LinkedIn analyzed all of the hiring and recruiting activity that occurred on LinkedIn in 2015, and uncovered the 25 hottest skills in 2015. Read the article here.
Read this article by Liz Ryan describing signs and unleash your creative spirit!
Food and drinks will be provided!
- Full-stack immersive program that is inspiring & creating next generation of devs
- 24-week full-time program (vs. typical 9-12 week coding school)
- Program Guarantee: land a job making at least $60K after grad or get your $ back
- 98% hiring rate of former grads
- Exclusive partnerships w/ IBM and Pivotal Labs
From the ASEE e-newsletter. I hope NEU helps change these statistics! Applications for our first degree (Master of Engineering in Big Data) in collaboration with UNH will open soon. Stay tuned!
USA Today (5/30, Weise) reports on the low number of women and minorities among the Silicon Valley workforce, calling it “a funhouse mirror image of the American workforce, which is 47% female, 16% Hispanic, 12% black and 12% Asian, according to the U.S. Bureau of Labor Statistics.” Google released its diversity numbers this week. The numbers show that “1% of its tech staff are black,” 2% are Hispanic, and 34% are Asian, In addition, 83% “of Google’s tech workers internationally are male.” USA Today notes that experts say a reason for this may be that white and Asian men “are more likely to have access and take advantage of technical schooling that leads to jobs at tech firms than historically disadvantaged minorities.”
The AP (5/30) reports that Google head of personnel Laszlo Bock cited “a shortage of” female and minority students “majoring in computer science or other technical fields in college,” quoting him saying, “There is an absolute pipeline problem.” However, the AP reports that “the educational choices of some minorities don’t entirely account for the lack of diversity at technology companies,” noting that Google also employs thousands of workers in non-technical fields such as sales.
Tech related jobs lead, YAYYY!
- Java developer
- Embedded software engineer
- .NET developer
- Medical technologist
- QA engineer
- Credit analyst
- Management consultant
- Network engineer
- Data analyst
- Web developer
- Business analyst
- Software developer
- Process engineer
- Manufacturing engineer
- Electrical engineer
- Systems administrator
- Network administrator
- Financial analyst
Read the article Huffington Post article here.
Good advice for students (& others as well) – LinkedIn post by Heather Thompson (Siemens).
Word overuse – I’m guilty of this myself, but when you say the words “like” and “um” all the time it abruptly stops the conversation. Try working on this by making your friends or family interview you.
Nervousness – It’s okay to be nervous. Points are never counted against you, but don’t use that as an excuse not to look your interviewer(s) in the eye when you speak. Be confident — you have just as good a chance as anyone else.
Don’t pretend – You may have seven other companies looking to take you as an intern and I’m not one of your first choices. It will be obvious you don’t care and you have no interest, even if you think it isn’t… Mama didn’t raise no dumby.
Preparation – This is one of the best things you can do for yourself. Be prepared when you step in the interview. Tell me why I should hire you, because if you make it to an in-person interview, I want to.
Be normal and happy – Be genuine. I could get lost in conversations with interviewees who were just natural and happy in their interview, despite their nervousness. This resonates, because if you’re in that final phase of selection, we already know you’re qualified.
According to Bernard Marr, interviewers are looking to answer these questions although they may not necessarily be asked literally.
- Have you got the skills, expertise and experience to perform the job?
- Are you enthusiastic and interested in the job and the company?
- Will you fit into the team, culture and company?
Marr discusses what’s behind these questions. Good reference for graduates seeking jobs.