Category: Hiring an IT consultant

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Hiring an IT consultant IT Decision-makers

Recruiting in the DevSecOps Era: Deepen practical knowledge of DevSecOps

recruiting DevSecOps

As the technological landscape undergoes a significant transformation with the widespread adoption of DevSecOps, the recruitment process within IT must adapt to this paradigm shift. The traditional approach no longer suffices; instead, recruiters and hiring managers must align their strategies with the evolving demands of DevSecOps. Here’s a closer look at the key considerations in recruiting during the DevSecOps era.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

Holistic Understanding of DevSecOps

Firstly, in the DevSecOps era, recruiters are on the lookout for candidates who possess a holistic understanding of the methodology. It’s not merely about having experience with isolated tools or processes; rather, recruiters seek professionals who comprehend how DevSecOps integrates into the entire software development lifecycle.

Also read The rise in demand for DevSecOps skills: How to navigate the changing IT recruiting landscape.

Practical Application of Security Practices

Then, beyond theoretical knowledge, recruiters are placing a premium on candidates who can practically apply security practices.
They showcase a hands-on understanding of DevSecOps principles by seamlessly weaving security into their workflows. Moreover, real-world application trumps theoretical knowledge in the recruitment process.

Collaborative and Cross-Functional Skills

DevSecOps thrives on collaboration, breaking down silos between development, security, and operations teams. Therefore, recruiters now prioritize candidates who exhibit strong cross-functional collaboration skills. The ability to work seamlessly across departments fosters an environment where security is everyone’s responsibility.

Also read our article about Top DevSecOps Certifications to Elevate Your Career

Adaptability and Continuous Learning

Given the dynamic nature of technology, adaptability is a key trait recruiters are seeking. Therefore, candidates who show a commitment to continuous learning and staying abreast of evolving security threats and DevSecOps best practices are highly valued. This ensures that the recruited talent can keep pace with the ever-changing landscape.

Problem-Solving and Incident Response Aptitude

DevSecOps professionals are not just tasked with prevention; they must also excel in problem-solving and incident response. Recruiters assess candidates based on their ability to troubleshoot security issues, respond promptly to incidents, and implement effective remediation strategies.

Also read our article about Top DevSecOps Certifications to Elevate Your Career

Cultural Fit and Mindset Alignment

Beyond technical skills, recruiters are attuned to cultural fit and mindset alignment. DevSecOps is not just a methodology; it’s a cultural shift towards proactive security. Candidates who embody this mindset, emphasizing security at every stage, align well with the ethos of organizations adopting DevSecOps practices.

Communication Skills

Effective communication is vital in a DevSecOps environment. Recruiters look for candidates who can articulate complex security concepts to non-technical stakeholders. The ability to bridge the communication gap between security professionals, developers, and business leaders is a valuable skill set.

Also read What is DevSecOps? Software Development Security

Conclusion

In essence, recruiting in the DevSecOps era is about identifying candidates who not only possess technical expertise but also embody the collaborative, security-first mindset inherent to the methodology. Recruiters play a pivotal role in ensuring that the talent they bring on board can contribute effectively to the successful implementation of DevSecOps practices within the organization.

Dive into our latest infographic for an illuminating visual journey through the key statistics and benefits of adopting DevSecOps practices.

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Hiring an IT consultant IT Decision-makers Talent strategy

Why Your Company Needs an SAP FICO Consultant: 5 Key Benefits

SAP FICO benefits
SAP FICO benefits

Here are 5 key benefits of hiring an SAP FICO consultant for your company to streamline financial processes and gain an understanding of your financial data.

In today’s complex business world, effective management of financial resources is critical to the success of any company. However, implementing and maintaining an SAP FICO system requires specialized knowledge and expertise that most companies do not possess. This is where an SAP FICO consultant can be an invaluable asset.

Moreover, to help companies achieve a successful SAP implementation, this whitepaper explains SAP implementation best practices. It also presents a case study from the global leader sportwear company ADIDAS as an example of successful SAP implementation.

Whether you are a business leader, IT professional, or project manager, this whitepaper will help you understand how to plan, execute, and manage a successful SAP implementation that delivers tangible benefits and ROI.

SAP Implementation Best Practices: ADIDAS case study

What does an SAP FICO Consultant

Firstly, an SAP FICO consultant is a professional who specializes in the implementation and maintenance of SAP FICO systems. They are responsible for analyzing a company’s financial requirements and designing and configuring an SAP FICO system that meets those needs. Additionally, SAP FICO consultants provide ongoing support and maintenance to ensure that the system operates efficiently and effectively.

Also read our SAP FICO Consultant Job Description

Why your company needs an SAP FICO Consultant

There are several reasons why it is important for a company to have an SAP FICO consultant. One of the primary reasons is that they can help a company optimize their financial processes. By understanding a company’s financial requirements, an SAP FICO consultant can design and configure an SAP FICO system that automates and streamlines financial processes, such as accounts payable and accounts receivable. This can save a company time and money, and free up resources to focus on other critical business activities.

Another reason why an SAP FICO consultant is important is that they can help a company gain a better understanding of their financial data. By analyzing and interpreting financial data, a SAP FICO consultant can provide insights and recommendations that can help a company make more informed business decisions. This can help a company improve their financial performance and achieve their business objectives.

