform to be used. Nothing creates stress more than clicking on the Zoom link two minutes before the interview and the platform requires updating. On the other hand, if meeting on location, be sure of the exact location, who to ask for, where to park. Go through the company's website and their social media presence, see how people dress at work - this will give you a clue of how to show yourself. Unconsciously or not, whoever will be interviewing will want to see someone who can integrate well and happily to the culture, and this includes dress. Now for the interview, dress a notch up in formality, to that found in the search, after all you're going in for an interview and not the regular day at work. The appearance point is especially critical for people-facing roles such as commercial roles. When interviewing for such roles I always keep attentive on how the individual walks into the meeting room, how they're dressed, their greeting and overall 'room vibe'.

In what ways does your presence on the Jobhound platform add value to Heroix's service offering?

Being on Jobhound via Times of Malta website enhances our service offering by providing us with a channel frequently visited by executives. It allows us to present job opportunities that align with the skills and career aspirations of many seeking new career paths and roles.

How does Heroix support executive candidates in their search?

At Heroix, we focus on a personalised approach to candidate support. We aim to understand candidates' career goals, values, and motivations. This allows us to highlight roles they might not have considered but which align with their expertise and potential career trajectory. We also provide feedback on their CVs and support in interview preparations. Our aim is to help candidates find positions that not only match their skills but also resonate with their personal and professional aspirations.

Our goal is that a candidate's move is for the long term, so that they establish themselves in the new role and grow in their expertise. This not only brings added benefits to their career prospects but also more stability in their personal life as while they establish themselves in their role, they become more satisfied, more motivated and this has a positive effect on their life outside work, on their personal projects and the important people in their personal life.

What strategies do you employ to ensure candidates find companies that align with their values and passions?

We employ different approaches to understand candidates' values and passions. Our experience in mentoring and coaching assist us to help candidates to identify their core motivations and long-term career goals. We then leverage our network and industry knowledge to connect them with companies that share similar values and offer the right cultural fit. By aligning candidates with organisations that reflect their personal and professional ethos, we help them achieve greater job satisfaction and long-term career success.

How does understanding a candidate's potential career trajectory benefit their job search?

The default one might fall into, erroneously, both from a potential employer's side and from a potential employee's side, is to 'just' look into the past. The adage 'the past is not a guarantee for the future' fits here too. Looking at past achievements both academic and secular, needless to say, is an important factor in evaluating a candidate's potential. But it's far from enough. Especially in 2024 and beyond.

How will people be preparing their marketing campaigns in 2026? Managing a team in 2025? Same as in 2016 or 2015? Things are changing exponentially. What worked 10 years ago, albeit one dare say even 4 years ago, pre-pandemic, may well not be today's standard or that of next year. Therefore, understanding a candidate's potential career trajectory allows us to provide tailored advice and highlight opportunities that align with their future goals and the future of work.

By focusing on where a candidate can go, rather than just where they have been, we can identify roles that offer growth and advancement, ensuring they continue to develop professionally while assisting organisations to have a better edge than competition in the market.

To explore the executive vacancies presented by Heroix, visit https://jobhound.mt/b/heroix. more

Dominic Anyanzo

Career development

15h

what's the best way of creating a perfect cv

1

Career development

1d

Employers seeking skilled workers often overlook military veterans

Ashley Bethea transitioned from the Air Force into a job as a government contractor. Veterans can face challenges translating their military skills to civilian roles. Employers too often overlook or discount the experience veterans bring, a report found.

Last summer, during her final month in the Air Force, Ashley Bethea cried almost every day.

Bethea, 40, felt on edge about giving up part of... the identity she'd held since she was 18. She was also nervous about making it in a civilian job market, where she had no experience.

"For 21 years, the military was who I was," Bethea told Business Insider. "I had no clue what corporate America looked like."

Her predicament is one that often confronts military members attempting to shift from drills and missions to slide decks and sales targets.

Ashley Bethea retired from the Air Force in July. Foto: Courtesy Ashley Bethea

Employers often face the inverse challenge: not knowing how veterans' abilities might translate to a civilian workforce, executives who work with vets told BI. These advocates for hiring veterans said that by looking a little closer at the skills undergirding veterans' experience, employers could help plug gaps in their workforces.

Bosses who dig into veterans' qualifications might like what they find. A 2023 LinkedIn report examining its users' experiences said veterans were three times as likely as those who hadn't served in the military to have a graduate degree or higher.

