Tag Archives: life

How Communicating Rejection Notices Can Help Your Businesses’ Brand

Welcome back to another edition of the ComputerPeople Staffing blog! In the competitive job market, how companies handle candidate rejection notices can significantly impact how they are perceived by active candidates. Delivering bad news is never easy, but it’s a critical aspect of the hiring process that, when done with empathy and professionalism, can turn a potentially negative experience into a positive one. Here’s how companies can improve their rejection communication to better their brand.

1. Timeliness is Key

Why It Matters: Prolonged silence can lead to frustration and anxiety for candidates. Timely communication shows respect for their time and effort.
How to Implement: Set clear timelines for each stage of the hiring process and communicate them to candidates. Send rejection notices as soon as the decision is made, ideally within a few days of the interview.

2. Personalize the Message

Why It Matters: Generic rejection letters often can feel impersonal and dismissive. If your company has the bandwidth to send personalized rejection messages, it can add a human layer to the situation. Personalized messages show that you value the candidate’s application and recognize their effort.
How to Implement: Address the candidate by name. Reference specific aspects of their application or interview. Use a warm and empathetic tone rather than a cold, formal one.

3. Express Gratitude

Why It Matters: Thanking candidates for their time and effort reinforces a positive impression of your company, even in the face of rejection.
How to Implement: Acknowledge the time and effort they put into their application and interview. Express appreciation for their interest in your company and the position.

4. Encourage Future Interaction

Why It Matters: Leaving the door open for future opportunities can maintain a positive relationship and potentially attract the candidate to apply for other roles.
How to Implement: Invite them to apply for future positions that match their skills and experience. Encourage them to follow your company on social media or join your talent community for updates on new openings.

5. Be Transparent About the Hiring Process

Why It Matters: Transparency builds trust and helps candidates understand your decision-making process, reducing feelings of frustration or unfairness.
How to Implement: Explain the hiring process and criteria used for selection. Offer insights into the qualities and experiences that were prioritized for the role. Make it human, not artificial!

6. Train Your Team

Why It Matters: Ensuring that everyone involved in the hiring process understands the importance of compassionate rejection communication can standardize and improve the candidate experience.
How to Implement: Provide training on best practices for delivering rejection notices. Share examples of well-crafted rejection letters. Encourage team members to put themselves in the candidate’s shoes, as they were once candidates!

Communicating rejection notices with care is an essential part of the hiring process that can significantly impact your company’s brand. By being timely, personal, and constructive, you can leave a positive impression on candidates, even in rejection. This approach not only enhances your employer brand but also fosters goodwill and encourages top talent to consider your company for future opportunities.

Implementing these strategies demonstrates that your company values all candidates, not just those who are hired. By treating every candidate with respect and empathy, you contribute to a positive reputation that can attract high-quality candidates and set your company apart in the competitive job market.

_____________________________________________________________________________________________

Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

The Significance of Submitting Your Resignation Properly

Leave a reply

Welcome back to another edition of the ComputerPeople Staffing blog! In the professional world, transitions are inevitable. Whether it’s a new job opportunity, a career change, or personal reasons, leaving a job is a common experience. One of the most important steps in this process is giving your employer a two-week notice. This standard practice is crucial for several reasons, and deviating from it—either by giving more or less notice—can have significant implications.

Why Two Weeks?

The two-week notice period has become a widely accepted norm in many industries, especially in the IT industry. It provides a balance between giving your employer enough time to find a replacement or redistribute your responsibilities, and allowing you to transition smoothly to your next chapter. Here are a few key reasons why this period is so important:

Professional Courtesy: Giving two weeks’ notice shows respect for your employer and colleagues. It acknowledges that your departure will have an impact and provides them with time to adjust.
Maintaining Relationships: The professional world is surprisingly small, especially in cities like Buffalo. Future opportunities often arise through networks and references. Leaving on good terms can preserve positive relationships that might benefit you later.
Smoother Transition: Two weeks gives both you and your employer time to ensure a smooth handover of your responsibilities. This can include training your replacement, completing ongoing projects, or documenting your tasks.
Protecting Your Reputation: Your professional reputation is one of your most valuable assets. Leaving abruptly or giving too much notice can negatively affect how future employers perceive you.

The Pitfalls of Giving Less Than Two Weeks’ Notice

While it might be tempting to leave immediately or give only a few days’ notice, doing so can have several negative consequences:

Burning Bridges: Leaving with short notice can frustrate and inconvenience your employer and colleagues, potentially damaging your professional relationships.
Legal and Contractual Obligations: Some employment contracts stipulate a notice period. Failing to comply can result in legal issues or loss of benefits.
Negative References: Employers may view a hasty departure as unprofessional, which can lead to unfavorable references that impact your future job prospects.
Unfinished Business: Leaving too soon might leave important projects incomplete or colleagues unprepared to take over your duties, reflecting poorly on your work ethic.

The Drawbacks of Giving More Than Two Weeks’ Notice

While more notice might seem courteous, it can also present challenges:

Awkward Work Environment: Knowing you’re leaving can create an uncomfortable atmosphere. Colleagues might treat you differently, and you might feel disconnected from ongoing work.
Productivity Decline: Employers might not assign new tasks to you, anticipating your departure. This can lead to a decline in productivity and job satisfaction.
Potential for Resentment: If your employer is unable to find a replacement quickly, a longer notice period can lead to frustration and resentment on both sides.