In addition, an SAP FICO consultant can help a company ensure compliance with regulatory requirements. They can also ensure that financial transactions are recorded accurately and in compliance with local and international accounting standards. This can help a company avoid penalties and legal issues that can arise from non-compliance.

But let’s take a closer look at 5 key benefits of having SAP FICO on board for your company.

5 Key Benefits of SAP FICO

As businesses grow and expand, their financial management requirements become more complex. This is where SAP FICO consultants come in. Here are 5 key benefits of hiring an SAP FICO consultant for your company.

1 Improved Financial Management

Key benefits SAP FICO

An SAP FICO consultant can help your organization improve its financial management processes. They can implement SAP FICO modules that automate financial transactions, which saves time and reduces errors. Additionally, SAP FICO consultants can help you generate financial reports that provide insights into your company’s financial performance, helping you make informed decisions.

2 Cost Savings

Key benefits SAP FICO

Implementing SAP FICO modules can help your organization save money in several ways. Firstly, it can automate financial processes, reducing the need for manual labor. Secondly, it can reduce errors in financial reporting, which can result in costly penalties or fines. Lastly, it can help you identify areas where you can reduce costs and optimize your financial operations.

3 Compliance

Key benefits SAP FICO

Compliance with financial regulations is critical for any organization. Failure to comply with regulations can result in severe penalties and reputational damage. SAP FICO consultants can help ensure that your organization complies with financial regulations, such as GAAP (Generally Accepted Accounting Principles) and IFRS (International Financial Reporting Standards).

4 Scalability

Key benefits SAP FICO

As your organization grows, your financial management requirements will become more complex. SAP FICO modules are designed to be scalable, which means they can grow with your organization. An SAP FICO consultant can help you implement SAP FICO modules that can scale as your organization expands, helping you manage your financial operations more efficiently.

5 Expertise

Key benefits SAP FICO

Implementing and maintaining SAP FICO modules requires specialized expertise. SAP FICO consultants are trained and certified in implementing and maintaining SAP FICO modules. They have the expertise to help you get the most out of your SAP FICO modules, which can help your organization achieve its financial management goals.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

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Hiring an IT consultant IT Decision-makers Talent strategy

Top 5 Strategies to Overcome the AI Talent Gap

overcome the AI talents gab
overcome the AI talents gab

Artificial Intelligence (AI) has become a key driver of innovation and digital transformation in today’s business landscape. However, the demand for qualified AI talent far exceeds the available supply. This creates a talent gap that poses challenges for companies that want to harness the power of AI. As companies across industries seek to leverage AI to gain a competitive edge. It is crucial to implement effective strategies to overcome the AI talent gap.

In this article, we will explore the top 5 strategies that you can adopt to address this challenge and build a robust AI team.

Need advice on how to start or develop your freelance consulting business in tech or IT? Need to start a new permanent or freelance assignment? Join Mindquest and get support from our team of experts.

1 Invest in Training and Upskilling Programs

Overcome the Ai talent gap: Invest in Training and Upskilling Programs

One effective strategy to overcome the AI talent gap is to invest in training and upskilling programs for existing employees. Identify employees who show potential and interest in AI. Then, provide them with relevant training programs, workshops, or certifications to enhance their AI skills. This not only helps in filling the talent gap internally but also fosters a culture of continuous learning and development within the organization.

For example, a you can partner with AI training institutes or online learning platforms. This is to provide comprehensive training programs on machine learning, natural language processing, computer vision, and other AI-related skills. Additionally, you can offer incentives or rewards for employees who complete the training programs and demonstrate proficiency in AI.

Also read the Top 3 Mistakes to Avoid When Hiring an IT Contractor.

2 Foster Collaborations with Academic Institutions and Research Organizations

Overcome the Ai talent gap: Foster collaborations with academic institutions and research organizations

Collaborating with academic institutions and research organizations can be an effective strategy to bridge the AI talent gap. Many universities and research organizations conduct cutting-edge research in AI. Therefore, they have access to a pool of talented researchers and students who can contribute to solving real-world AI challenges.

You can establish partnerships, joint research projects, or internships with academic institutions to tap into their expertise and talent pool. This can provide you with access to fresh perspectives, novel ideas, and potential candidates for future hiring. Additionally, you can also sponsor AI-related events, conferences, or competitions organized by academic institutions to create awareness and attract talent.

We have just the resource to help you do that. An email template that provides you with a compelling, concise, and persuasive framework to initiate these crucial collaborations and overcome the AI talent gap. Don’t miss out on the opportunity to tap into the wealth of fresh, innovative talent emerging from academia.

3 Create an Attractive Employer Brand for AI Talent

Overcome the Ai talent gap: Create an Attractive Employer Brand for AI Talent

Building a strong employer brand is crucial to attract and retain top AI talent. You should showcase your commitment to AI innovation. State-of-the-art technology infrastructure, challenging projects, and career growth opportunities to position your company as an attractive employer for AI professionals.

