Keith K.

Question for Hiring Managers: I see many posts from people in all levels of their IT career- from entry-level to C-level executives. I know it’s a tough market right now.  I know there are way too many executives who have been out of work for a long time and are still searching for their next role. I also see the “Starting a New Position” posts which are often accompanied by paragraphs describing the many challenges that were faced and relief that their job search journey has come to an end. I’m curious... For all those who have gone through a season of unemployment and then started a new “hiring manager” position- how has your personal experience affected how you would/or have changed the interviewing/hiring process in your new role or company? 

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Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

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Factors For Technology Change On Monday of this week I was speaking to a staffing and recruitment leader (CEO) and known industry voice, who is transitioning away from the old standard in the ATS space and moving to Tracker. Referencing one of my favorite movies, he said, “I don’t have a Flux Capacitor, but I must act like I do. And if I’m any good at my job, I predict that Tracker is the right choice for the future. We’re a top 20 company in the industry right now relating to growth and I’m betting our future on this”. It’s beyond exciting to be on the innovative and cutting edge, ahead of the curve with tech and also an honor (and tremendous responsibility) when people put their livelihood and trust in us. What are “The Factors” to consider when evaluating keeping your current tech? Always, always, always consider: -Trust (Do you feel they have had your best interests at heart?) -Customer Service (What has your experience been like?) -UI/UX (Does it feel like 1999?) -Ease of Use (Does your team love it?) -Price (Hate your monthly bill? Paying over $200 per user?) -Innovation / Roadmap (Lots of promises but consistent under delivery?) -Simplicity (How complicated is the eco-system?) The old hurricane-like approach to endless additional vendors to build a Frankenstack, in addition to your CRM/ATS has been simplified. That’s “past tense” (1999). If you look back and see “destructive winds” have blown into your organization, it’s a simple fix. Just begin a new conversation with, “What if…”. If we were to chat, you can zip me a text (617-308-2830) or use this link for us to connect: https://lnkd.in/ewZDSSNk. Zero pressure, ever. Would love to be a resource and make new connections! #Tracker #InfusedAI #InfusedAutomation #OutWithTheOld #ATS #CRM #SIA #ASA #change #2025 #RideRockets #FluxCapicator #DocandMarty #BackToTheFuture #Staffing #Recruitment

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Ring Ring..."Hi Tim, I just had to cut my app dev vendor loose and need a new contract principal developer ASAP." Why are calls like this normal at Fox Search Group. Keep reading for the secret sauce recipe. Our team currently averages 24 hours on contractor fulfillment. What happens, though, in that 24-hour period? 🔎 We quickly tap into our existing and non-existent network of specialized talent. ✅ We thoroughly examine all contractors via interview against the requirements of the role to ensure only the best of the best are considered. 📞 We conduct multiple reference checks to validate previous experience and identity 📋 We prepare a thorough candidate profile complete with previous/applicable work experience, a copy of the candidate's resume, clear compensation info, a copy of references conducted, and a concise statement of work. All in 24 hours. If you need short-term or long-term support with tech talent at any level, shoot us a message. Can you imagine going into the weekend having your project support shored up? #ITtalent #techjobs #techcontractors

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I’ve just read the article “Eat the Boomers” How to repay America’s national debt”, written by Jonathan Russo on 5/6/2024. I’d have to say that I feel the opinion expressed is a bit myopic. The writer seems more interested in treating a symptom and not the problem, and the primary focus seems to be to place blame. The topic of controlling government spending isn’t mentioned once in the article, and so then can’t be taken seriously. To say that boomers owe this debt would be to say that somehow a group of people that in fact don’t borrow money on behalf of the government are still on the hook to repay it. The average boomer has worked their entire life, often with more than one job at once. They have saved for retirement, put kids through college, launched countless businesses, and have provided the financial underpinning of the US for decades. The US economy is built on the backs of these people, with the income taxes, capital gains taxes, sales taxes, mortgage interest payments, and layers of other taxes paid by the businesses these people have started and run for 50 years. Rather than seek to blame and penalize these great Americans, perhaps we should give them a standing ovation and our thanks. Now, on the other hand, what have the folks in DC done for us? They’ve had 70 years of unchecked spending, kicking the can down the road at every opportunity. Most (not all) of the privileged individuals were born into money, and never had to earn a dollar or account for a dime they’ve spent. This frat-boy attitude towards fiscal responsibility is mirrored in their careers, and they just ignore the issue. When it comes to controlling spending, Democrats and Republicans alike never tire of spending other people’s money, and when it runs out they just borrow, since someone else has to actually pay for it. Over the years, there have been countless discussions put forth to demand a balanced budget and eliminate deficit spending. These always fail, since without pork to buy influence and favor, many of the drunken sailors in DC could not get reelected. A balanced budget and no deficit spending would put an end to lobbying and the horse-trading of our national interests. But, by all means, in a country where trillions of dollars can be created with the click of a mouse, where billions from educational loans is just deleted, where hundreds of billion can be sent to foreign countries to finance wars, let’s take hard-earned money from the one group of US citizens that have done more for this country’s finances than any other group in history. It only seems fair. https://lnkd.in/e-D8c8eb