How to Give Your Two-Week Notice

When the time comes to resign, it’s important to do so professionally. Here are some steps to follow:

Write a Formal Letter: Draft a concise, polite resignation letter stating your intention to leave and your last working day. Express gratitude for the opportunity and experiences gained.
Speak to Your Supervisor/Manager: Schedule a meeting with your supervisor to deliver the news in person. This shows respect and allows for a direct conversation about the transition.
Be Prepared for Reactions: Your employer might try to persuade you to stay or express disappointment. Stay firm but respectful in your decision.
Offer Assistance: Show your commitment to a smooth transition by offering to help train your replacement or complete key projects before you leave.
Stay Professional: Continue to perform your duties to the best of your ability during the notice period. Leaving on a high note will reinforce your professional reputation.

In conclusion, giving a two-week notice is more than just a formality; it’s a crucial aspect of professional etiquette that benefits both you and your employer. By adhering to this practice, you demonstrate respect, protect your reputation, and ensure a smoother transition for everyone involved. Remember, the way you leave a job can be just as important as the way you start one. So, when the time comes, give your notice thoughtfully and professionally.

_____________________________________________________________________________________________

Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

The Importance of Proactive Succession Planning in Future-Proofing Your Company

Leave a reply

Welcome back to another edition of the ComputerPeople Staffing blog! In today’s rapidly evolving business landscape, ensuring the long-term success and sustainability of your organization is more critical than ever. Succession planning is a key strategy to achieve this, providing a roadmap for the seamless transition of leadership and essential roles. It addresses fundamental questions such as who will be retiring, how to replace them, and the risks associated with not having a succession plan in place. Proactive succession planning is essential to future-proof your company against unforeseen challenges and maintain operational continuity.

The Need for Succession Planning

The demographic shifts, particularly the impending retirement of baby boomers, make succession planning a pressing concern. As a significant portion of the workforce approaches retirement age, companies face the risk of losing experienced and knowledgeable employees. Without a plan, the unexpected departure of key personnel can lead to substantial knowledge loss, decreased morale, and significant disruptions in business operations. Succession planning mitigates these risks by preparing the organization for seamless transitions.

Benefits of Proactive Succession Planning

A well-thought-out succession plan offers numerous benefits. It ensures smoother transitions and reduces downtime, maintaining business continuity. Proactive planning also improves employee engagement by fostering a culture of talent development and retention. Employees are more likely to stay with an organization that invests in their growth and provides clear career advancement opportunities. Succession planning also helps in identifying and nurturing future leaders, ensuring the organization remains competitive and resilient.

7 Factors to Consider in Succession Planning

Identifying Key Positions

Determine which roles are critical to the organization’s success and require succession planning. These positions often include senior leadership roles and other key operational roles that are vital to business continuity.

Assessing Talent

Evaluate the skills, experiences, and potential for advancement of current employees. This assessment helps in identifying individuals who are well-suited to take on larger responsibilities in the future.

Training and Development

Provide ongoing training and development opportunities to prepare potential successors for future roles. Investing in employee development ensures that they are ready to step into critical positions when needed.

Knowledge Transfer

Implement strategies for transferring critical knowledge from outgoing leaders to successors. This can include mentorship programs, documentation of processes, and shadowing opportunities.

Internal vs. External Succession

Consider whether to promote from within or recruit externally. Internal promotions can boost morale and retain institutional knowledge, while external hires can bring fresh perspectives and skills. Weigh the pros and cons of each approach to determine the best fit for your organization.

Timeline and Contingency Planning

Establish a timeline for succession planning activities and develop contingency plans for unexpected events. A clear timeline ensures that succession planning is proactive rather than reactive, and contingency plans provide a safety net for unforeseen circumstances.

The Cost of Not Investing in Succession Planning

Neglecting succession planning can lead to increased recruitment costs, decreased productivity, and the loss of institutional knowledge. Companies that fail to plan for leadership transitions often face operational disruptions and a decline in employee morale. Real-world examples abound of organizations that have suffered due to inadequate succession planning, underscoring the importance of being proactive.

4 Steps to Build an Effective Succession Plan

Start Early

Begin succession planning well in advance to allow sufficient time for talent development and transition. Early planning ensures that potential successors are adequately prepared for their future roles.

Engage Leadership

Gain buy-in from senior leadership and involve them in the succession planning process. Leadership support is crucial for the successful implementation of succession plans.

Communicate Transparently

Keep employees informed about succession planning initiatives and their role in the process. Transparent communication fosters trust and ensures that employees understand the importance of succession planning.

Monitor and Adjust

Continuously monitor the effectiveness of the succession plan and make adjustments as needed to adapt to changing circumstances. Regular reviews and updates ensure that the plan remains relevant and effective.

Conclusion

Proactive succession planning is vital for ensuring business continuity and long-term success. By starting early, engaging leadership, and communicating transparently, organizations can mitigate risks and prepare for the future. Don’t wait until it’s too late—begin your succession planning today to secure the future of your company!