You can leverage your website and social media to highlight your projects, successes, and testimonials from existing AI team members. You can also showcase your company culture, values, and commitment to diversity and inclusion. These are important factors that AI professionals consider when evaluating job opportunities.

Also read How to manage the onboarding of IT contractors in 5 steps.

4 Implement Competitive Compensation and Benefits Packages

Overcome the Ai talent gap: Implement Competitive Compensation and Benefits Packages

Offering competitive compensation and benefits packages is essential to attract and retain AI talent. Due to the high demand for AI professionals, they are often in a position to negotiate higher salaries and better benefits.

Your company should conduct market research to understand the prevailing compensation trends and benchmarks for AI professionals in your region and industry. You should then align your compensation and benefits packages accordingly to ensure that your are competitive and attractive to AI talent. This may include offering performance-based bonuses, stock options, flexible work arrangements, and other perks that are highly valued by AI professionals.

Also read How to Manage the Offboarding of IT Contractors in 7 Steps

5 Foster a Diverse and Inclusive Workforce

Overcome the AI talent Gap: Foster a Diverse and Inclusive Workforce

Building a diverse and inclusive workforce is not only a moral imperative but also a strategic move to address the AI talent gap effectively. Diversity brings different perspectives, ideas, and approaches to problem-solving, which can result in more innovative and creative AI solutions.

You should implement diversity and inclusion initiatives, such as unbiased recruitment processes, diversity training programs, employee resource groups, and inclusive policies and practices. Creating a supportive and inclusive work environment where all employees, regardless of their background or identity, feel valued and included, can attract a broader and more diverse pool of AI talent.

Conclusion

By adopting these strategies, your company can position as attractive employers for AI talent. Moreover, you can develop a skilled AI team, and drive innovation through AI-driven projects.

It is crucial for companies to proactively address the talent gap in order to stay competitive in the rapidly evolving landscape of AI and harness its full potential for business success.

Would you like to find out more about our recruitment service for IT consultants? Post your requirements now, or find out more about our job offers directly on our Mindquest platform!

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Hiring an IT consultant IT Decision-makers

How to manage the onboarding of IT contractors in 5 steps

manage the onboarding of IT contractors
manage the onboarding of IT contractors (2)

Onboarding is the set of actions implemented by the company to integrate its new employees. It corresponds to welcoming and integrating new recruited professionals, as well as investing in their internal career development. We often talk about onboarding for employees, but still little for external resources, such as IT freelancers. And yet, they are often called upon for strategic, long and customer-based assignments. It is important to manage onboarding well, cause a good onboarding system is therefore crucial for the success of their mission! It is therefore important for managing a freelancer to pay particular attention to onboarding.

But how do you properly manage the onboarding of an IT freelancer to get the mission of your tech or IT freelancer off to the best possible start? How to manage onboarding at the beginning of a consultant’s mission?

Discover in our article what are the best practices for managing the onboarding of an IT freelancer.

Why caring about onboarding?

Why take care of the onboarding of IT freelancers? Onboarding management is crucial at the start of a freelancer’s mission. Indeed, setting up a clear internal process can be very beneficial to gain in efficiency and optimize the simultaneous reception of several profiles. As a company, it is essential to establish a clear process for the onboarding of IT freelancers who come to carry out assignments within your company. Because if you have a clear and effective onboarding process, the freelancer will have all the elements in hand to be operational as quickly as possible and start his freelance mission well.

The onboarding of a consultant makes it possible to create a link with the IT freelancer and to lay the foundations for good communication. In addition, the onboarding period makes it possible to ensure that objectives are set and follow-up with the IT freelancer. Finally, the onboarding process will have the effect of involving and retaining the freelancer from the start.

Discover also our article: How to Manage the Offboarding of IT Contractors in 7 Steps !

How to properly manage the onboarding of an IT freelancer?

1. Upstream of the mission

Have you just recruited an IT freelancer? First, to properly manage onboarding, remember to check that the freelancer you have chosen is registered with the Business Formalities Center (CFE) (remember to ask them for a K-bis extract). You must also carry out the control of the obligations of declaration and payment of the social security contributions of the freelancer. Ask for a certificate of vigilance for this. Once these two elements have been verified, you can draft and have the freelancer sign the service contract (or subcontracting if you go through an intermediary). If necessary, you can also provide specific additional contracts such as a confidentiality agreement. Remember at this time to check that the freelancer has the necessary insurance, such as professional liability insurance (RC Pro) which is often essential. Finally define the terms of payment and provide timesheets if necessary.

2. Just before the start of the mission

Just before the start of the mission, it is important to warn all the teams of the arrival of the freelancer. Make sure you explain the scope of the IT professional mission to them. Also make sure to prepare before the arrival of the freelancer the material that will be made available to the new professional in the event that he/she will use the company’s resources. Also ask that their computer access be created prior to their arrival.

It is also a good idea to plan a phone call with the freelancer before the start of their assignment or to send them a comprehensive email with all the useful information for the first day. In fact, if the freelancer comes to work on your premises, it is important to give him/her a certain amount of information such as working hours, what equipment is required or made available. But also what the access or security constraints are, in which department they will be installed and which teams they will have to interact with. Communicating all these elements to the freelancer before he/she arrives will allow a more serenely at start at your company.

