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Top 9 Technology Jobs in Demand for 2021

The state of jobs in technology has been booming for a long while and, despite the repercussions of COVID-19 on the job market, 2021 looks to be no different. The IDC, a research consultancy, currently projects the technology industry to see a 4.2% market increase in 2021, with global revenue increasing by roughly $2 trillion. And the IDC is still expecting that rate to continue through at least 2024, estimating a 5% compound annual growth rate.

 

The slight difference with the job market in technology entering 2021 is possibly seeing a higher demand for engineers who specialize in machine learning (ML) or artificial intelligence (AI). This trend is in part due to the continued shift to increased automation across many industries. So while the tech job market is still healthy, the most desired skill sets are slightly shifting. Here are nine technology jobs in demand for 2021.

 

1. Software Developer

 

Market Growth: 22% from 2019-29

Versatility and creativity are two words that define what a software developer’s role should strive for and the path someone can take to become a software developer. While computer science (or computer-related) and mathematics degrees are encouraged for those looking to get into software development, online resources and other learning systems that teach coding can provide a path as well. Keep in mind some of the skills or knowledge in high demand for software developers include JavaScript, SQL, HTML/CSS, and Python.

Just about every industry is in demand for more software developers, and 2021 is expected to see that trend continue.

2. AI & Machine Learning Engineer

 

Market Growth: 344% from 2015-18

Machine learning engineer was one of the fastest-growing tech jobs during the 2010s. Part of the reason is the growing interest in incorporating AI and ML into business applications across various industries. One valued skillset of the ML engineer can use big data to develop models that can forecast economies, develop natural language processing tools, or build IoT technology. 

 

3. DevOps Engineer

 

Market Growth: 24% from 2019-24

Increasing productivity is the DevOps Engineer’s leading role, which is accomplished by keeping the engineering and coding processes cohesive. If the software is inefficient, the DevOps Engineer is responsible for troubleshooting and ultimately getting the software to where it needs to be to run smoothly. One positive for this position in the current job market that has shifted more towards the remote office is that companies are more inclined to bring on DevOps Engineer to work remotely.

Unlike a software developer, a minimum of a computer science degree is recommended for this career path. Program knowledge of JavaScript, Linux, Python, and more are also recommended.

 

4. Data Analyst

 

Market Growth: 11% from 2014-24

Even with the growing use of AI and ML to sift through large data sets, data analysts are still seeing demand for their skillsets heading into 2021. In some cases, data analysts are encouraged to work with AI systems to find patterns and assess new solutions. The position is also almost industry agnostic as providing ways to increase business efficiency by searching through thousands and thousands of data sets is valuable for any company looking for an advantage.

 

5. Web Developer

 

Market Growth: 8% from 2019-29

Black Friday saw a 22% increase in online sales when compared to 2019, so the need for a web developer that can help any sized business with eCommerce or mobile applications probably won’t slow down anytime soon. A college degree is not always needed to become a web developer though relevant work experience is required. Like the software developer position, there are tons of online resources to get a better understanding of coding and graphic design. Knowing HTML, CSS, and JavaScript is highly recommended and understanding frameworks such as jQuery and Bootstrap. Being comfortable with GitHub and design software are also encouraged.

 

6. IT Manager

 

Market Growth: 10% from 2019-29

In some cases, an enormous responsibility of keeping business productivity and workflow at a high rate has fallen on IT departments worldwide as the challenges of the remote work environment have become more apparent. An IT manager who can handle both remote workers and in-office workers is a plus going into 2021.

An IT manager who is always looking for solutions to improve IT systems and can adequately manage their team is still encouraging, more so now. Expect to see this market grow as businesses continue to shift to digital platforms.

 

7. Database Administrator

 

Market Growth: 10% from 2019-29

A database administrator is in charge of securing, organizing, and maintaining a business’ databases. This position is more common at educational institutions and insurance companies and is occasionally more client-facing than data analysts. 

Security is also a huge priority for any database administrator as a vulnerable database can be detrimental. 2020 also saw a 60% increase in cybersecurity budgets, so the database administrator is a growing puzzle piece of any company’s security web. With companies on the continued move to a more extensive reliance on data, there’s no reason to think this position won’t continue to grow moving forward.

 

8. Design/Mechanical Engineer

 

Market Growth: 4% from 2019-29

Inventing and developing new products or systems is becoming even more of a need as companies find themselves needing to adapt to hybrid or remote work environments further into 2021. Also, mechanical engineers play a huge role in healthcare right now as the need to develop new ways to deliver drugs and design new ventilators has increased. Design engineers also have flexibility in choosing what type of industry situation they want to work in.

 

9. Mobile App Developers

 

Market Growth: 8% from 2019-29

Almost every company across any industry has had to rethink what their mobile application needs to offer to its users. Healthcare providers are continuing to adjust their mobile applications’ user experience to help with telehealth visits, manage prescriptions, and make payments. Restaurants are continuing to find new ways to get their food to customers safely and efficiently. And, of course, retail companies that were more reliant on brick and mortar outlets had to find ways to increase online sales.

