3 Questions To Ask During A Remote Technical  Job Interview

3 Questions To Ask During A Remote Technical Job Interview

Following the onset of the global coronavirus outbreak (COVID-19), the United States was forced to embrace remote work. Interestingly, despite no longer being in the office, employees remained productive. Increased employee productivity levels, combined with the reported higher levels of job satisfaction, have made the possibility of long-term remote work attractive to the American workforce. 

Is Remote Work Right for Me? 

According to ZDNet.com, “almost two-thirds (63%) of tech professionals said they expected to continue to work remotely.” Perhaps the most important factor that is driving the possibility of long-term remote working strategies is that employees’ productivity has actually increased. For example, findings from a leading study revealed a 13% performance increase in the productivity of employees at a NASDAQ-listed company. 

As a remote worker, you have the ability to apply for technical job positions anywhere in the country without having to pay for living and housing costs in the chosen area. In addition, a large part of technical professionals’ work can be completed via a computer or smart device. 

If remote work is the best long-term strategy for you and your lifestyle, here are the top 3 questions to ask your hiring manager in your next interview to land your remote technical job.  

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Question #1: How Do You Measure Success in this Role?

As a remote worker, it is imperative that you are clear on the methods the company or organization uses to measure success for their remote workforce. When you identify the key performance indicators (KPIs) you’re expected to meet from the onset of the working relationship, you will be able to work independently (and confidently) with the outlined performance goals in mind.  

Question #2: What Are The Expectations for Overtime Work?

As a remote worker, you may be more likely to continue working past your contracted or salaried hours due to the convenience of not having to physically leave the office. If a work-life balance is important to you, understand the company’s expectations for overtime work so that you incorporate non-work related activities (such as personal time or family time) into your life accordingly. 

Question #3: What Networking Events are Offered to Remote Employees?

With a mass shift to remote work, many employees are missing the traditional perks and benefits that come with being in the office. Happy hour or after work events were once optimal places to build professional and personal connections. If a key part of your professional experience includes bonding with your team members or office mates, ask your potential employer about the initiatives they have in place which encourage social networking. 

Top Software Engineering Courses to Take in 2021

Top Software Engineering Courses to Take in 2021

With the advent of the unprecedented global pandemic (COVID-19), students and career professionals alike are re-imagining the way they pursue education through the adoption of self-paced learning. EasyLMS.com defines self-paced learning as learning on your own time and schedule, with benefits such as reduced pressure to adhere to a strict timeline, the ability to set your own schedule, and an accommodation of different learning styles. Whether you’re a beginner, a seasoned tech professional, or just simply looking to expand upon your already acquired skill sets, these self-paced online courses in software engineering may be right for you. 

Java Programming and Software Engineering Fundamentals Specialization

Offered by Duke University through Coursera, this course is designed to teach you the fundamentals of Java — one of the most in-demand programming languages and the foundation of the Android operating system. The course consists of 5 specializations and a compilation of projects, specifically a capstone project. With this course, students will learn how to understand core programming concepts and solve complex problems.

  • Experience Level: Beginner 
  • Certification: Yes (students can also audit the class for free)
  • Financial Aid Available: Yes
  • Approx. Time for Completion: 5 months

Statistics and R

Offered by Harvard University through edX, this course teaches the R programming language in the context of statistical data and statistical analysis in the life sciences. The course consists of 7 parts, which can be taken individually or all at once. Through the use of R scripts to analyze data, students will learn the basics of conducting reproducible research.

  • Experience Level: Intermediate 
  • Certification: Yes (students can also audit the class for free)
  • Financial Aid Available: N/A
  • Approx. Time for Completion: 4 weeks

Building Modern Python Applications on AWS

For software developers looking to expand their cloud platform knowledge, Amazon Web Services (AWS) offers a certified course that teaches students how to build applications on AWS using Python. This course is offered through the Coursera platform. For tech professionals interested in receiving certifications for their cloud platform development skills, Amazon Web Services also offers a bevy of certifications to bolster your professional resume. 

  • Experience Level: Intermediate 
  • Certification: Yes (students can also audit the class for free)
  • Financial Aid Available: Yes
  • Approx. Time for Completion: 22 hrs.