If you need assistance with developing your succession plan, our IT staffing agency is here to help. Contact us to learn more about our services and how we can support you in creating an effective succession strategy tailored to your organization’s needs.

_____________________________________________________________________________________________

Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

Finding Your True Fit: 5 Signs You’re in the Right Workspace

Leave a reply

Welcome back to another edition of the ComputerPeople Staffing blog! In today’s dynamic work landscape, finding the perfect workspace isn’t just about securing a job—it’s about finding the environment where you can truly thrive and be your authentic self. As professionals, we spend a significant portion of our lives at work, so it’s essential to ensure that we’re in the right place. In this blog, we’ll explore five key indicators that signify you’re in the ideal workspace where you can flourish personally and professionally!

Alignment with Company Values and Culture

Being in the right workspace means more than just having a job title; it means being part of a community that shares your values and beliefs. When your personal values align with those of your employer, you’ll feel a sense of belonging and purpose. Whether it’s a commitment to innovation, diversity, or social responsibility, working in an environment where you feel aligned with the company culture fosters a sense of fulfillment and satisfaction.

Opportunities for Growth and Development

In the right workspace, you’ll find many career-evolving opportunities for professional growth and development. Whether it’s through training workshops, shadowing colleagues, or challenging projects, your employer invests in your continuous learning and career advancement. Feeling supported in your professional journey not only boosts your confidence, but also keeps you motivated and engaged in your work.

Positive Relationships with Colleagues and Leadership

A supportive work environment is characterized by positive relationships with colleagues and leadership. When you’re in the right workspace, you’ll experience open communication, mutual respect, and collaboration among team members. You won’t feel afraid to ask questions, engage with colleagues or even lean into them when you experience something in your personal life, Additionally, effective leadership that values transparency and empowers employees contributes to a healthy work culture where everyone feels valued and heard.

Work-Life Balance and Well-being

A conducive workspace prioritizes employee well-being and promotes a healthy work-life balance. Whether it’s flexible work hours, remote work options, or wellness programs, your employer recognizes the importance of maintaining a harmonious equilibrium between work and personal life. Feeling supported in achieving this balance allows you to perform at your best while also nurturing your overall well-being.

Recognition and Appreciation

In the right workspace, your contributions are recognized and appreciated. Whether it’s a simple word of thanks, public acknowledgment, or rewards for outstanding performance, your employer values your efforts and celebrates your achievements. Feeling appreciated boosts morale, fosters a positive work environment, and reinforces your commitment to delivering excellence.

What to Do If You Are Not in the Ideal Workplace

Assess the Situation: Evaluate what aspects of the workspace are not ideal for you, whether it’s the environment, tasks, relationships, or other factors.

Communicate Constructively: Discuss your concerns with your supervisor or relevant colleagues in a respectful and constructive manner. Offer potential solutions or compromises to improve the situation.

If the situation doesn’t improve after communicating, Explore Opportunities: Keep an eye out for internal or external opportunities that align better with your career goals and values. Networking, updating your resume, and attending relevant events can help you explore new possibilities.

As we conclude, it’s essential to recognize that these five signs are just the beginning of what constitutes the right workspace. If you’re realizing that your current environment may not be the best fit for you, it’s vital to acknowledge these concerns and take proactive steps forward. Every company and business boasts its own distinctive attributes, and discovering those that resonate with your desires, requirements, and principles is paramount. Cultivating a positive atmosphere in the workplace not only nurtures growth and yields results but also paves the way for enduring success.

_____________________________________________________________________________________________

Thanks for reading! If you are a business looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

ComputerPeople Staffing Featured Candidates

Leave a reply

ComputerPeople invites you to take a look at our featured candidates. Please note that this list updates frequently and is active. We recommend you bookmark this tab so you can view our latest additions.

_____________________________________________________________________________________________

CANDIDATE #48337

JOB CATEGORY: Network / System Admin / Engineer

JOB TITLE: Network Analyst, Network Engineer, Network Security

TOP SKILLS: Cisco & Meraki products, Aruba, AWS, SDWAN platform, Fortinet, Checkpoint, Routing protocols (BGP/EIGRP)

JOB TYPE: Direct Hire, Hybrid, On-Site, Remote

SALARY: 115k

EDUCATION: High School Diploma

EXPERIENCE: 20 Years of Technical Experience

20+ Years of experience working in enterprise technical environments, with a progressive approach to technical platforms and hybrid cloud infrastructure deliveries. Strong background in network security, network administration, engineering and business solution outcomes.

_____________________________________________________________________________________________

CANDIDATE #5322

JOB CATEGORY: Database Reporting and Administration

JOB TITLE: Sr. Database and Reporting Analyst

TOP SKILLS: SQL, SSRS, ETL, Power BI, SharePoint

JOB TYPE: Direct Hire, Onsite, Remote, Hybrid

SALARY: 90k – 100k

EDUCATION: High School Diploma

EXPERIENCE: 30+ Years

Seasoned Database Administrator and Reporting Analyst with expert level SQL and SSRS Reporting skills. Candidate has Managerial experience but is also open to a high-level contributor role. Outstanding communications skills and exceptional collaborator. Strongly prefers Remote but is open to Hybrid or Onsite for the right fit.

