Tech Salary Overview February 2018 This is the first of our Tech Salary Reviews that we will post online each month across a whole host of positions across the country. These will be the averages for the area, there will be positions available either above or below the guide salaries: Technical Lead – UK – £55,300 Edinburgh – £55,000 Glasgow – £55,000 Dundee – £44,900 Aberdeen – £61,700 Inverness – £42,000 Senior Developer – UK – £48,000 Edinburgh – £41,000 Glasgow – £40,400 Dundee – £40,100 Aberdeen – £50,500 Inverness – £38,000 Senior Software Engineer – UK – £50,400 Edinburgh – £45,000 Glasgow – £46,000 Dundee – £44,400 Aberdeen – £44,800 Inverness – £40,500 Software Engineer – UK – £34,765 Edinburgh – £33,500 Glasgow – £32,000 Dundee – £32,000 Aberdeen – £35,700 Inverness – £28,800 Software Developer – UK – £39,155 Edinburgh – £42,100 Glasgow – £34,600 Dundee – £34,600 Aberdeen – £40,800 Inverness – £32,300 Junior Software Developer – UK – £25,400 Edinburgh – £25,000 Glasgow – £25,000 Dundee – £26,100 Aberdeen – £27,000 Inverness – £23,900
How you can make LinkedIn work better for you with these 4 tips
How you can make your LinkedIn profile work better for you with these 4 tips We take a look at some of the recent updates to LinkedIn that can help you get even more out of the platform, some of them may not be “recent” but could have easily gone unnoticed. Voice Messaging If you want to get in touch with some of your contacts but you don’t actually want to type a message you can quite easily go into the messages now and send a voice message all you need to do is hold your finger down on the microphone icon and let it record One set back of this is that it actually only lasts for one minute and truth be told it’s a bit buggy at the moment and you may find yourself having to record four or five times before you can actually send them. If you’re going to use it I probably recommend that you try and keep you on your message to with probably around 40 seconds at this point messages seem to send easier. Job searching You may not be aware but you can now search for remote jobs on LinkedIn. Recent studies have shown that the number of people working remotely is been up year-on-year for the past five years and obviously it’s a trend that will going to continue with that being said searching for location can completely change your job search to know the functionality of booking more all you need to do is click on the search bar type in the job you looking for and in the location in click report this will insure you all there are more jobs are available within your search parameters on LinkedIn We aren’t quite at the level of Facebook or Instagram with live video but surely it won’t be too far away. In the meantime, you can send your contacts a quick voice message instead of typing away all the time. Linkedin Salary There are plenty of salary calculators all over the internet but if you trust LinkedIn more than most you can review salaries for any title in any location you like. You can look at a country as a whole or drill down into the specifics. Here are a couple of examples: .net developer in Glasgow – £37,400 .net developer in Edinburgh – £38,000 Senior Developer in Aberdeen – £50,500 Senior Developer in London – £60,000 Always helpful if you have been off the market for a while and find yourself looking over the fence to see what else is going on. You can find it by simply searching for LinkedIn Salary on any search engine. Former Name One for the ladies, recently married or married a few years ago and worried that people won’t be able to find you. Fret not, LinkedIn has you covered. Navigate to your profile page and click on the pencil symbol to edit. Underneath your Last name field, you see “Add Former Name” in blue. If you click this and enter your previous name people will be able to find your profile if they type in your old name. Probably not a great idea if you are on witness protection.
What is the most important thing you probably don’t have in your CV?