3. Ensure the onboarding of the freelancer on the first day of the mission

On the first day of the mission, it is important to give the freelancer a program for his or her first week. You should also give him/her all the materials he/she will need (computer, access badge, etc.). Plan a briefing with the freelancer on company culture, rules, team organization… Also give the freelancer all the technical documentation he needs for his mission from day one. Finally, introduce the freelancer to the whole team. This is necessary to get the consultant’s mission off to a good start.

4. The days following the first day of freelancing

The days following the first day of the start of the freelance mission, organize an individual interview with him/her to set the objectives. Also remember to organize contacts with the key interlocutors for its mission. Throughout the onboarding period, encourage the freelancer to ask as many questions as possible. To improve contact you can also plan a lunch with the freelancer if possible.

5. And after the onboarding of the freelancer?

At the end of the freelance onboarding period, start taking stock. In some cases, especially if the project is still at the ideation stage, a few days of audit may be necessary to allow the consultant to better understand all the parameters and then participate in the scoping. Then set up at this time the framework for monitoring the mission (reporting, weekly, monthly meetings, etc.). Remember to ask the freelancer for his/her feedback about the onboarding to make sure he or she has all the keys in hand. But also to improve this process with a view to integrating future freelancers.

You can also read 5 Simple Steps to Effective IT Offboarding

The expert opinion of Thomas Delfort, former DSI and co-founder of Mindquest:

“As for a recruitment of a CDI type profile, the onboarding process of an independent consultant within a tech or IT team is extremely important. A well-executed welcome will allow a quick and efficient handling of the subjects. The goal is for the freelancer to be operational as quickly as possible, and to be in optimal conditions to be efficient in his mission.”

Do you know that the offboarding of an IT consultant is just as important as their onboarding? Indeed, companies are generally concerned with taking care of the onboarding of their employees, but sometimes neglect the last step. The stage where the employee leaves the company for new professional opportunities. Find out why it is important to take care of the offboarding of your IT consultant. But also how to properly manage the offboarding of an IT consultant in 7 steps.

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How to Manage the Offboarding of IT Contractors in 7 Steps

How to Manage the Offboarding of IT Contractors in 7 Steps
Offboarding is often overlooked. In the case of the offboarding of independent IT contractors, the process downright nonexistent in most cases.

Offboarding is the set of initiatives put in place by an organisation to support an employee when they leave the company. While companies generally now have a well-defined onboarding process to make the best start of everyone’s time; offboarding is often overlooked. And, in the case of the offboarding of independent IT contractors, the process downright nonexistent in most cases.

However, the IT departments of large companies often call on a multitude of independent consultants. And it is strategic to manage their departure well. Especially since many IT freelancers work on long assignments. Sometimes under management, and they are therefore an integral part of the team in place.

It is very important to take care of the offboarding of an IT consultant, but how do you do it? What actions should be put in place to create an appropriate offboarding process for its IT freelancers? Here are the 7 key steps for a successful offboarding.

1. Offboarding of IT contractors: Communicate the departure of the consultant   

Successful offboarding begins with thoughtful communication. When the mission of your independent IT consultant comes to an end; it is important to announce their departure to all the teams involved. It is important to announce it as quickly as possible. Especially to the teams who will be most impacted by its departure. This gives the IT freelancer the feeling of having been fully integrated into the teams in the same way as a permanent employee, as well as the feeling of having been recognized as a full member of the project. 

This step allows the contractor’s interlocutors to say goodbye to him or her and create a starting human environment. It is also important to announce the departure of the IT consultant to any external service providers with whom he was in contact. 

2. Recognise the work done and thank IT contractor

After communicating the departure of the independent IT consultant, it is important to thank them for the work done. It is also important to highlight their time investment and skills development. Give them frank and constructive feedback so that they can improve in future missions. In most cases, a reference letter will be highly appreciated and will allow the IT freelancer to highlight their collaboration with you to land new assignments.

The freelancer will feel all the more recognized and valued for the work they have done while working for you. Do not hesitate to express your best wishes for the future as well as to have personal attention, the consultant will leave with the feeling of being appreciated. 

3. Organise and manage the handover during offboarding of the IT contractor

If your independent IT consultant leaves you to make way for a new consultant or passes the baton to someone in-house, it is crucial to organise the handover so that the freelancer can transmit all key information about their work and on the processes in progress to their replacement. 

It may be wise to ask them to write a file with the missions and tasks they have carried out, the best practices, etc. This step of documentation and transfer of skills is essential to ensure a good transition. This also allows the work of the independent IT contractor to be valued.  

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4. Get constructive feedback during offboarding of IT contractors

Organising a final interview or an “exit interview” with your independent IT consultant is very important. This will allow you to know how you are perceived by an outsider who has worked in your company. 

Do not hesitate to ask them if they felt welcome; if they had all the access and information necessary to perform their services; if he or her was able to achieve all the objectives they had set for themselves; how they carried out their mission; how this mission will serve them in future projects; if they would recommend your company to other IT professionals; if they would agree to work again on a new mission for you, etc. 