_____________________________________________________________________________________________

CANDIDATE #64414

JOB CATEGORY: Network / System Admin / Engineer

JOB TITLE: Assistant System Administrator

TOP SKILLS: Active Directory, Azure/Entra , Server Management, Microsoft 365 (Exchange, Teams, SharePoint), Microsoft Intune

JOB TYPE: Direct Hire, Onsite, Remote, Hybrid

SALARY: 75k

EDUCATION: High School Diploma

EXPERIENCE: 4 Years

Mid-level System Administrator with strong skills related to Microsoft technologies. Seeking a team-oriented, collaborative environment where he can gain experience and sharpen skills. Proficient with On-prem Active Directory, Azure Entra for hybrid deployment (MFA, SSO), and Office 365.

_____________________________________________________________________________________________

CANDIDATE #8588

JOB CATEGORY: Project/Program Manager

JOB TITLE: Sr. IT Project Manager

TOP SKILLS: ERP Implementations ( esp. SAP), Azure Dev/Ops, Agile / Waterfall

JOB TYPE: Direct Hire or Contract, Remote, Hybrid

SALARY: 170k+

EDUCATION: BS

EXPERIENCE: 20 Years

Outstanding communicator and presentation skills! 3+ years of consulting experience working for SAP implementation partner. Will easily build relationships necessary to remove obstacles and get things done.

_____________________________________________________________________________________________

CANDIDATE #8162

JOB CATEGORY: Product Manager

JOB TITLE: IT Product Manager

TOP SKILLS: Product & Project Management, Agile Methodology & Tools, Scrum

JOB TYPE: Direct Hire, Hybrid, Remote

SALARY: 150k

EDUCATION: BS

EXPERIENCE: 20 Years

Solid career in Project Management that transitioned to Scrum Master and Product Manager. Strong foundation in Agile with expertise in Atlassian suite of tools (Jira, Trello, Confluence, etc.) as user & administrator. Team manager, leads ceremonies, PI Planning, strategy and roadmap development. Fast learner, excellent communicator- smart & gets things done!

_____________________________________________________________________________________________

CANDIDATE #4537

JOB CATEGORY: Help Desk/ IT Support

JOB TITLE: IT Hardware & Software Support Specialist

TOP SKILLS: Help Desk , Computer Set Up, Imaging

JOB TYPE: Contract Only (full or part time), on site, hybrid, remote

SALARY: 35-40 / hr

EDUCATION: College Coursework

EXPERIENCE: 30 Years

Candidate has been a repeat contractor for us for many years with glowing reviews! Semi-Retired Systems Engineer with extensive MSP experience – you get experience, reliability and maturity for a great value! Good experience in Microsoft Windows OS, AD, laptop/PC/printer Hardware setup & support, ticketing systems (esp. ConnectWise), server/desktop upgrades, imaging, project planning & management.

_____________________________________________________________________________________________

CANDIDATE #64427

JOB CATEGORY: Program/Project Management

JOB TITLE: Program Manager

TOP SKILLS: IIoT, Operations, Program/Project Management, B2B technology-based products, software & Services, New Product delivery, Business Process Change

JOB TYPE: Contract, Part Time, Full Time

SALARY: 200K (Hourly rate is $100 per hour)

EDUCATION: MBA

EXPERIENCE: 25 years

Our candidate would be open to a part-time or full-time, contract related role, dealing with process changes, business operations initiatives, project/program management. She has successfully led cross-organizational initiatives for new product delivery, opportunity assessment and deployment of business/process change. She is looking for a project that she can stand behind.

_____________________________________________________________________________________________

CANDIDATE #47749

JOB CATEGORY: Management

JOB TITLE: IT Manager /Security Compliance

TOP SKILLS: NIST, HIPAA, SOC, Endpoint management, Azure, MS365, Disaster Response, Healthcare Industry knowledge, AI

JOB TYPE: Direct Hire

SALARY: 140K

EDUCATION: Bachelor’s Degree

EXPERIENCE: 5 Years

Our candidate has a lot of experience in the Healthcare space, dealing with long and short term IT strategy planning. They have experience improving and creating systems, leading company-wide disaster response planning events, assessing risk, including compliance with HIPAA, NIST and SOC 2 Type audits.

_____________________________________________________________________________________________

CANDIDATE #64421

JOB CATEGORY: Software Development

JOB TITLE: Junior Software Developer

TOP SKILLS: HTML, CSS, MySQL, JavaScript, Java, Python, Agile Methodology

JOB TYPE: Contract, Direct Hire, Remote, Hybrid, Onsite- Open to all

SALARY: 50K

EDUCATION: Pursing bachelor’s degree in computer science Online

EXPERIENCE: Less than 1

Up and coming Junior Developer with some great internship and project experience. Currently working on an AI app utilizing Python. Strong front end development skills as well as SQL database. Would love to join a development team in WNY that will mentor him and allow him more exposure to other languages and frameworks.