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AI in Staffing: A Game Changer! As a Chief Receuiter, I’ve seen firsthand the amazing benefits AI brings to our field: 1.Speedy Screening: Imagine sifting through hundreds of resumes in minutes! AI helps us quickly identify top candidates, saving valuable time and speeding up the hiring process. 2.Perfect Matches: With predictive analytics, we can now match candidates to roles where they’re most likely to thrive. It’s like having a crystal ball for hiring success! 3.Amazing Candidate Experience: AI-driven tools like chatbots provide instant responses and support to candidates, making their application journey smooth and engaging. Happy candidates mean happy clients! 4.Fair and Inclusive Hiring: One of the things I love most about AI is its ability to reduce bias. By focusing purely on skills and qualifications, we promote diversity and create equal opportunities for everyone. 5.Efficient Processes: From automating routine tasks to scheduling interviews, AI takes care of the mundane, allowing us to spend more time connecting with candidates and understanding our clients’ needs. AI is truly transforming the staffing landscape, making our jobs more efficient, exciting, and impactful. I’m thrilled to be part of this journey and can’t wait to see what the future holds! What are your thoughts on AI in recruitment? Let’s discuss in the comments below! #Staffing #Recruitment #AI #Innovation #FutureOfWork

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Non-Compete Agreements: Good Riddance The US Federal Trade Commission’s (FTC) recent ban on non-compete agreements is a great thing for free enterprise. Non-compete agreements are blanket agreements that employees sign, usually when onboarding to a new job or accepting severance from an old one, not to go to work in the same industry for a set period of time, usually at least a year. Non-compete agreements get US companies out of having to compete for the best employees—and, at the same time, hinder the employees from leaving bad bosses and environments (because leaving their position would require moving to a company that doesn’t compete with the employee’s current company, which can limit possibilities for advancement). Agreements like this distort labor markets and create inefficiencies. Collectively, they hurt the economy. I’m usually not a fan of super-aggressive regulators. But I hope the FTC’s ban will hold up in the US courts. If it fails, I hope our congressional representatives will pass equivalent laws. However it gets done, the ban will be good for worker morale, great for competition; and it will lead to a more productive, happy, innovative US workforce. Do you agree with the FTC's recent ruling? #LaborMobility #FTC #NonCompeteAgreements

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"What's a 'resource hog'?" Returning from a wedding shower, my wife asked me that question. A lady attending the event was in enterprise IT and, upon hearing that I worked for IBI, proceeded to angrily express her disgust for my employer's software products. This awkward experience was new for my wife, but I was used to it. Many corporate people, especially those in IT, disliked the products. Intended as low-code replacements for COBOL or PL/1, most enterprise application developers did not want businesspeople encroaching on their well-paid territory. Some individuals simply grumbled and muttered mean comments, but I also faced those who obstructed initiatives. When anti-IBI techies moved into architect or C-level decision-making roles, I witnessed those companies' IBI specialists experience career disruptions because of personal tool choices. During a client assessment engagement, one individual contributor refused to answer my calls. When I finally tracked him down, his first question was, "Am I being fired?" It seems his CIO had told the entire IT organization repeatedly to freeze all work with IBI tools and this guy had not fully obeyed the mandate. At another client site, the CIO had made the same ultimatum but got a different response. Instead of hiding, their IBI guru quit, started his own solopreneur company, and sold his services back to the business groups who wanted fast application development. On a development project with a Fortune 100 company's business group, the project leader instructed me to use existing system code naming conventions for new applications. It was a strange request, until I learned their CIO had forbidden any new development with IBI products, so this business group lied and made any new app dev appear to be legacy fixes. On a recent IBI replacement project, I introduced my assessment tools and surprised the IT manager with product capabilities their low-code developers had never understood nor used. I impressed that person to the point where I received this hesitant-sounding confession: "I don't hate WebFOCUS anymore." Not that reducing their level of dislike was going to save the product. The die was cast. Fate was sealed. There was no turning back. They were still going to ditch WebFOCUS because their support people had all retired, the company couldn't support a legacy product, the users wanted a more modern and better supported product, and their executive had experienced a bad license negotiation with the new product owners. For decades, I've specialized in a technology that many disliked. (Yes, I know some of you reading this were in a small cult of IBI advocates.) It was only a matter of time before I switched sides. I've partnered with a large, global consulting firm with the expertise and resources to quickly replace legacy BI products. If you haven't done it already, it's time for you to make the switch. Reach out to me at doug@kencura.com.