Yet at the same time, employers often overlook or discount military experience, LinkedIn found. The result: Veterans are only half as likely to rise to the level of director or VP even though they have almost double the work experience of nonveterans, the report said.

The gap exists even as more employers say they're interested in prioritizing skills over pedigree. Even so, many hiring managers still scan résumés for four-year degrees and prior experience in a role, hiring experts previously told BI.

A résumé for the private sector

Bethea, who retired from the Air Force at the end of July, turned to a nonprofit called Hire Heroes USA to help her translate her experience running logistics for deploying and returning airmen into something palatable to hiring managers. A representative from Hire Heroes helped Bethea craft her first-ever résumé.

"I just wanted to highlight that I could work all avenues of logistics, whether it be supply, transportation, people, equipment, or whatever the case was," Bethea, a mother of three, said.

A Hire Heros USA advisor also helped coach Bethea on salary negotiations.

Ross Dickman, CEO of Hire Heroes USA, told BI that one of the biggest challenges for people leaving their service is explaining how what they did in the military can be helpful to civilian employers.

Dickman pointed to his own experience flying Apache helicopters during the dozen years he served in the Army.

"No employer really needs a helicopter that puts missiles into other things," he said.

In addition to the obvious differences with civilian life, Dickman said, many members of the military chose to take on additional duties during the spare time they had while serving. That work might not be reflected in vets' records and can be difficult to capture, he said.

"That is where it gets murky and hard for an employer," Dickman said.

Dickman said Hire Heroes USA works to help vets communicate about the skills that they possess. These can range from abilities in manufacturing to prowess in so-called soft skills like conflict resolution and negotiating.

From there, Dickman said, Hire Heroes USA can go to employers and point to the abilities a veteran, service member, or military spouse possesses. Hire Heroes USA recently assisted its 100,000th veteran in the search for civilian employment, Dickman said.

Vets tend to excel, Dickman said, in roles involving consulting, customer service, operations management, logistics, analysis, and project management.

"They have a lot more skills that informed the way that they executed as an infantryman versus just knowing how to use a rifle," Dickman said.

That was the case for Jesse Gartman, 41, who spent four years in the Marine Corps. In 2007, about a year after returning home from Iraq, he responded to an ad on Craigslist looking for movers in New York City. Gartman loved the work and the flexibility it offered. Plus, it was lucrative, and the camaraderie echoed what he'd found in the military.

Some three years later, with his back and shoulders hurting, Gartman decided he had what it takes to run a business. So, he started Veteran Movers NYC, employing mostly former military members. Gartman later sold that business and started another moving company in Oklahoma City, which he still owns. Now, back in New York City, Gartman is also doing business development work for another moving company.

Gartman said that in his case and that of many vets he's worked with, they're "just happy to be alive." He added, "We take a lot of pride in what we do in life."

Helping employers help vets

Trina Clayeux, CEO of Give an Hour, a nonprofit that provides mental health support to veterans and their families, told BI that employers offering affinity groups or employee resource groups for veterans can help ex-military members feel more at home in civilian roles.

Give an Hour also provides training and consulting services for employers on how to best support veterans.

Clayeux said that employers often see veterans in somewhat one-dimensional ways by thinking they're good at getting things done or in leadership roles.

"They have so many other individual skills in between that they've picked up," Clayeux said.

Clayeux said that's why it's important that hiring managers and supervisors should be curious about veterans' experiences and the skills they can bring to a workplace.

A hiring manager's curiosity came through for Bethea, the newly minted Air Force veteran. She recently began a job as a government contractor at the Pentagon. Bethea's new role as a mission readiness airmen analyst builds on her decades of work in the Air Force.

"I enjoy logistics, and I still wanted to do it in my second life," she said.

Read the original article on Business Insider more

Career development

1d

Employers seeking skilled workers often overlook military veterans

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Last summer, during her final month in the Air Force, Ashley Bethea cried almost every day.

Bethea, 40, felt on edge about giving up part of the identity she'd held since she was 18. She was also nervous... about making it in a civilian job market, where she had no experience.

"For 21 years, the military was who I was," Bethea told Business Insider. "I had no clue what corporate America looked like."

Her predicament is one that often confronts military members attempting to shift from drills and missions to slide decks and sales targets.

Employers often face the inverse challenge: not knowing how veterans' abilities might translate to a civilian workforce, executives who work with vets told BI. These advocates for hiring veterans said that by looking a little closer at the skills undergirding veterans' experience, employers could help plug gaps in their workforces.