_____________________________________________________________________________________________

CANDIDATE #64420

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Infrastructure/Network/Systems Engineer

TOP SKILLS: Azure Tenant, Azure Cloud, Cisco Meraki, Endpoint management, SharePoint migrations, Intune, SD-WAN, Manufacturing environment, Linux Operating System, MS

JOB TYPE: Direct Hire

SALARY: 120K

EDUCATION: Bachelor of Science: Information Systems & CCNP

EXPERIENCE: 15 Years

This candidate has manufacturing and enterprise IT experience, with a strong desire to continue working in a Networking or Engineering position. Has experience working with unique infrastructure and IT Projects.

_____________________________________________________________________________________________

CANDIDATE #7694

JOB CATEGORY: Business Analyst

JOB TITLE: Sr. Business Analyst

TOP SKILLS: Billing, Payroll, Cognos reporting, SQL, Audits, IAM

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 105K-110K

EDUCATION: BS – Computer Information Systems

EXPERIENCE: 18 Years

Enterprise level BA with strong accounting/payroll/billing/claims background. Adept at requirements gathering, data analysis, SQL for mapping/reporting, UAT, strong troubleshooting skills. Agile experience and prior roles in Applications Security Administration / IAM.

_____________________________________________________________________________________________

CANDIDATE #64396

JOB CATEGORY: Management

JOB TITLE: BI / SQL Developer

TOP SKILLS: SQL, Power BI, Python, Excel

JOB TYPE: Direct Hire

SALARY: 100k

EDUCATION: Bachelor’s Degree

EXPERIENCE: 2+ years

Candidate is currently the IT Director for a small company and has a strong interest in Data Analytics / Business Intelligence. Implemented Power BI in current role and handles all of the Data Analytics, BI, Reporting, and SQL Programming. Candidate and is open to onsite/hybrid/remote Direct Hire opportunities.

_____________________________________________________________________________________________

CANDIDATE #64407

JOB CATEGORY: Business Intelligence / Data Analytics

JOB TITLE: Power BI Developer

TOP SKILLS: Power BI, SQL, Snowflake, KPI’s, ETL, Data Analysis

JOB TYPE: Direct Hire Only

SALARY: 95k

EDUCATION: Some College

EXPERIENCE: 4 Years

Committed and driven analyst with 4 years of experience in Power BI development, SQL, DAX, table management, sales optimization and varied business intelligence. Built and maintained numerous datasets and reporting suites with target audiences varying from entry level associates to senior management. Strong presentation skills, critical thinking ability, and the drive to grow and thrive when presented with new challenges.

_____________________________________________________________________________________________

CANDIDATE #64401

JOB CATEGORY: Help Desk / IT Support

JOB TITLE: IT Specialist

TOP SKILLS: Support Issues, Virtualization, Microsoft Azure, Legacy Systems

JOB TYPE: Direct Hire Only

SALARY: 65k

EDUCATION: Studying for CCNA now

EXPERIENCE: 1 Year of IT experience (Career change from Electrician)

Candidate is leaning towards a career in networking, viewing it as fundamental to IT. They are completing their CCNA certification for more hands-on experience. They are open to exploring different opportunities but want to ensure a smooth transition from their current employer.

_____________________________________________________________________________________________

CANDIDATE #9137

JOB CATEGORY: Management

JOB TITLE: Director / VP / CIO / Portfolio Manager

TOP SKILLS: Business Process Re-engineering, ERP Implementations, BI/Analytics, Portfolio/Project Mgmt, Manufacturing

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 170k+

EDUCATION: BS

EXPERIENCE: 20+

Impressive career in large, international manufacturing company with oversight for technology transformation and strategy around ERP systems, BI & Analytics and Business Process Re-engineering.

_____________________________________________________________________________________________

CANDIDATE #64355

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Systems Administrator

TOP SKILLS: Linux, AWS Cloud, Oracle Cloud

JOB TYPE: Contract, Direct Hire, Remote, Hybrid, Onsite

SALARY: 75k

EDUCATION: Associates Degree in Information Technology

EXPERIENCE: 10 + Years

Great candidate that has only had two jobs in the last 15 years. Capable of growing and advancing in your IT Department. This candidate is willing to take a step backwards, to learn other technology. Candidate has done Technical Support, NOC, Systems Administration. Our candidate has configured, deployed, and supported high-availability enterprise environments.

_____________________________________________________________________________________________

CANDIDATE #48250

JOB CATEGORY: IT Security

JOB TITLE: Cybersecurity Risk Analyst

TOP SKILLS: Governance, Risk, Compliance, Identity and Access Management

JOB TYPE: Direct Hire

SALARY: 85K+

EDUCATION: BS Computer Information Systems

EXPERIENCE: 5+ years

Candidate possesses excellent interpersonal skills and has 5+ years of professional Cybersecurity experience. Seeking a Threat Analyst, Security Analyst, or Identity and Access Management (IAM) role. Our candidate is only open to Direct Hire opportunities.

_____________________________________________________________________________________________

CANDIDATE #11519

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Network Security Engineer

TOP SKILLS: Cisco Networking, Cisco ISE, VLANS, Firewalls, Fortinet

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 85k- 120k

EDUCATION: Bachelor’s Degree

EXPERIENCE: 20 Years

Proficient in Cisco networking, LAN/WAN, VoIP solutions, technical communication, and leadership. Maintaining Cisco ISE, implementing network segmentation, using Nexpose vulnerability scanner, and managing Fortinet systems. Extensive experience in maintaining Cisco environments, upgrading systems, implementing network security measures, and project management for infrastructure upgrades.