What is the most important thing you probably don’t have in your CV? For so many job hunters their CV reads like a job description for each of job on their CV, accountability can single handedly change the impact of your CV. There is no doubt about it, searching for a new job, no matter if you are employed or unemployed is stressful and tough. There are many unknowns along the way in your job hunt, simple things like these can play on our mind for weeks before we know. How many other candidates have applied for the job? Am I the best candidate out of the bunch? Can I actually fit in with that company? None of these unknowns should change your approach to going for a new job and writing that perfect CV for it. Have you actually created the perfect CV or have you left it to the end of your day and put it together in 20 minutes while you watched the new series of Luther (if you haven’t seen it, its F****** Awesome but save it for actual down time). If that is the case then there is one certainty we have determined so far…your half assed approach has probably resulted in a half assed CV. If thats the case then the answers to the above questions are It doesn’t matter. Possibly, but it won’t matter. You might not get the chance to find out. Harsh…maybe but more than likely to be nothing short of the truth. On the other hand, if you just aren’t confident in putting your best self forward in a CV or maybe you don’t know what really makes a good CV stand out from the crowd. If that is the case then lets put that argument to bed. “The number one thing you can add to your CV is accountability.” Another name I like to use for this kind of CV is a KPI CV. For those that don’t know, KPI stands for Key Performance Indicator and refers to the targets you were set at the start that you will have to be accountable for. So when you start your new CV write down each job with nothing else apart from what you were to be accountable for when you started that position. Then write down how you performed in relation to these KPI’s and build that out. For example, I just Googled (“Sales” AND “CV” and “PDF”) and picked the first CV I found, this candidates latest job was a Senior Sales Director. Nice start, next I looked at his description of his achievements in that role, heres what I found: Successfully promoted the company’s services to the local and regional market; Attended networking events and participated in exhibitions; Grew business through cold calling and social media marketing; Fulfilled the role of account management and local support to local and regional clients. Now, whilst this is all nice and positive, if you are the hiring manager and you have 17 CV’s to go through from equally qualified candidates would this really stand out? Probably not, and it wouldn’t really grab your attention. However, if it read like this: Grew company sales by 22% by successfully promoting the company’s services to the local market; Achieved regional growth of circa 14% through a variety of cold calling, social media marketing and creating a more structured sales processes; Strengthened existing customer relationships by improving account management processes resulting in securing contract extensions for the majority of clients. Straight away you can tell that the second candidate has improved communication skills, greater accountability and looks like a serious performer and if the rest of the 17 CV’s were similar to the first example then this second example candidate is more than likely going to make the shortlist. So the next time you are creating a new CV don’t be the half assed version of yourself or think that a hiring manager can read your mind and know how amazing you are. Instead, be accountable and absolutely kill our competition with a KPI CV.If you are looking for some guidance on your CV why not get in touch and take advantage of a free CV Review. Send me an email to gordon@eyonzy.com with Free CV Review in the subject line.Thanks for reading.
Hiring Lessons From Google
Hiring Lessons From Google Hiring Lessons from Google According to Google, hiring is the most important part of a starting or running a business successfully. Below are some key values that Google stand behind from the interview process to the actual hiring of a new member of staff. Be very clear what want Fairly obvious but you would be surprised the amount of companies that might not be completely clear on what they want for the role and to be part of the team. Get it all down and discuss it with your partners or other members of your company. What are the two or three things that you really want the right person to have? General Cognitive Ability One of the key metrics that Google look for in a candidate is their General Cognitive Ability or problem solving. How does your candidate break down a problem? Ask open-ended questions to see how the candidate approach and solve problems. There are no right or wrong answers here you are looking at their thought process and how they use data to inform decisions. Leadership Are their occasions when your candidate helped a team succeed when they weren’t officially the leader or even in the team. How much does your candidate take ownership, do they have an entrepreneurial nature? Role Fit An obvious one and related to be clear on what you want. If it is a technical candidate make sure that they meet the language knowledge requirements that you have identified for the role, if in doubt it is probably time to move on. NO PANIC HIRING! Hiring by consensus The team involved in hiring and the interview process should have consensus on the right candidate, and be able to verbalise why or why not. No more than 4 interviewers Too many interviewers can damage the quality of the interview and put candidates under too much pressure where they don’t perform. According to the data Google have collected and analysed 4 people on the interview panel is the ideal number. If you have a small team and don’t have 4 people able to interview, bring in trusted advisors. It falls into the next point. Add an outsider into the interview process Being a start-up that grew at an astonishing pace a big potential issue that Google wanted to avoid would be that there were no (or at least a minimum) panic hires. When a manager or a team are under pressure to deliver a project on a tight time schedule they could all to easily take on someone that meets part of their requirements. This is why Google would ensure that an outsider, someone not involved in the team and aware of the pressure or problems that the team has are involved in the interview process. Brain Teaser Interview Questions How many golf balls can you fit in a Range Rover? What do you think this kind of question would achieve? Jack Shit, Brain Teasers don’t really show much about the candidates. That is why Google binned such questions and moved on with what actually works. Lastly, Take your time You might feel like you are in a rush to deliver but it takes a lot more effort to work with someone that doesn’t meet your requirements and potentially get rid of them and start the whole process again. NO PANIC HIRES, take your time and find the right person.