Bosses who dig into veterans' qualifications might like what they find. A 2023 LinkedIn report examining its users' experiences said veterans were three times as likely as those who hadn't served in the military to have a graduate degree or higher.

Yet at the same time, employers often overlook or discount military experience, LinkedIn found. The result: Veterans are only half as likely to rise to the level of director or VP even though they have almost double the work experience of nonveterans, the report said.

The gap exists even as more employers say they're interested in prioritizing skills over pedigree. Even so, many hiring managers still scan résumés for four-year degrees and prior experience in a role, hiring experts previously told BI.

Bethea, who retired from the Air Force at the end of July, turned to a nonprofit called Hire Heroes USA to help her translate her experience running logistics for deploying and returning airmen into something palatable to hiring managers. A representative from Hire Heroes helped Bethea craft her first-ever résumé.

"I just wanted to highlight that I could work all avenues of logistics, whether it be supply, transportation, people, equipment, or whatever the case was," Bethea, a mother of three, said.

A Hire Heros USA advisor also helped coach Bethea on salary negotiations.

Ross Dickman, CEO of Hire Heroes USA, told BI that one of the biggest challenges for people leaving their service is explaining how what they did in the military can be helpful to civilian employers.

Dickman pointed to his own experience flying Apache helicopters during the dozen years he served in the Army.

"No employer really needs a helicopter that puts missiles into other things," he said.

In addition to the obvious differences with civilian life, Dickman said, many members of the military chose to take on additional duties during the spare time they had while serving. That work might not be reflected in vets' records and can be difficult to capture, he said.

"That is where it gets murky and hard for an employer," Dickman said.

Dickman said Hire Heroes USA works to help vets communicate about the skills that they possess. These can range from abilities in manufacturing to prowess in so-called soft skills like conflict resolution and negotiating.

From there, Dickman said, Hire Heroes USA can go to employers and point to the abilities a veteran, service member, or military spouse possesses. Hire Heroes USA recently assisted its 100,000th veteran in the search for civilian employment, Dickman said.

Vets tend to excel, Dickman said, in roles involving consulting, customer service, operations management, logistics, analysis, and project management.

"They have a lot more skills that informed the way that they executed as an infantryman versus just knowing how to use a rifle," Dickman said.

That was the case for Jesse Gartman, 41, who spent four years in the Marine Corps. In 2007, about a year after returning home from Iraq, he responded to an ad on Craigslist looking for movers in New York City. Gartman loved the work and the flexibility it offered. Plus, it was lucrative, and the camaraderie echoed what he'd found in the military.

Some three years later, with his back and shoulders hurting, Gartman decided he had what it takes to run a business. So, he started Veteran Movers NYC, employing mostly former military members. Gartman later sold that business and started another moving company in Oklahoma City, which he still owns. Now, back in New York City, Gartman is also doing business development work for another moving company.

Gartman said that in his case and that of many vets he's worked with, they're "just happy to be alive." He added, "We take a lot of pride in what we do in life."

Trina Clayeux, CEO of Give an Hour, a nonprofit that provides mental health support to veterans and their families, told BI that employers offering affinity groups or employee resource groups for veterans can help ex-military members feel more at home in civilian roles.

Give an Hour also provides training and consulting services for employers on how to best support veterans.

Clayeux said that employers often see veterans in somewhat one-dimensional ways by thinking they're good at getting things done or in leadership roles.

"They have so many other individual skills in between that they've picked up," Clayeux said.

Clayeux said that's why it's important that hiring managers and supervisors should be curious about veterans' experiences and the skills they can bring to a workplace.

A hiring manager's curiosity came through for Bethea, the newly minted Air Force veteran. She recently began a job as a government contractor at the Pentagon. Bethea's new role as a mission readiness airmen analyst builds on her decades of work in the Air Force.

"I enjoy logistics, and I still wanted to do it in my second life," she said. more

Career development

1d

Author Post: Finding Your Next Career: What's the Right Move for You?

If you're experiencing a career lull, you may want to develop a career development plan to expand your options in your current field or seek an entirely new one.

As I mentioned in my book Life is Long, the four phases of the ten-year reinvention cycle are a bit like the phases of the moon because what rises and ebbs is commitment and energy. For this post, I'd like to walk you through Phases One... through Three, as this is where self-discovery takes place.

Phase 1 begins with a tiny new-moon sliver of hope as you look for what you want and explore its possibilities.