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https://lnkd.in/ey92msGJ This is incredulous without any evidence that he paid Next to Intern. Or evidence he is taking intern's money now. Worst yet, this advice says “only interns with access to capital can intern for ‘good leaders’”. Interning is not an investment opportunity. Worse yet is the transactional economics: how does this land on the books? Would bidding wars show up? This is a mock idea for click bait. My advice for interns: find a company that is in duress and pays. Those people will teach out of nescessity and the work will have real impact.

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How long is "too long" with one company? Staying with one firm too long can destroy your job opportunities. 5 years? 10 years? 15 years? Some Hiring Managers reject people with 10+ years in the same firm. Why? 10+years at Oracle, IBM, Adobe and SAP can make finding a job tough. But consider: → Job stability is priceless → Loyalty towards an employer should be VALUED → The tech world is volatile, long tenure is to be celebrated 🔥 Don’t discriminate those who stay with one employer for a long time. PS: How long is too long?

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Here's a start to the day I didn't expect - a couple miles from my house, a "large amount" of ancient dynamite was detonated (controlled by professionals), resulting in a couple of early morning explosions followed by a noticeably large fire. The homeowner had contacted police after receiving the dynamite from a family member which, apparently, had been passed down through several generations. What's most important, everyone is fine and no one was hurt. Reading through the tweets and news stories, I was taken aback that this highly volatile and dangerous substance wasn't just kept, but passed on to family members as a cherished keepsake. As I watched the clouds of smoke from my patio, it made me think of the things we pass down to the generations that follow us. Culture. Values. Wealth. Poverty. Wisdom. And - mental health. I specifically reflected on family dynamics such as shame, depression, anxiety, worthiness and addiction. How common is it to receive ancient dynamite such as these from our own familial relationships, and how often are we passing it on? So much of who we are is shaped and molded by our experiences and relationships outside the workplace. Yet all of these experiences invisibly follow us into the workplace, affecting more than productivity. A recent study cited that, by the age of 30, 77% of U.S. adults will have experienced at least 1 traumatic event and 58% will have experienced 2 or more. Unresolved trauma and grief becomes ancient dynamite, putting us and others at risk of unexpected but avoidable explosions. If your company offers one, take advantage of your EAP (employee assistance program). At SHRM, we benefit from our relationship with LifeGuides, a personalized life and performance mentorship program. Mental health and well being are crucial to building a better world, not just for ourselves, but for the descendants we'll leave behind. #WhyEX

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Is it me or does Microsoft Teams remind me of AOL Instant Messenger (AIM)? The glory days. Your biggest decision was choosing the perfect away message, coolest screen name, or your signature font. The constant background noise of doors opening and closing as people signed in and out is forever engrained in my mind. Now if only Outlook could say "You've Got Mail" every morning! 📬 #ThrowbackThursday #AIMtoTeams #WorkplaceEvolution #90s

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Being listed on a PSL and onboarded onto a client’s VMS may seem like the Holy Grail, but many staffing firms and recruiters actively avoid it 😶 Here’s why most dislike VMS: 1. Profit Margin Reduction: Securing a spot on a VMS vendor list often forces staffing agencies into a rate-lowering dance, severely impacting profit margins and limiting placement opportunities. 2. Absence of Intimacy: The impersonal VMS model strips away the personal touch that hiring managers and recruiters value. This lack of intimacy can lead to misunderstandings about position requirements and culture fit. 3. Intense Competition: VMS listings host intense competition, with dozens of vendors vying for attention. As personal interactions decrease, selection criteria may prioritize price over value. 4. Opaque and High-Pressure Environment: The challenging VMS environment lacks transparency, which may deter top recruiters. This creates a paradox where firms need strong talent but struggle to attract them. 5. Volume Discounts: VMS listings often come with volume discount requirements, forcing suppliers to offer annual discounts based on revenue thresholds. This unpredictability can weaken supplier profitability. VMSs present both challenges and opportunities in the evolving staffing industry, calling for innovative solutions. What do you find most challenging about VMS?”

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