This interview with your IT contractor will give you essential information to improve your onboarding and offboarding strategy. It is important to adopt a constructive approach, focused on listening. This interview will be beneficial for the IT freelancer, who will appreciate having been able to express their opinion. IT freelancers talk to each other a lot, and the bad reputation of some client companies can dissuade them from taking an interest in them. If you take the time to value and listen to your IT consultants until the end, they are sure to let their network know. 

5. Close the practical and administrative aspects during offboarding of IT contractors

For successful offboarding, every detail needs to be considered. Before departure, it is important to ensure that the IT freelance employee returns all the material that have been loaned to them (computer, badge, etc.). The most practical strategy is to establish a list of the loaned equipment beforehand, at the time of onboarding. Also, don’t forget to check the material for wear. 

Remember to remove all access to accounts of the former IT consultant for all networks, software, resources and collaborative tools of the company to prevent potential risks of cyber hacking or information leaks that could be detrimental to your business. This preparation is important for maintaining safety, preserving the efficiency of the internal organisation and maintaining good working relations. 

In order for the IT freelancer to leave your company with confidence, it is also important to close all administrative aspects.

6. Keep in touch and leave the door open

It is advisable to keep in touch with your former IT freelancers. Especially if you want to work with them again later for new missions. In addition, keeping in touch at least via professional social networks with your former independent IT contractors will allow you to access their network of freelancers, which can be very beneficial for you. You will also be able to follow their news on social media and keep you informed of the evolution of their skills as well as their services.

Likewise, it is interesting for the IT freelancer to be part of your network because it represents a form of valuable recommendation for it. Keeping in touch with your IT contractors will also allow you to convey the strong values ​​of your company.  

7. Use digital tools to facilitate the offboarding of IT contractors

Nowadays there are many tools to deal effectively with offboarding processes. Just like with onboarding, some specialized platforms offer to manage all the tasks related to offboarding in the same place. These solutions make it possible in particular to disconnect the IT consultant with one click from all the company’s resources, to collect their feedback, to take care of the handover, etc. 

It may be interesting to discuss with your HR department how you can adapt any existing offboarding processes and tools for internal employees to your external collaborators. And remember: an IT contractor’s offboarding process shouldn’t be overlooked. Just as important as onboarding, a successful and efficient offboarding process should be strategic for your IT department. The independent IT consultant will keep fond memories of your collaboration after their departure and will be sure to spread the word.

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Microsoft Certifications Guide

Microsoft Certifications Guide
This quick Microsoft Certifications Guide will provide you with a bird's view of all the company's official trainings and help you advance your career.

This quick Microsoft certifications guide will provide you with a bird’s-eye view of all the company’s official trainings and thus help you advance your career.

Microsoft’s Learn portal offers a multitude of courses and Microsoft certifications for anyone to explore. Obtaining one of these certifications is therefore the first step when starting a career in the ecosystem or advancing or shifting your existing one.

Beyond providing you with theoretical and practical knowledge these certifications will validate your expertise within the industry and among recruiters. This is because, certifications demonstrate that you are up-to-date with current best practices and new tools, with some of them requiring to be renewed every year.

Courses to obtain certifications are free through the Learn platform and can be taken at your own pace from the comfort of your home. There are also several MS-vetted third-parties offering guided lessons and complementary coursework.

Students need to pay only for the practical exams, which can be taken online or at designated testing centres. Microsoft has expanded its online testing capabilities since the start of the Covid-19 crisis.

To start, there are several ways in which you can approach Microsoft training programs. You can focus on a particular platform within the Microsoft Technology Stack, or opt for a specific role and then choose a platform to focus on. You can also choose a specific career path or focus on a very concrete skill that you would like to acquire. Then, Microsoft outlines all available career paths, defining the series of certifications you will need to obtain to reach your career goal.

Certifications are divided according to the level of expertise and seniority: Fundamentals, Associate and Expert. Our Microsoft Certifications Guide will give you an overview, but you will have to dig deeper to find what really makes you tick.

Microsoft Certifications guide: Fundamentals certifications

First, as their name suggests, these certifications are the recommended starting point for anyone starting their career or looking to move into another platform within the MS tech stack. They cover:

  • Azure Fundamentals
  • Azure Data Fundamentals
  • Azure AI Fundamentals
  • Dynamics 365 Fundamentals
  • Microsoft 365 Fundamentals
  • Power Platform Fundamentals

Learn more about MS Fundamentals certifications.

Credentials

To continue, some MS certifications encompass more than one platform and require you to multiple individual certifications. Also, each of these certifications is tailored to a specific area of IT (security, networking, cloud, etc.)

Also, there are three tiers of certifications depending on the level of expertise:

  • Microsoft Technology Associate (MTA)
  • Microsoft Certified Solutions Associate (MCSA)
  • Microsoft Certified Solutions Expert (MCSE) /Microsoft Solutions Developer (MCSD)

Learn more about MS certification credentials.

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Role-based and specialty Microsoft certifications

Certifications targeting specific roles are a great way of specializing or moving from one role to the other within the Microsoft ecosystems. Moreover, roles can comprise multiple MS platforms or focus on a particular one, and include:

Administrator

Administrators oversee the implementation of Microsoft platforms, thus maintaining solutions for storage, networking, computing and security.