For most people, Phase 1 is a series of mini-cycles that go from imagination to education to experimentation and back. In Phase 1, you discover desire, explore interests, and test them through mini-cycles of imagination, education, and experimentation. It's important to let your imagination run free at first. Here are some free resources to get you started:

Use desire-finding questions and exercises to uncover childhood dreams, innate interests, curiosities, and discontents.

Explore what you've discovered through low-stakes online research like courses, conferences, and internships. Research job titles, brainstorm combinations of interests, and consider what frustrates you in your current industry.

As you start figuring out what you want and researching what you'd need to do to get it, interest and excitement grow, you enter Phase 2 with a commitment and a career development plan.

In Phase 2, you make a skill acquisition plan and start implementing it so that by the time you hit the full-moon intensity of Phase 3, you're ready to give it everything you've got.

In the first half of Phase 2, you check your reinvention against your personal reality by performing an inventory of:

In the second half of Phase 2, make a commitment to your reinvention to start acquiring skills. This is hard work, because you're still living your old life while building a new one. It takes a lot of energy. Don't give up and don't get stuck here too long.

While you are working on your new career on the side, at some point you will need to take the leap and fully commit. It's scary, but the training wheels need to come off.

In Phase 3, you fully transition from the old to the new. This takes time and patience. Most overnight successes are years in the making-five to seven years in fact-so if you're still not turning a profit two years in, don't quit. Learn and pivot. That's your learning plan.

All the hard work you did in the first two phases will come in handy when you face the inevitable difficulties and setbacks of Phase 3. When you're exhausted, tap back into Phase 2's excitement and desire.

This will be the most challenging phase of your reinvention. You may need to work a full-time job to support yourself while also putting in a forty-hour week working on your new career, and the people around you may not understand your efforts. See their opposition as confirmation that you're doing something extraordinary.

Phase Four is all about start-up life and taking that big scary leap from side-gigging your future to living it. I will talk about that next. more

Career development

1d

How to Dress for a Successful Job Interview

When it comes to job interviews, what you wear can be just as crucial as your resume. This blog post aims to provide comprehensive guidance on how to dress for success in a job interview. Read on to understand the importance of your attire, analyse the company's dress code, choose appropriate outfits for men and women, adapt to different contexts within the company, select favourable colours and... balance accessories with detail. You will also hear firsthand testimonials and advice from recruiters on winning dress practices.

Dress codes matter. The first impression you create during an interview plays a significant role in influencing the recruiter's perception about you. It's not just about looking good; it's about demonstrating respect for the company and showing that you take the opportunity seriously.

Apart from making a good impression, dressing properly can also enhance your confidence levels. When you're dressed comfortably and appropriately for a situation, it gives you an extra boost of assurance.

As we progress into understanding how crucial our outfit choices are in job interviews, let's dive into one of the key steps: decoding the company's dress code.

Every organization has its own culture and values which often reflect in their dress code. Before dressing up for an interview at any company, do some research about their dress etiquette. For instance, if it's a traditional corporate firm like a law or finance company, formal attire might be expected.

Now that we are aware of the importance of understanding an organization's dress code, it is time to delve into gender-specific dressing norms.

The safest options for women include trousers with a blouse and jacket or a dress paired with a jacket. Always ensure your clothing is neat, tidy, and not overly revealing.

For men, suits or chinos paired with a shirt and jacket remain classic choices. It's important to make sure your clothes are well-ironed and clean.

Understanding how to adapt your attire in line with the company's culture is another aspect that plays into successful job interview attire.

The workplace fashion has evolved over the years towards less formality. For example, in 2019, goldman Sachs relaxed its dress code by allowing employees not to wear ties anymore. Therefore, it's essential to align your outfit choice with the company trend when preparing for a job interview.

Not only does your overall outfit matter but also the colors you choose play an important role in making impressions during job interviews.

Classic colours such as navy blue, black, grey or brown are commonly preferred for formal settings like job interviews. They signal professionalism and seriousness, which are desirable traits in any employee.

While a pop of colour can make a positive impression, overly bright or neon colours might be distracting and could signal a lack of professionalism.

After understanding the importance of color selection, let's now touch upon the role that accessories and details play.

In an interview setting, less is often more. Opt for minimal accessories that enhance your overall look without drawing too much attention on their own. Subtle details like a nice watch or simple earrings can add a professional finishing touch to your outfit.

Lastly, let's gather some wisdom from industry insiders about successful dressing practices for job interviews.