Cloud Architecture with Google Cloud Professional Certificate

Offered by Google Cloud through Coursera, this certification teaches students the fundamentals of cloud architecture, specifically how to deploy solution elements, including infrastructure components such as networks, systems and applications services on the Google Cloud platform. According to Global Knowledge, the Google Cloud Professional Cloud Architect certification was ranked one of the top paying IT certifications of 2019.

  • Experience Level: Intermediate 
  • Certification: Yes (students can also audit the class for free)
  • Financial Aid Available: Yes
  • Approx. Time for Completion: 3 months

Ready to apply the skills you’ve acquired through self-paced online courses to your professional career? Apply HERE to work with a dedicated MinTech agent. 

Ready To Lead A Diverse Tech Team? 4 Key Habits To Cultivate

Ready To Lead A Diverse Tech Team? 4 Key Habits To Cultivate

In the last decade, the technology industry underwent a massive boom. Despite the increase in employment opportunities within this field that followed, as a result, Black and Latinx professionals have continually been underrepresented in the makeup of the technical workforce, specifically in leadership positions (LAtimes.com). However, Black and Latinx professionals who do occupy leadership positions in tech have a significant chance of positively influencing rising professionals in this field. 

Below are key behaviors and characteristics shared by efficient leaders that streamline the accomplishment of organizational and diversification goals.

 

1. Leaders Map Out Goals and Priorities

Tech leads are responsible for the delivery and execution of their organization’s technical and high-level goals. Since there are numerous technical priorities that arise within your team, it is critical for you to define and communicate the top priorities to your team members. Not only will this help you to maintain cohesion within your team, but it will also support your team members to efficiently meet your outlined goals. 

2. Leaders are Expert Collaborators 

Capable leaders possess a keen skill for collaboration, which allows them to work cross-functionally across numerous specialties within their organization. Smartsheet.com proposes that a major component of a team leader’s collaboration strategy is actually coordination, which involves facilitating the group effort rather than making decisions for the group. This facilitation allows team members to feel included and supported within the team structure, further streamlining the achievement of your business goals.

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3. Leaders Are Culturally Intelligent 

It is crucial that leaders be aware of the cultural differences that exist within their team. When practicing cultural awareness, leaders are more likely to implement practices that promote inclusivity, while maintaining cultural sensitivity. To lead a successful and longevous business, it is important that your team members feel appreciated for the value they bring to the organization, both professionally and personally. 

4. Leaders Prioritize Inclusive Recruitment Processes 

Lastly, efficient leaders are strategic and considerate about the types of professionals they add to their team. As a leader, consider adopting a diversity-focused hiring and recruitment process. According to Fastcompany.com, the typical hiring process often relies on tapping into small pools of candidates from top technology programs or employee referrals, which “can yield a self-selected and homogenous group of candidates.” 

 

If you are a technology professional looking to connect to organizations that value your diverse background and the unique experiences you bring, click HERE to apply to work with a MinTech agency recruiter and land your dream job!  

 

MinTech Life: Alexandria Powell, MinTech Recruiter

MinTech Life: Alexandria Powell, MinTech Recruiter

Alexandria Powell is our newest recruiter for MinTech Agency, handling our recruiting outreach, interview and relationship building with candidates and our clients. A native of Cleveland, OH who now calls Pennsylvania home with her husband and two beautiful children including one newborn:). Alex has a true heart for helping people and believes in the MinTech vision that following a job path in tech can truly change your life, family and community. Keep reading to learn more about Alex and make sure to connect with her on LinkedIn.

Can you tell us a little about you?

I started at the University of Akron. I have a bachelor’s degree in communications/public relations. I moved to Pennsylvania in 2014 to begin my master’s program, so I have a master’s in public administration from Penn State University. During my time at Penn State, I worked as an employment specialist for Goodwill Industries helping to find employment for individuals with barriers. This could mean helping people with criminal histories, disabilities, the elderly or veterans. I worked very closely with businesses in the Pennsylvania area to help employ those individuals. I most recently was a talent coordinator for Terra Lingua USA which is a small exchange program for high school students. My job was to find community coordinators and host families for our international exchange students. I also spent time as the career services director for the Ohio Media School working to help students interested in the media field find employment. 