AI Engineer

Then, AI engineers design and implement artificial intelligence solutions by leveraging different MS tools.

Data Engineer

Being in charge of mapping out and executing the management, monitoring, security, and privacy of data, Data Engineers are therefore proficient in a platform’s different data services and tools.

Data Scientist

Not to be confused with a Data Engineer, this role requires a deep knowledge of data science and machine learning. Moreover, expertise in data modelling is a must.

Developer

At the frontlines of deployment and operations, Developers partner with architects and administrators to design, create, test, also they maintain cloud applications and services.

DevOps Engineer

Advocates of agile methodologies for software development, DevOps professionals unify teams, processes and technologies in order to streamline the product pipeline.

Functional Consultant

Moreover, functional consultant implements core application setup processes that help businesses in areas like marketing, sales or supply chain management.

IoT Developer

On the other hand, IoT Developer designs, develops and maintains Internet of Things solutions and devices within MS environments. From coding to the set-up of physical devices.

Security Engineer

As the title suggests, security professionals protect the integrity of data, applications and networks by implementing threat detection and security controls.

Solutions Architect

To conclude, the Solutions Architect is the first person to be involved in a platform deployment process. Moreover, Architects must have a deep understanding of the entire ecosystem to design solutions that run on it.

Has our Microsoft Certification Guide sparked your interest? Explore all role-based MS certifications and specialty certifications.

Learn more about pursuing a career in Microsoft Technologies with our comprehensive Microsoft Technologies careers guide.

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Hiring an IT consultant IT Decision-makers

Remote Hiring is Here to Stay: a Fresh Take on IT Recruitment

Remote Hiring is Here to Stay: a Fresh Take on IT Recruitment
Remote hiring has become as much of a necessity and a reality and, just like telework, it comes with its own set of challenges and peculiarities.

Any activity that could afford it went remote with the arrival of Covid-19. Now, as the months ahead remain uncertain and companies discover that is possible to operate remotely, the exception has become the norm. A recent Gartner survey confirmed the writing on the wall: a sweeping 82% of business leaders are planning on allowing at least some level of remote work moving forward, even after the pandemic is over. Yet despite being the other side of the employment coin, recruiting has not received that much attention thus far. In fact, remote hiring has become as much of a necessity and a reality and, just like telework, it comes with its own set of challenges and peculiarities.

Remote hiring & the new recruitment landscape

Gone are the days of overcrowded career fairs full of eager master’s students elbowing each other to get a minute with a representative of one of the top companies present. So are the endless rounds of in-person interviews that have candidates repeatedly come into the employer’s offices and meet half the team.

From now on, businesses will conduct fewer and more focused interviews, mostly online. Only the more critical and senior positions will get greater face-to-face time, with the rest of candidates being interviewed remotely except for perhaps the last interview, which is often just used to meet the chosen candidate and establish a more personal connection — something rather important in the colder remote work environment. In the case of IT contractors and temporal employees, however, the selection process is most likely to move completely online as flexibility and speed can be more of a priority.        

Career fairs and other networking events will also move online or even disappear completely, in favour of a new model that can accommodate safety measures while allowing for talent attraction. Eliminating the physical barriers of traditional career fairs will, in turn, expand the pool of candidates available to companies and democratize access to the top positions. Companies will be able to seek the best candidates regardless of location, while candidates will get to apply to positions that otherwise would have been completely out of reach.

A new series of challenges for employers with remote hiring

But moving the hiring process online will create new problems while solving existing ones. Assessing a candidate’s fit for the position and the company is more challenging when done through a computer screen. And there is a lot to assess in today’s candidates.

Hunting for the most in-demand technical IT skills was already tricky before the pandemic. Especially for the more niche skill areas, HR managers and recruiters who did not have that deep a technical expertise often had troubles assessing the technical skills of IT candidates.  

On top of that, the current crisis has created a need for IT professionals to possess a series of more business-focused skills. From change management and compliance to business intelligence, recruiters now have one more checklist to worry about when evaluating candidates.  

Additionally, the unique conditions of remote work make soft skills more important than ever. Softer skills like creativity and entrepreneurship were already becoming a must-have for IT experts. Now, interpersonal and communication skills are key to ensuring efficient teamwork dynamics and workflows. So is cultural fit. Employees need to be proactive in reaching to colleagues, making their work more visible and being open about their needs. Unfortunately, soft skills are some of the hardest qualities to assess when not face-to-face.  

Looking ahead

Both the new recruitment environment and the difficulties it brings along are forcing companies and hiring managers to come up with new best practices and processes in order to attract and retain the best candidates.

Ideally, the new approach combines a better and more targeted online interview model, with personal know-how and the use of the latest technological tools. For example, AI can help recruiters identify candidates who match the job’s criteria and are a

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HR Managers: How to Assess the Technical Skills of IT Candidates

HR Managers: How to Assess the Technical Skills of IT Candidates
It can be difficult for hiring companies to assess the technical skills of IT candidates.

Undoubtedly, it can be difficult for hiring companies to assess the technical skills of highly specialized IT candidates. Especially when recruitment duties fall more heavily on the HR or Purchasing functions rather than on the more tech-savvy IT managers. 