Listening to recruiters themselves provides valuable insight into what they're looking for when it comes to interview attire. Many argue that while skills and qualifications are essential, so too is a candidate's appearance as it reflects their attitude towards the job and company.

As we wrap up this comprehensive guide on how to dress successfully for job interviews, remember that what you wear is part of the larger picture that makes up who you are as a professional. Choose outfits that reflect not only the company's culture but also your personal style and comfort level. Remember, confidence is key during these interactions and feeling good in what you wear contributes significantly towards achieving it. more

5

Derek Ouma
1h
Am really hoping to be in

Career development

1d

Beyond Job Boards: The Modern Way to Land Jobs in 2025

The landscape of job searching is changing fast, and as we approach 2025, a traditional job application on a job board may no longer be the best way to land a new role. This shift was highlighted by Zomato CEO Deepinder Goyal's recent statement:

The kind of workforce we hire is very different. Ideally, we don't hire people who are looking for jobs. The kind of people we need, they don't search... for jobs

Goyal said in conversation with YouTuber Ranveer Allahbadia on his show, The Ranveer Show. His words reflect a rising trend among companies to seek out candidates they truly need, often through unconventional and proactive approaches that don't rely on job postings alone.

News Source: https://www.businesstoday.in/latest/trends/story/we-dont-hire-people-looking-for-jobs-zomatos-deepinder-goyal-reveals-companys-recruitment-strategy-404281-2023-11-02

The job market is more competitive than ever, and traditional methods like blindly sending resumes or making vague requests to your network are no longer effective. A successful job search today requires a more focused approach: targeting the right people at companies you're interested in, giving your network clear, actionable tasks, and tailoring each application as a personalized pitch. more

Career development

1d

Skills Over Degrees: The New Hiring Trend Changing Government Job Recruitment

The metaphoric expression "on paper" suggests something that could work, but can't be believed until it is seen in operation. Yet, all too often there has been a tendency to hire individuals who literally look good on paper - as in what their résumé, degrees, or certifications say.

Earlier this year, the White House aimed to fill the 500,000 open cybersecurity jobs by adopting skills-based hiring... practices. Such efforts could be used to fill openings across the government, but skills-based hiring does require some considerations.

"Skill-based hiring has gained traction in HR as a more inclusive and effective way to identify candidates with the right abilities for the job, regardless of their educational background or years of experience," explained Samantha Reynolds, director of marking at Helpside.

"Traditional qualifications don't always capture the nuanced skills necessary for complex roles, especially in high-stakes fields, where technical skills and critical thinking are paramount," added Hamie Passos, recruiting leader and partner at HR Exchange.

"By focusing on competencies -- such as analytical thinking, client engagement, and adaptability -- recruiters can better gauge a candidate's ability to meet the specific demands of a role," Passos told ClearanceJobs. "This approach is particularly valuable in sectors where innovation, flexibility, and client-centered approaches are essential for success."

The Talent Pool

Too often too much attention has been paid to past titles, where someone was employed and certifications. That is however changing.

"Across the board, we're seeing a shift to a skills-based hiring approach. Companies want to hire employees who can get the job done, and while many still require degrees, most no longer consider a degree alone as proof of skill," explained Lupe Colangelo, director of alumni engagement and employer partnerships at General Assembly.

That doesn't mean that certification, résumé and other credentials are no longer important. Those are still part of the bigger picture.

"Employers want to see applicants complete real-world coding challenges, they want to see your portfolio, they want you to have internship or apprenticeship experience, and they want to see additional certifications that prove you know your stuff," Colangelo added.

He told ClearanceJobs that when employers only hire college graduates, they're competing in the same talent pool with many other employers.

"Switching to a more thoughtful, skills-based hiring approach allows you to widen the pool of potential candidates, hire faster, diversify your workforce organically, and save significantly on recruiting costs," Colangelo added. "For example, tech boot camp graduates often have the skills needed for entry-level software or data analyst positions. More than half of recruiters -- 53% -- told us they are reducing traditional education requirements for open positions this year."

Skill Finding

An interview can help determine what skills a candidate may possess, but it could be up to applicants to ensure that they're making clear to would-be employers that they are more than what their CV says.

This is also a two-way street, and recruiters have a major part to play.

Reynolds told ClearanceJobs, "Start by clearly outlining the essential skills, abilities, and competencies needed for the position. Instead of focusing on credentials like degrees or specific job titles, detail the actual tasks the candidate will need to perform and the skills required to perform them successfully."