 

At the center of all these use cases and many more is someone with a mobile app developer’s skillset. Similar to web developers, mobile app developers need to have a portfolio to stand out and show the required technical skills.

 

2021 is still facing uncertainty. However, technology job opportunities are growing for those looking to bring problem-solving, creativity, and innovation to industries and businesses worldwide.

 

Check out eNamix’s job portal to find the next step in your career. 

 

If you have any questions or want to learn more, visit enamix.com or contact info@enamix.com to set-up a consultation with one of our senior account managers.

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]]> Uncovering the Perks of Contract and Temporary Jobs http://quantilus.com/enamix/contract-and-temporary-jobs/ Thu, 10 Sep 2020 17:52:37 +0000 https://enamix.com/?p=4446

Uncovering the Perks of Contract and Temporary Jobs

Uncovering the Perks of Contract and Temporary Jobs

When hunting for a job, most career-minded individuals are striving for full-time, permanent employment. This is the most traditional form of employment as it commonly brings job stability and benefits, such as health insurance and 401K matching. However, there are other viable options for job seekers out there, including contract and temporary jobs. 

 

Contract Job vs. Temporary Job

The major similarity between contract roles and temporary positions is that they are both considered non-permanent roles. However, they do have a few technical differences. 

Indeed describes a contract worker as, “Workers hired for a specific project or length of time by a company for a set fee. Often, contract employees are hired due to their expertise in a particular area.” Contractors are usually brought on when a company requires help with a specific project and does not have the bandwidth or necessary skills required to complete the task in-house. 

FlexJobs defines a temporary job as, “Temporary employment represents an employment situation in which a person works for a specified period of time, based on the needs of the employer.” Temporary jobs are usually used for filling the role of a full-time employee that may be on an extended leave, or when the company is gearing up for its busy season.

 

The Perks

Contract and temporary jobs are frequently posted on job boards, but they are just as often overlooked by job seekers because they are not permanent positions. Thus, it’s important for job seekers to discover the benefits of contract and temporary jobs to determine if they are a viable and desired career path. 

1) Higher Pay

One of the most enticing benefits of contract and temporary jobs is the pay tends to be higher than full-time employees. This is because contract and temporary employees do not receive benefits such as health insurance and paid time off. Therefore, to compensate for those missing benefits, contract and temporary employees commonly secure higher pay than their full-time counterparts. 

2) Greater Freedom

Contract and temporary jobs offer greater freedom than full-time, permanent positions. This is a result of contract jobs being project-based and temporary jobs having a set duration. As a result, contract and temporary employees can take time off in between projects or assignments. For example, if a contract employee finished a project for a company, and they desire to take a one-month sabbatical before starting their next project, they have the ability. Contract and temporary jobs provide more freedom, leeway, and control for professionals. 

3) Expanding and Diversifying Skills

Full-time, permanent positions allow professionals to extensively learn about their job and company, which is highly beneficial. On the other hand, contract and temporary jobs enable professionals to gain more comprehensive skillsets since they are more frequently accepting new positions at various companies. Additionally, contract and temporary jobs tend to make professionals more adaptable since they are consistently joining new teams, experiencing different workflows, and being immersed in a variety of work cultures. 

4) Networking Opportunities

Utilizing coworkers and previous coworkers is one of the greatest and easiest methods of networking. Not only is it extremely natural since you are already connected, but they also already have an idea of your work ethic and skills. Contract and temporary jobs allow professionals to meet and work with a much larger group of people than a full-time, permanent position because they are consistently working at new companies. Therefore, contract and temporary employees can utilize their extensive network to continue finding future projects. 

5) Full-time Leads

Lastly, contract and temporary jobs can lead to full-time employment. This is not always the case and should not be expected. However, it is not uncommon for a contract or temporary employee to be brought on full-time and permanently after the project is completed, or the set time is up. Other possibilities include the employer providing the employee with additional projects or routinely bringing the employee back when needed. 

 

Things to Consider

The job search is already a challenging experience, so do not unnecessarily place restrictions by automatically ignoring contract and temporary job postings. Some professionals find it beneficial to create pro-con lists to determine if a contract or temporary position may be a good fit. Even if you decide a contract or temporary job is not the perfect fit for you, it is valuable to have a solid understanding of all the options available.

If you have any questions about additional best practices during the job hunt or the recruiting process, please reach out to info@enamix.com.

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]]> How to Determine Your Company’s Average Cost Per Hire http://quantilus.com/enamix/determine-your-average-cost-per-hire/ Thu, 16 Jul 2020 15:19:40 +0000 https://enamix.com/?p=4220

How to Determine Your Company’s Average Cost Per Hire

Due to the COVID-19 pandemic, making the right hire has become an even more crucial decision invoking anxiety and ultimately can significantly impact a company’s bottom line in this current climate. Some industries have seen a reduction in headcount, however other industries have increased hiring since the beginning of the year. With that involves HR departments navigating a talent pool that has become extremely competitive as the U.S. Bureau of Labor Statistics reported a 14.7% unemployment rate in May (up from 3.5% back in February). To help break through the unknown of hiring in this abnormal environment, our team has put together a guide to determine your company’s average cost per hire.