That is even if you consider yourself to be an industry insider who knows all the ins and out of your company’s market. As a hiring specialist, you probably do not have the level of detail needed to assess a candidate’s skill in any of the technical areas of expertise currently most in demand.  

But that does not mean you are helpless. Not at all. Here is a series of steps that will help you identify top tech performers regardless of their specialty.

Assess the Technical Skills of IT Candidates

Start with the CV

The first step in the process of recruiting any candidate is CV analysis. Beyond providing an overall idea of a candidate’s profile and trajectory, a careful look at a CV also offers an opportunity to start filtering early on and be more efficient.

Tips on indicators to look for

Look at these indicators to get a first impression of an expert’s technical skills:

  • Real-world experience: someone who has worked on actual AWS migration projects, as opposed to someone with just an educational background, will have a deeper knowledge of this technology stack and related AWS tools (CodeDeploy, CodeBuild, CodePipeline…)
  • The level of that experience. Of course, a consultant with 25 years of experience and major projects on their back will be more skilled than a more junior profile
  • Specific training and certifications on given technologies. Yes. Education is still important. Not as a substitute of experience, but as a complement that demonstrates a candidate’s professional and career-oriented attitude and validates the depth of their expertise.  
  • The level of detail with which a candidate lists all skills and technologies. A truly experienced IT professional will have no problem specifying what programming languages, stacks and platforms. They dominate and to what level. Whereas someone with not as much experience will opt for more general and vague terminology.

Community involvement

Moreover, not all tech and IT professionals get involved with their community and attend events. Being an active member of the community is not a prerequisite for being good at one’s job. But it sure helps.

If you spot a candidate who attends trade conferences, shares their expertise on forums, or leads workshops on their area of ​​expertise, chances are they are the kind of committed and driven professional you are looking for. Positive signs here include having an active GitHub profile, which allows users to share original code and have an open debate a variety of issues.

Ask the right interview questions

The interview is the next step. Asking the proper questions about the skills covered in the CV and the job offer will allow you to get a more precise idea of ​​the candidate’s level of expertise.
Do not hesitate to ask for more detail on the candidate’s past experiences, to alternate open-ended questions and very concrete ones, and to propose hypothetical scenarios. Take the time to prepare your questions in advance.

If your level of understanding of the candidate’s area of ​​expertise is very limited, do not hesitate to be accompanied by someone who can help you prepare and conduct the technical part of the interview.

For more advice, particularly on how to approach interviews with independent contractors, you can check out our article on the 5 key questions to ask a tech or IT freelancer.

Put the skills to the test

Nothing beats an old-fashioned test when it comes to demonstrating certain skills. It is very common for companies to have their IT candidates take task-specific practical tests, both to assess their technical capabilities and other parameters such as essential soft skills and cultural fit.

Again, you can enlist the help of a tech-savvy colleague to design the test and interpreted. It is standard practice to develop a range of tests covering the most common positions, but you will need to do some extra work for areas of expertise that are not so ubiquitous or if the candidate needs to fulfil very specific project specifications. Working with an industry-specialized recruiter can also give you an edge here.  

Check the references

Last step: checking a candidate’s references. As it is the case with any other position, this process takes time but is essential to avoid mistakes. Especially when you do not know too much about the skills you are vetting.

Compare the answers that the candidate provided during the interview to what former employers have to say. Ask these employers about the depth of the candidate’s knowledge, as well as their role within the project and overall performance. Here you also have a chance to corroborate your first impressions of the candidates cultural fit and their soft skills.

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4 Keys to Hiring Top Tech and IT Freelancers

4 Keys to Hiring Top Tech and IT Freelancers

Freelance work has become largely democratised and, more and more, companies now rely on independent IT and technology consultants. Hiring top IT freelancers brings many benefits to your team, especially in times of crisis.

But the talent war rages and on in several areas of expertise, with professionals receiving up to dozens of mission proposals a day. 
Here is a series of concrete measures that you should put in place if you want to attract the best IT freelancers out there.  

Propose conditions in line with the reality of the IT freelance market 

Are you looking for a rare profile, with a high level of expertise and many years of experience? Be aware that this type of expert is often in high demand and can, therefore, afford to set higher rates. 

Learn more about the situation of your target talent market: what types of profiles are available? What are the average daily rates? Once conducted this research, you will be able to write a clear job description and propose suitable conditions. 

Keep in mind that compensation is not everything: all the benefits come into play here and can help you gain attractiveness top tech or IT freelancers — especially for long-term assignments (travel expenses, access to the company’s gym, etc…). 

Highlight your project’s strengths

Don’t forget that top-performing freelancers need to be passionate about their job. An IT consultant is not only looking for remuneration. Like permanent employees, they often look for a company that shares their values, with opportunities to learn and grow; a dream project, a friendly and talented team, etc. 

Don’t forget to indicate what you can bring to the table on your end. If a candidate must possess certain qualities and skills to be considered for a mission, you must also specify what you can offer.

It is not a matter of overselling the assignment, but simply of highlighting its strengths to attract the attention of the best candidates: peculiarities of the technical stack, visibility on the projects and possibilities for renewal, location, etc. 