_____________________________________________________________________________________________

CANDIDATE #53237

JOB CATEGORY: Help Desk / IT Support

JOB TITLE: Lead Information Technology Analyst

TOP SKILLS: Active Directory, VMware, Microsoft Azure, Intune, ServiceNow

JOB TYPE: Direct Hire

SALARY: 70k

EDUCATION: Master’s Degree -Information Security and Digital Forensics

EXPERIENCE: 2 Years

Candidate is a recent college grad but has been working in IT while obtaining his Master’s Degree. Would like to work more towards a role in Cyber Security or a Systems Administrator role.

_____________________________________________________________________________________________

CANDIDATE #63758

JOB CATEGORY: IT Security

JOB TITLE: Information Security Analyst

TOP SKILLS: IAM, MFA, Active Directory

JOB TYPE: Direct Hire

SALARY: 65K+

EDUCATION: BS Computer Science

CERTIFICATIONS: CompTIA Security+

EXPERIENCE: 4+ years

Candidate has excellent interpersonal skills and a strong Identity Access Management (IAM) background. Familiar with authentication methods such as Single sign-on (SSO) and Multi-factor authentication (MFA). Seeking a Direct Hire position related to IT Security/IAM.

_____________________________________________________________________________________________

CANDIDATE #64237

JOB CATEGORY: Project / Program Management

JOB TITLE: Director, Information Technology

TOP SKILLS: Leadership, IT Strategic Planning, Project/Program Management

JOB TYPE: Direct Hire OR Contract

SALARY: 175K+ OR 75+/hour

EDUCATION: BS Business Administration / MBA (In Progress)

CERTIFICATIONS: ITIL, SIX SIGMA GREEN BELT, CSPO, CSM

EXPERIENCE: 20+ years

Candidate possesses strong leadership skills and has 20+ years’ professional experience. Has successfully led and managed countless Enterprise IT Infrastructure initiatives. Seeking an IT Director/Manager role or something in the Project/Program Management space. Open to both Direct Hire and Contract opportunities.

_____________________________________________________________________________________________

CANDIDATE #22898

JOB CATEGORY: Network/Sys Admin/Engineer

JOB TITLE: Systems /Network Engineer

TOP SKILLS: Server Administration, Network and Server Infrastructure, Cisco Routers, Virtualization

JOB TYPE: Contract, Direct Hire , Remote, Hybrid, Onsite

SALARY: 80k

EDUCATION: Associates of Computer Networking Systems

EXPERIENCE: 13+ Years

Specializes in managing network and server infrastructure, providing help desk support, researching and implementing new products for productivity and security. Experienced in Cisco routers, HP managed switches, server administration, VOIP systems, software and hardware troubleshooting, PC setup, Citrix Hosted Desktop, email systems, and wireless access points.

_____________________________________________________________________________________________

CANDIDATE #64200

JOB CATEGORY: Business Intelligence / Data Analytics

JOB TITLE: Data Engineer / Sr. Programmer Analyst

TOP SKILLS: Azure Data Factory / Databricks, API, SQL, VB, PIM, SAP, TIBCO

JOB TYPE: Direct Hire, Contract, Onsite, Hybrid

SALARY: 100K – 120K

EDUCATION: BS – Computer Information Systems

EXPERIENCE: 20 years

Extensive experience in ERP Systems Integration & Administration (SAP, PIM, Tibco). Recent experience as Data Engineer for Azure Platform (ETL, Datawarehouse, Python) – Agile environment. Strong programming in SQL (Oracle/MS SQL), VB 6.0.

_____________________________________________________________________________________________

CANDIDATE #49289

JOB CATEGORY: Software Development

JOB TITLE: Software Developer

TOP SKILLS: Restful API, SQL, Agile Methodologies

JOB TYPE: Direct Hire

SALARY: 100k – 110k

EDUCATION: BS Computer Science

EXPERIENCE: 6+ years

Developer with a background mainly in C# / .NET, that has experience in console applications and simple web user interfaces in both a team and individual setting. Looking for new challenges that will allow them to gain new knowledge or deepen the knowledge that they have previously gained.

_____________________________________________________________________________________________

If you are interested in one of our hot candidates, please email us directly at dmichaud@cpstaffing.com.

Don’t see the right fit? Let us know and we can find you another candidate with different qualifications and skills!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Unleashing Success: The Power of Employer Brand

Leave a reply

Welcome back to another edition of the ComputerPeople Staffing Blog! In today’s fast-paced and competitive business environment, attracting and retaining top talent is crucial for success. The journey to building high-performing teams begins with a compelling employer brand. As technology continues to shape our world, skilled IT professionals are not only in demand but have the luxury of choice. Hence, cultivating a positive employer brand becomes paramount for companies looking to find a competitive edge. In this blog, we’ll explore the significance of employer brand in talent acquisition and retention, how companies can assess their brand, strategies to improve a negative brand, the crucial role of monitoring online reviews in shaping company culture and brand perception, and the impact of employer brand on bottom-line profits.