This can help would-be applicants better understand the role of the job even before applying, which in turn will help in the hiring process.

"By building a profile of practical, measurable skills for each role, recruiters can more easily identify candidates who meet these criteria, even if they come from diverse educational or professional backgrounds," added Reynolds.

Tests Over Certifications

On paper, an applicant could have all the skills for the job, but Olivia Tapper head of operations and data at Agency.com suggested that a list of certifications may not tell the full picture.

"For skill-based hiring, we're doing tests," she told ClearanceJobs. "Sometimes people are great at filling things up in their CV but an interview and a skill-based test will weed out who is fit for the role. Having a degree or certificates are not enough. It's easy to take some courses online and pass them. They need to demonstrate that they can apply the skills in real-life scenarios and think on their own." more

Career development

1d

Coaching vs. Mentoring: 11 Key Differences & Skills Needed

Career development

1d

Techwave Solutions Named as Certified Top Employer India 2023 - India Press Release

New Delhi [India] November 11: Techwave Solutions, a leading IT services, consultation, and business solutions company has been recognized by the Top Employers Institute, an international organization that recognizes excellence in human resource management. Techwave Solutions' commitment to establishing an inclusive workplace, a space where employees thrive, grow and find satisfaction beyond the... confines of a job title has reinforced its position as a Top Employer 2023.

This is Techwave Solutions' 4th consecutive entry in the Top Employers award. It was named in the list of Great Places to Work and Most Attractive Employers in recent years. It was also recognised for its efforts towards minimising the skill gaps in job seekers and promoting skill-based hiring by breaking down hiring into a science. Techwave Solutions is dedicated to creating a supportive and inclusive work environment where every contribution is appreciated with intensive career development opportunities.

Techwave Solutions was certified as one of the top employers in India based on rigorous measures that included work environment, employee well-being, career development, work-life balance, inclusivity, and talent acquisition. Techwave Solutions is dedicated to fostering employee growth through extensive learning opportunities and employee initiatives. Techwave Solutions' learning platforms have helped 642+ employees in their talent transformation and fueling their career growth trajectory. These merit-based and transparent talent transformation platforms help establish a bridge between learning and career.

In the employee work-life balance category, Techwave Solutions ranked 11th among all other participant organisations. The launch of a 21-day wellness program in 2020 has been a remarkable factor in increased employee engagement and mental well-being. It offers various programs like virtual team events, workshops, training sessions, mentorships, leadership development and hackathons to name a few.

Archit Sharma, Talent Acquisition Manager, Techwave Solutions, said, "Techwave Solutions is honoured to be recognised as a top employer in India. It is a testament to our talent engagement and ethical practices to transform and nurture a diverse talent pool and help the next generation of IT professionals learn the skills that are required in the modern world. We are extremely proud of our achievements and our ability to attract, nurture, and retain the best talent in India."

Techwave Solutions is continuously investing in upskilling initiatives for employees in next-gen technologies including cloud, GenAI, cybersecurity and more. Many employees have benefitted from the Leadership Shadowing Program conducted annually helping the freshers to learn leadership from the experienced management. Techwave Solutions' associates have adopted their motto of never-ending learning and clocked an impressive 25.4k hours and 1500+ skills so far. Techwave Solutions is a big supporter of young talent and has a large ecosystem of career development initiatives in place to nurture the skills pipeline. These initiatives include: Innovate Together (IT), Fit 4 Life, Techwave Launchpad, MentorConnect, and Growth360.

About Techwave Solutions

Techwave Solutions is a leading IT services, consultation, and business solutions company transforming businesses for over 10 years. We partner with some of the world's largest organizations, helping them achieve their most ambitious goals through consulting, engineering, and operations. Our unique Agile™ delivery model is a recognised benchmark of excellence in software development.

At Techwave Solutions, we foster a diverse and inclusive workplace by making hiring decisions where every individual is recognised. We focus on driving innovation and creating long-term value for our clients, employees, and communities. For more information, visit https://techwave-solutions.com/careers/ more

Career development

Career development

'Preparation is key'

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Career development

Employers seeking skilled workers often overlook military veterans

Career development

Employers seeking skilled workers often overlook military veterans

Career development

Author Post: Finding Your Next Career: What's the Right Move for You?

Career development

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Career development

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Career development

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Career development

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Career development

Techwave Solutions Named as Certified Top Employer India 2023 - India Press Release