24 May 2017
Regardless of how long you have been with your current employer, you most likely remember your first day on the job. It’s a feeling that can usually be described as a mix of anxious excitement and varying levels of nervousness. Similar to your first day of school, it is difficult to predict how well you’ll mesh in a new environment with people you’ll spend a significant amount of your time with. So, when it comes time to welcome a new person to the office, you definitely want to make sure that any unease your new coworker may feel is mitigated before they fully dive in. As someone who has already been with the company for some time, you’re in a valuable position to help your coworker get situated so they can start contributing early in their tenure. Welcoming a new coworker soon? Here are four ways to ease their transition into their new role: Give them a tour of the office There’s a good chance that part of your new coworker’s orientation includes a tour of the office, but you’ll still want to provide them with your own version. By giving your personal version of a tour, you can introduce them to people outside of your team that you’re friendly with. While they may be spending most of their time with you and the other members of your team, you still want to foster an open and welcoming environment. This includes encouraging collaborative and friendly relationships with a variety of people throughout the company. Make Yourself Available Before your new coworker begins their first day, you’ll want to make sure you have a relatively clear calendar during their first week. No matter how experienced or proficient they are, they are bound to have questions and be in need of some guidance before they completely settle into their responsibilities and routine. In order for them to feel welcome, it’s important for them to know that you’re accessible and more than willing to give them guidance should they need it. Have something for them to do right away When bringing a new hire up to speed, it’s tempting to give them a very minimal amount of work. While you may have good intentions, giving a new employee nothing to do can make them feel awkward and unproductive. To prevent this from happening, have them read up on company materials, or give them a small task that may help out another member of the team. Helping them make small accomplishments early on will help them adjust more quickly and make them feel part of the team. Plan a team outing At some point during your new coworker’s first week, plan an outing for them to get to know the team on a more casual level outside of the office. Whether that is a group lunch or a happy hour, making them feel welcome and valuable to the team early on will set the tone for their entire employment experience. It’s an excellent opportunity for you to get to know them on a more personal level and encourage company cohesion not just for them, bur for your whole team as well.
24 May 2017
With the demand for technological solutions rising, so too is the demand for experienced IT professionals. While the need for specialists to work in full-time positions is growing, employers are also looking for tech consultants and contract-based employees as well. Why? This strategy provides employers with the flexibility they need to adapt to evolving project requirements, assess long term fit, and address various project phases that require different skillsets. As a result, tech professionals who pursue these opportunities are in a unique position to explore new employers, while building on their experience. However, those unfamiliar with contract and consultant-based work might have some apprehension before pursuing these opportunities. “When we discuss potential contract and consulting roles with job seekers, they sometimes present concerns about making the transition,” says Bryant Vargas, a Director within The Execu|Search Group’s Information Technology division. “When you don’t know what to expect, it can be easy to believe unfounded claims about these types of roles.” Looking to separate fact from fiction when it comes to IT consultant work? Start here: Myth 1: Steady work is not an option When professionals hear the words “temp” or “contract employee,” they might be discouraged by the finite nature of the role. However, contract-based roles do sometimes provide professionals with opportunities to continue work past their original project. “While this is a normal concern, many employers will find ways to keep contractors they really like on staff,” says John Carey, a Senior Technical Recruiter within The Execu|Search Group’s Information Technology division. “Whether that’s building on the current project or shifting your focus to something new, there is a strong chance you’ll get to extend your time with the company.” Should your time with your employer end when your original project ends, there are plenty of new opportunities to move onto. Myth 2: As a temp, I’ll be treated differently When taking on a temp assignment for the first time, you may be nervous you won’t be as respected as others by colleagues and managers. However, that couldn’t be farther from the truth. “An IT contractor is expected to produce the same level of work as their full-time counterparts,” explains Bryant. “As a result, you are going to be provided with all the tools you need for success. This includes technology and access to leadership.” Additionally, IT contractors are usually entitled to the same perks as full-time employees, and employers do put in the extra effort to make them feel like a welcomed part of the team. Myth 3: Contract roles are short and have a set end time “When people hear the term ‘contract role,’ they have a tendency to get nervous because they believe that they’ll have to restart their search in a couple of weeks,” says Bryant. “However, contract roles can last between 3 months to multiple years. As a result, you do have a good chance of being with one employer for a considerable amount of time.” To explore this path, talk with your supervisor or the hiring manager to see how you fit into their timeline of work. Additionally, don’t be afraid to ask about future opportunities! Myth 4: It will be difficult to transition into a permanent role You may be hesitant to make the transition to temp or consulting work due to a fear of becoming less marketable for full-time opportunities. However, working as a contractor can make you more attractive as a candidate for a full-time role. “Contract work can actually provide a ton of career benefits,” explains John. “Not only does it allow you to diversify your skills, but it also shows employers that you can quickly adapt to new environments and make an impact on the organization.” In other words, listing temp roles on your resume can increase your chances of landing a longer-term opportunity down the line. In some cases, a temp role can even become a full-time position if you impress the employer, and they determine that you are a great long-term fit!