The Importance of Employer Brand

Imagine your employer brand as a beacon that guides talent to your doorstep. It’s not just about attracting applicants but drawing the right ones who align with your company culture, values, and mission. A strong employer brand not only entices candidates but also fosters loyalty among existing employees. It sets the stage for a fulfilling work environment where employees feel valued, engaged, comfortable and motivated to contribute their best.

“Focus on building the best possible business. If you are great, people will notice, and opportunities will appear.” – Mark Cuban, entrepreneur, venture capitalist, businessman

Identifying a Positive or Negative Brand

Assessing your employer brand involves listening to the pulse of your organization. Positive signs include high employee satisfaction, low turnover rates, positive online reviews, employee advocacy, and recognition in industry awards. Conversely, a negative brand may manifest through high turnover, negative reviews, low employee morale, and difficulty attracting top talent.

The Role of Monitoring Online Reviews

In today’s digital age, online platforms like Google and Glassdoor serve as windows into your company culture and employer brand. Current and potential employees often turn to these sites to gain insights and firsthand experiences from past and current employees. Monitoring online reviews provides invaluable feedback and insights into areas where opportunities for improvement lie. By taking proactive steps to address feedback and improve areas of concern, companies can not only enhance their employer brand but also attract and retain top talent. Moreover, encouraging satisfied employees to share their positive experiences can lead to a virtuous cycle of positive reviews and bolstered employer brand perception.

“Your brand is what people say about you when you are not in the room.” – Jeff Bezos, founder and CEO of Amazon

Strategies for Improving a Negative Brand

If your company finds itself with a negative employer brand, fear not. Every setback is an opportunity for growth and transformation. Start by actively listening to employee feedback, identifying pain points, and addressing them transparently. Cultivate a positive company culture that values diversity, fosters open communication, and prioritizes employee well-being. Invest in employee development programs, competitive compensation packages, and meaningful recognition initiatives. By demonstrating a genuine commitment to improvement, you can gradually rebuild trust and reshape your employer brand.

Impact on Bottom-Line Profits

The correlation between employer brand and bottom-line profits is undeniable. A positive employer brand attracts top talent, resulting in increased productivity, higher employee engagement, and lower turnover costs. Engaged employees are more likely to deliver exceptional customer service, leading to enhanced client satisfaction and retention. Ultimately, investing in your employer brand yields tangible returns in the form of enhanced profitability and sustainable growth.

“Your brand is the single most important investment you can make in your business.” – Steve Forbes, Editor in Chief of Forbes Magazine

In conclusion, the significance of employer brand cannot be overstated. It serves as a catalyst for attracting and retaining top talent, driving employee engagement, and ultimately impacting bottom-line profits. By nurturing a positive employer brand, companies can unlock a world of opportunities, foster a culture of excellence, and embark on a journey towards long-term success.

_____________________________________________________________________________________________

Thanks for reading! If you are a business in the Western New York Area and are looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

What Does Diversity in the Workplace Mean to You?

Leave a reply

Welcome back to another edition of the ComputerPeople Staffing blog! This month, we are taking the time to reflect on an important aspect of the work environment: diversity. Diversity is not a hard or soft skill you put on a resume, or something that should be taken lightly, but a unique attribute imbedded in every single person. Merriam-Webster defines diversity as “the condition of having or being composed of differing elements, especially, the inclusion of people of different races, cultures, etc. in a group or organization.”

There are several key examples of diversity. Age, gender, race, ethnicity, sexual orientation, religion, education, marital status, and disability are a few examples of diversity. You may be able to see diversity, but you are also able to hear it through other peoples experiences, and feel it through other peoples emotions.

In past years, diversity was not considered a highly important aspect in the workplace, resulting in groups of people being marginalized, while others got to climb the ladder and succeed. People of color, women, and LGBTQIA+ frequently face the more counts of discrimination, compared to people of Caucasian descent, men and straight/cisgender people. As time moved on, the United States began ushering in new federal laws to protect people against workplace discrimination. Title VII of the Civil Rights Act of 1964, as amended, protects employees and job applicants from employment discrimination based on race, color, religion, sex and national origin. The Equal Pay Act of 1963 protects men and women from sex-based wage discrimination in the payment of wages or benefits, who perform substantially equal work in the same establishment. The Age Discrimination in Employment Act (ADEA), as amended, protects persons 40 years of age or older from age-based employment discrimination. These are a few examples of the progress made in our country to continue to protect individuals from discrimination in the workplace.

In today’s age, the United States and businesses have made great strides to protect people from the evils of workplace discrimination. Marginalized groups are now earning their rightfully deserved seat at the table, and moving up the ladder. While there is still more work to do, we can confidently say that there is unity in diversity, and that every person deserves to have a voice, a story, a goal, a vision, and a place in such company.

Before we wrap up, I leave you with some examples of what diversity means to a wide variety of bright minds and professionals!