10 questions to ask at the end of an interview
10 questions to ask at the end of an interview Have you ever walked out of an interview only to suddenly realise you have about 5 questions that you never got the answer to? Or thought, *insert swear word*, I should have asked this…? Most of us probably have. You might have spent between 45 mins – 1.5 hours trying to impress your interviewers with your skills, knowledge and experience and missed out on a vital opportunity to completely swing the odds in your favour with some well thought out questions. Taking the time to prepare some good open-ended questions is worth its weight in gold, we have put together a list of 10 questions to help you on your way… Can you describe the culture of the company? This is a great chance for you to interview the company, there are certain types of environments that we will not be as effective in compared to others. This shows that culture is important to you as well as showing your maturity in that you are looking for the right job in the right company. Respect. What are the challenges facing the company or department just now? Now you are giving the interviewer and potentially the hiring manager the chance to open up about the company and their challenges. You may be surprised by the answers you get and if you think, waoh, that was really honest and open of them you might have just started to build a proper rapport with your interviewers. What do you like the best about working for the company? This is a nice clean and positive question to ask. Again, it gives you the chance to gain more of a personal insight into the hiring manager / interviewer. How do you compare to…*insert competitor* and how are your products superior? This gives you the chance to demonstrate that you have done your research and have market awareness whilst establishing if you might be fighting and uphill battle or better yet working with innovative and market leading products. What are the next steps in the process? This is purely for your benefit, but it can be a good gauge of how the interview went. On occasion you can be invited to the next stage there and then from asking this simple question and if nothing else you will have a clear idea in your mind of what will happen next and by when. What habits and processes did past employees have that helped them succeed in this position? Asking about the habits and processes will give you great insight into how the company or hiring manager measures success. It also shows that you are open to other ideas and willing to learn / assess rather than someone that will come in like a bull. How does the company promote professional development of the employees? Are you walking into a company that looks after its employees by constantly improving their skill sets and knowledge or is it the opposite and there is no development culture in place? What would the future career path look like from this position within the company? This can be a tricky one as your interviewer may be your immediate boss if you are successful and might feel threatened especially if you have strong experience. Having said that, wouldn’t you rather know that the ceiling is upon you before you start or 2 years in? Avoid asking a version of this question like “would there be an opportunity to move up into the next level within the first year?”, remember that you are applying for a specific job, trying to make a move for the next rung on the ladder before you are on the ladder can be looked at as disrespectful to your future team members. Why did the person that used to have this position leave? Whilst nobody should be negative during the interview, asking this question will give you a better idea of whether or not some of the other answers you have received match up. It might also help you understand the timeline that you will be held to in order to achieve your KPI’s. What is the current flexible working policy? This is important to some more than others but if you would be looking for an environment that promotes flexible working practices and has more of a focus on employees being engaged and happy then this might be an important one to ask. Spread the word Facebook Twitter Google-plus Linkedin Snapchat