Also, amidst the rise of DevSecOps, IT recruitment needs to adjust. Traditional methods fall short; recruiters must adapt to DevSecOps demands. Here‘s what to consider in recruiting for this era.

Work on your brand 

Your company brand is a critical deciding factor for potential candidates.

Don’t hesitate to collaborate with your company’s HR and Marketing departments to discuss how to best benefit from these communication efforts. 

Keep in mind at the time of the interview that the candidate is not the only one who has to convince. You need to make them want to join your team rather than choose another company. Try as much as possible to be transparent about the context and concrete objectives of the mission. Candidates highly appreciate this openness. 

Focus on retaining talent to hiring top IT freelancers

Hiring the best IT freelancers is not easy. But neither it is to make them want to stay. Take steps to ensure the satisfaction of the IT freelancers you work with and keep track of your missions. 

Implement specific measures to ensure that they are “freelance-friendly”: work on onboarding, regular feedback processes, etc…

Are you looking the best tech talent or tech freelancer and you don’t know how to go about it? Club Freelance is here to help you find the best candidate and support you throughout the recruitment process. 

Click here to submit your request. 

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Interview Tips: 5 key questions to ask to an IT freelancer during an interview

5 key questions to ask to an IT freelancer during an interview
Asking the right questions is key to ensure you are making the best staffing decision. Discover 5 questions to ask to an IT freelancer during an interview

What are the 5 questions to ask to an IT freelancer during an interview? The way companies approach the selection process for IT consultants might well have changed forever due to COVID-19. CIOs and HR experts have moved IT hiring online, and things seem likely to stay that way from now on. Among the benefits: greater schedule flexibility, agility no need for travel and other expenses, agility. But remote interviewing also has its downsides.

It can be tricky to properly assess things like soft skills and cultural fit when you are not face-to-face with a candidate. Asking the right questions is key to ensure you are making the best staffing decision. Whereas hiring the right IT freelancer will bring great benefits to your projects and team, enlisting the wrong person will only multiply your problems.

These are the 5 questions to ask to an IT freelancer during an interview and that you should always cover.

1# Have you ever worked on a similar project, and if so, for what type of client?

You have a project for which you are looking for a freelance professional. Whether you are looking for a web developer or a SAP expert, the technical nature of the mission requires in-depth know-how from the consultant. Thus, it is first necessary to verify that the candidate has the necessary expertise and experience.

You can first ask them if they have ever been confronted with a similar project, in order to find out more about their experience on this type of mission. Moreover, suggest that they detail their previous gigs, giving details on the technical and organizational context of those projects.

Then, ask them who their previous clients were, whether they were large accounts or smaller companies. If the candidate tells you that they already have one or more similar experience (s), in a company in your sector and with a similar context, this is a real advantage, as they should be operational very quickly.

2# Faced with this or that technical problem, what actions would you put in place?

Freelance experience is important, but to test your candidate’s technical skills, do not hesitate to ask them one or more very concrete questions directly related to your project. How would you resolve this incident? What type of functionality or solution would you develop? Which computer language seems to you the most suited to this situation?

First, asking a hypothetical problem allows you to test the candidate’s ability to solve a problem, as well as to evaluate their technical understanding of your project. This will also give you a good overview of their analytical skills, as well as the interest they have in the area and project.

3# Could you tell me about a difficulty you encountered during a previous project, and how you coped with it?

Don’t forget to check for the essential soft skills in IT. Since your freelance consultant will effectively be a member of your team, evaluating traits like their interpersonal skills will be fundamental.

To assess them, you can ask questions that highlight the candidate’s team spirit and communication skills, as well as their ability to manage conflict and crisis situations. Favour open-ended questions to let the candidate express themselves, revealing their personality.

4# What is your availability? And your rates?

Make sure that the candidate’s expectations correspond with the conditions you propose for the assignment. This is obviously valid for the economic compensation, but also for all others terms of the contract. Is the candidate willing to come work on your premises if the mission requires it? Or will they be able to work remotely, and under what conditions? Will they have to plan trips to other sites? Will their professional expenses be covered? As you can see, there are many finer, concrete points on which you must make sure you agree with your candidate.

Then, in terms of availability, you must ensure that the candidate’s situation is compatible with the calendar aspects of your mission. Ask the candidate for their exact date of availability, and if they have any foreseeable impediments (vacation, for example). Thus, meeting deadlines is a crucial element in any professional relationship. In the case of a long-term assignment, you must ensure that the freelancer will be able to engage for the duration of the project.

5# What kind of projects really fascinate you?

The last of the 5 questions to ask to an IT freelancer during an interview is about what is the difference between a good and an excellent candidate? Passion. A tech freelancer or IT consultant who is genuinely interested in the project they are working on will undoubtedly be more involved and more efficient than a candidate with a “mercenary” profile.

Finally, the question of motivation is a key question which is all too often forgotten by recruiters and hiring companies. And yet it often makes all the difference.

Are you looking for an IT consultant or tech freelancer and you don’t know how to go about it? Club Freelance is here to help you find the best candidate and support you throughout the recruitment process.

Click here to submit your request.