I’ve had a special experience working with people who have those barriers, so I came to HR to try to make a difference.

You attended university for Communications and PR. What led you into recruiting and HR?

My goal while I was working toward my bachelors was to work in a nonprofit. I really have a passion for helping people better their lives in any way I can. Throughout my work as an employment specialist and helping those individuals find work within their communities, I figured out that I wanted to be on the other side. I have this perspective that a lot of people in HR or talent acquisition don’t necessarily have or see. I’ve had a special experience working with people who have those barriers, so I came to HR to try to make a difference.      

That is cool that your expertise in PR has aligned with your purpose of helping people through tech recruiting and connection.       

Yes! I find joy in meeting new people and hearing their stories. I think throughout all of the roles I’ve had, the theme has been consistent with me meeting new people, learning their stories and analyzing those stories to help get them into the right spaces. 

So, how did you learn about MinTech?

I originally heard about MinTech when I was looking for a new role in the recruiting field. I was looking for something more fast-paced and really wanted something that presented me with a  larger challenge. Karen reached out to me via UpWork. When I actually started to look more into MinTech, Karen’s mission of helping underrepresented individuals really spoke to me. Although it’s tech, it still serves that same purpose of helping others, and I’ve worked with that mission in my other roles. I’ve always been the kind of person who has taken a passion for helping Black and brown people. I actually have a certificate in Pan-African studies (they didn’t have a minor program in this field at my university). It’s always been a mission of mine to work in diversity in some form whether it was helping people with barriers at Goodwill or helping MinTech serve people of color. That is one thing that draws me to Karen is her passion for helping people of color. Her mission speaks to me. If I can be of service in any way, I will definitely jump at the opportunity. Funny story, I’d actually just started a new role at a different company when Karen reached out to me and realized that MinTech was where I needed to be. 

What does a day in the life look like for you as a recruiter at MinTech?

I work very closely with Karen. Every morning, Karen and I will sit and talk about our strategy for the day. Including, how we will find individuals to fill the roles that we currently have available.  Whether that means posting on social media or contacting individuals through LinkedIn or reaching out to individuals we’ve met in the past to re-engage. Also, talking with our clients to make sure we’re keeping them up to date and informed of our search efforts. 

One thing I’ve learned, even from my own job search, is that you are your best advocate.

What advice would you give to someone looking to work with a recruiter? 

One thing I’ve learned, even from my own job search, is that you are your best advocate. You know your skills and what assets you bring to a company. As a recruiter, we come across lots of resumes, so the best thing you can do is continue to be your biggest advocate. If you see a role on MinTech, reach out to me or Karen and let us know why you’d be a good fit for the role.  Also, just staying in touch and keeping your information up to date so that we can see your progress. Maybe you didn’t have a skill last year, but your update tells us that you’ve spent the past year developing that skill and that will stand out.    

To learn about the roles Alex is currently recruiting for, visit the MinTech Job Page.

Should You Work With A Recruiter?

Should You Work With A Recruiter?

Should you work with a recruiter? This is the top question many candidates ask themselves when seeking a new job opportunity. As a recruiting firm that puts our candidates first, we wanted to breakdown what working with a recruiter entails. Check out below and you can always contact us directly with questions you may have as you enter your job search. We are here to help.

Skip To The Front of The Line

If you are a good match for the role we can get your resume directly in front of the hiring manager instead of you applying and hoping to get selected.

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Risk-Free Opportunity

There is no cost to you as the candidate! All recruiter fees are paid by the hiring company. Additionally, a recruiter/candidate relationship creates an automatic win-win for everyone involved. We are always working for you.

Compensation and Benefit Negotiations Done Right

The recruiter can negotiate the best possible compensation and benefits for you since they often have access to industry salary data and are fully aware of their client’s budget. At MinTech, we also have real conversations with our cadidates to ensure their goals are identified.

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Exclusive Hiring Insight

A recruiter has discussed the role with the hiring manager or HR and understands what they are looking for beyond the job description. This is vital as the pool selection is narrowed the closer you get to your final interview and potential offer.