“For me, diversity promotes the expression of individuality and encourages collaboration with people who have differernt backgrounds and perspectives and also provides a safe space for people to be themselves and bring their best version of themselves to work.” – Joshua Vantino, Leasing Professional

“To me, diversity in the workplace means the freedom to be my truest self. I think having a diverse workplace is important , because it fosters new ideas from many different viewpoints and perspectives. I believe this is necessary to help an organization stay modern and function smoothly.” – Connor Lloyd, Staffing Manager

“Diversity to me means not having any apprehension to people joining the team based on any bias. Our character and our skills should be prioritized over anything and I feel this is something that still needs reminding of to this day sadly.” – Dario Surphlis, Payment Admin

“I am thankful that my company embraces age diversity. As one of the more senior employees, I often bring a different perspective than my younger colleagues and conversely, I learn a lot from my co-workers who were raised in a completely different generation. Age diversity encourages fresh thinking and differing perspectives, which fosters positive collaboration in a team setting.” – Beth Courtney, Sr. Technical Sourcing Specialist

“Workplace diversity means showing black employees that they exist and belong; that they don’t have to overcompensate to achieve.” – Anthony Peoples II, Data Annotation Lead

“To me, diversity means the inclusion of people with different skin colors, genders, sexual orientations, and ethnic backgrounds. Ultimately, it’s bringing a group together with overall different qualities that make then who they are.” – Renee Hersperger, Associate Marketing Analyst

“To me, diversity in the workplace means that there is an environment where different backgrounds are embraced and new ideas are encouraged.” – Abigail Giambra, Senior IT Auditor

_____________________________________________________________________________________________

Thanks for reading! If you are a business in the Western New York Area and are looking to fill your important IT roles, visit us at cpstaffing.com to learn more!

If you are a candidate and are looking for dream role, visit us at jobs.cpstaffing.com for our latest job postings!

And don’t forget to follow us on LinkedIn for new jobs, insights, blog posts and more! https://www.linkedin.com/company/computerpeoplestaffing

Written by Jeff Weiss

How to Celebrate Halloween at Work

Leave a reply

Halloween has the potential to be a a wonderful workplace tradition. Costumes, treats, and other traditions have a way of helping to build a team oriented culture and a motivational work environment. Read on to see some of are advice on how to have a great halloween in the workplace.

Plan ahead. Most fun celebrations require some thought ahead of time, and not the morning of. Work with your team to establish whether or not costumes are okay and to what extent, what to bring, and other logistics. If you are going to have a costume contest, best practice is to outline the rules/dress code of the contest ahead of time in order to prevent any HR issues. Those types of mishaps can be a lot scarier than the ghosts and witches of Halloween!

Get creative. Not everyone likes dressing up, but most people love getting the chance to hangout with the team. Consider a Halloween breakfast, pumpkin carving contest, or other outside the box ideas for the workplace.

Consider Volunteering. Although Halloween is mostly considered a secular holiday, we should never force anyone to participate if they are not comfortable. If this is a concern in your organization, one way to spend the day together would be to consider the needs of your community and volunteer! Employees can visit senior care centers, pediatric care department at a local hospital or homeless shelters. Clothing and food collection drives for local churches, charities, and food banks are more good options.

We hope this helps you have a safe and fun Halloween!

Visit our website here: http://www.cpstaffing.com/index.aspx

Visit our open jobs here: http://www.cpstaffing.com/jobs.aspx

Ronald McDonald House Visit

Leave a reply

Our team had the opportunity to volunteer for one of our favorite organizations last month, The Ronald McDonald House.

We went to work by cooking a barbecue meal for the families, donating “to-go goodie bags,” and spending time with many of the families staying at the Ronald McDonald House. The families often spend their entire days in hospital rooms and waiting rooms, so having the opportunity to do something to help them out was a joy.

Thank you to Rebecca Cain of MedicalPeople for taking the lead to set up this volunteer opportunity! We were happy to be a part of it.

Please click here to learn more about the Ronald McDonald House.

Wellness In the Workplace

Leave a reply

The end of summer is quickly approaching, kids are getting ready to go back to school, and you may be starting to evaluate your summer fitness progress (or lack there of). Eight hours at a desk five days a week can really take a toll, but at least over the summer, many people have highly active nights and weekends. As we all start to get ready to spend more time indoors, you may be wondering how you can make your workplace a healthy space to aid in your health goals. Read on to learn about our top three tips on how to have a guilt free workday.

Avoid the candy jar. We all know where the candy jar is located at work, and after a long morning, it can be difficult to avoid. A couple M&Ms may seem like no big deal, but they can add hundreds of unnecessary calories to your diet every day if you are not careful. If you are hungry or absolutely cannot go without that 3pm pick me up, try keeping natural sweets on your desk. Grapes, Cherries, or Apples work wonderfully!

Drink lots of water. Staying hydrated is good for pretty much everything. It provides energy, promotes weight loss, helps your skin, prevents headaches, and boosts your immune system, just to name a few benefits. Bring a water bottle to work, and make it your goal to fill it up three, four, or even five times throughout the day. You can also set an alarm if you need that extra reminder.

Walk and Stretch. Walking throughout the day is a great way to promote health and fitness in the workplace. Take a walk during breaks, long conference calls (if you have a headset), or even just every couple hours to reward yourself for finishing a task. It may seem like no big deal, but getting up and moving around can make a huge difference in staying energized. If you are unable to get up regularly, try stretching at your desk multiple times per day to get moving and get a mental break from work.

How have you had success staying healthy at work? Comment below!

Written by Kaitlyn Gahagen