#preethiblogs

Here are some of the key capabilities that are important to get into this field.

Mathematics: Strong foundation of Statistics, Algebra.

Learn to code: To start with learn Python and R and later learn Spark, Scala as per requirement.

SQL: You must be very strong in structure query language and analytical functions using SQL

Exploratory Data Analysis: Learn Data Wrangling / Data Crunching/ Data Aggregation.This you can do with the help of R, Python, and SQL.

Data Visualization: Learn how to Visualize data- using any visualization tool.

Learn the Art of Storytelling.

If you are good with all the above skills then get in machine learning algorithms, never directly jump into deep learning as you may get distracted.

When looking for a new IT role, you may feel you know what the hiring manager is looking for however the technical skills that are required for the role is only a part of what hiring managers actually want. Often times you get into the interview process and realize what they are looking for is beyond the bullet points listed on the job description. In today’s blog we look at the top things IT hiring managers want that often isn’t listed in the requirements for the role.

Good communications skills Depending on your role in IT, you may be required to work with employees at the company to either fix technical issues or collaborate with marketing and accounting departments. Therefore it’s important to be a good communicator and be able to explain IT issues to those unaccustomed with technical language.

Flexibility Technical issues can happen around the clock so depending on the field in IT you are in, you may be required to work odd hours or overtime. Another common scenario is working overtime to complete a project for a client by their deadline. Some companies offer employees laptops so they are able to do their extra hours, or off hours, at home. Other companies might need you to be on-site so it’s important to have the flexibility to go where you are needed to depending on the companies’ needs.

Additional Technical Skills Beyond an Associates or Bachelors degree, those in the IT field may want to look at getting additional certificates. Having additional certificates in your area of business will show that you went above and beyond to take an initiative in your career and advance your knowledge and experience.

Cultural Fit This is a common theme in any business. Employers want to ensure that you will be a good cultural fit and work well with their current employees. It’s important you are helpful and friendly and show an eagerness to learn and support the team.

We hope these tips are helpful for you when considering what IT hiring managers are looking for beyond the bullet points in the job description. It’s important to think about what you bring to the team and show the hiring managers that you are a team player, knowledgeable in your field, and enthusiastic about the job.

Leadership hiring has evolved tremendously over time becoming one of the most important factors in the success of a business. New technological advancements such as artificial intelligence, data analysis, machine learning, robotics, etc. have been the fuel to an effective recruitment process. The need for inventive leaders is increasing exponentially, which has led many industry leaders to discard in-effective and obsolete trends and adapt to new and effective recruitment methods to achieve management goals.

As the technology and market factors evolve, the trends affecting the recruiting process are transforming at an equivalent pace. Here are some recruiting trends that could revolutionize the leadership hiring process in the year 2020:

● Advancement in Technology:

Advanced technologies have revolutionized every sector by automating major tasks through the use of AI, ML, Data Analysis and algorithms. These technologies help recruiters in identifying and eliminating bias in the recruiting process and screen candidates to serve specific job requirements. Furthermore, it helps companies to identify their personnel requirements efficiently, with interactive chatbots ensuring that the company saves time and hires the best candidate among the applicants.

● Shift to Essential Skills:

The rise in competition and technology has shifted the tag of soft skills from ‘nice to have’ to ‘essential’. Most companies are not looking for leadership hiring of candidates who possess skills like creative thinking, thought leadership, teamwork, communication skills, or more. Fueling this shift is the rapidly changing technological universe as it will force recruiters to find candidates who can adapt to the latest technological change and can guide the business to utilize it positively.

● Employer Brand:

Amid corporate-wide gender progressing initiatives such as women empowerment through leadership hiring, companies are investing more in building their employer brand. Company culture, values, empowerment policies, flexibility and the opportunity to balance work and life are some examples through which companies will look to build their employer brand. The better the employer brand, the easier it will be for the companies to successfully complete the top management hiring process.

● The Power Of Data:

Data, coupled with advanced technologies is supporting employers in the process of predictive analysis. More companies are relying on past and present company data to identify, source, and access candidates. In 2020, data is expected to drive the process of CXO hiring and recruitment decisions. Data capture and its analysis are believed to be the core factor for companies to determine the ‘why’ and ‘what’ of the recruitment process, making it more effective and eventually successful.

● Strategic Executive Search Firms:

By integrating advanced technologies with compelling executive job search strategies, recruiters can create a greater impact on businesses. Executive search firms are engaging better with the key stakeholders in the process of top management hiring such as the employees, managers, and candidates. The impact of these companies is forecast to increase in 2020 owing to their added efforts for helping businesses hire the right candidates by leveraging advance tech and strategic solutions.

● Non-Conventional Hiring:

There has seen a shift from ‘resume-based hiring’ to ‘non-conventional hiring’. According to Ladders, Google receives at least 2 million applications in a year and its executive recruiters spend an average 6 seconds on a single resume. The excess of applicants, along with the need for creative skills has switched the focus of recruiters from resumes to their situational talent and their leadership and problem-solving skills. The year 2020 is expected to adopt the path of non-conventional recruitment where leadership hiring is done through non-conventional methods such as personality tests and skilled-based assessments.