 

However, identifying the specific external costs (such as third-party agency fees, advertising costs, and travel fees) and internal costs (employee salary, benefits, and fixed real estate costs for example) can get murky and cause some confusion.

 

SHRM determined the average cost per hire across various industries was around $4,000; however, there are also variables to take into account for company size, industry, and what type of position is filled in this amount. For smaller companies, this amount could be closer to $7,000 and in some cases up to $20,000 depending on the level of positions that are hired in a fiscal year.

 

A larger company is more than likely using many external resources and has internal fixed costs that aren’t comparable to small or medium-sized companies, so we’ll focus more on small to medium-sized companies when trying to determine what to take into account for determining your average cost per hire.

 

External Costs

 

Advertising/Marketing

Aside from taking into account the obvious advertising costs on social media or through retargeting and paid search campaigns, one aspect to account for is the cost of materials created by your marketing team or agency used to attract candidates to your company.

 

Expenses to take into account: social advertising, SEO advertising, retargeting costs, job board expenses, job fair/recruiting event expenses, production of marketing material for recruiting.

 

Hiring Process

Any costs related to third-party agencies or RPO’s would fit in this category; however, if your company isn’t using an agency, also don’t forget to take into account the travel expenses. This includes expenses of candidates brought into the office and the travel expenses of recruiters for off-site interviews or job fairs.

 

Expenses to take into account: travel for the candidate and recruiters, technology costs, recruitment process outsourcing, third-party agencies

 

Onboarding

Once the candidate has been hired, be sure to include the candidate’s onboarding expenses in your average cost per hire assessment. This would also include the compensation for the employee referral is applicable.

 

Expenses to take into account: background checks, health screening, drug testing, employee referrals, candidate relocating, training/development

 

Internal Costs

 

Recruiting & Sourcing Staff

Keep in mind the salary, benefits, and bonuses of not just full-time employees in your recruiting and staffing departments, but also part-time employees and contractors. And any training or development costs (such as seminars, expos, etc.) for these teams would also be accounted for in this category.

 

Expenses to take into account: base salary, benefits, bonuses, training/development

 

Facilities

Office and capital expenses may be difficult to identify a hiring cost to, but a way to take into account this category is to take the percentage of the recruiting and staffing department headcount based on the overall office costs.

 

Expenses to take into account: the representative portion of office rent and capital

 

Time 

One area that is overlooked when determining a company’s average cost per hire is the investment of time put in by hiring managers and also the department that the hire would be joining. For example, a new digital marketing position is also going to involve members of the marketing team in the interview and selection process and take time from their day-to-day. A suggested way to determine this cost is to multiply the numbers of interviews done to an internal rate.

 

Reveal Your True Cost Per Hire

 

We’ve created an Excel worksheet to help calculate and determine your company’s average cost per hire. Gather the information and then simply enter the numbers to get your average cost per hire.

 

If you have any questions or want to learn more, visit enamix.com or contact info@enamix.com to set-up a 30-minute call with one of our senior account managers who can walk you through this process.

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]]> Measuring the Positive Impact & Long-term ROI of AI Recruiting Software http://quantilus.com/news/measuring-the-positive-impact-and-long-term-roi-of-ai-recruiting-software/ Fri, 05 Jun 2020 20:58:54 +0000 https://enamix.com/?p=4134

Measuring the Positive Impact & Long-term ROI of AI Recruiting Software

One common question that comes to mind when considering an investment in any type of recruitment tool is how is it possible to quantify a tool’s effectiveness? Many AI recruiting software promise faster results and a more efficient hiring process while still finding candidates that meet a company’s standard and are a cultural fit. However, quickly filling vacancies doesn’t necessarily mean that more opportunities or added pipeline will coincide or that money will be saved. Here are a few questions to consider when measuring the possible ROI of AI recruiting software.

 

1. Am I saving costs in exchange for quality candidates?

 

An abundance of AI recruiting software promise significant cost reductions with the removal of scheduling or holding interviews over the phone. In the place of the traditional recruiting is a process that can now involve screening candidates through video interviews, taking place at any time. AI recruiting software is expected to perform as a 24/7 recruiter while still vetting and finding quality hires for the eventual decision makers.

 

The current, costly screening process also features issues beyond inefficiencies in hiring speed. At times, qualified and diverse candidates can miss out on job opportunities because of unconscious biases. A traditional hiring process may include some sort of unstructured interview to help a company gauge a candidate’s personality, how they may fit with the other staff and the company’s values, and to hear the candidate speak on behalf of their own experience and skill set.

 

However, this method, at times, can bring forward all kinds of biases. A 2013 study by the Society for Judgment and Decision Making found that unstructured interviews can sometimes result in interviewers feeling like they are receiving useful information about a candidate when in reality the information they receive is actually considered useless. Their cognitive bias ultimately becomes part of the screening process.

 

AI recruiting software removes any type of interview bias or discrimination and the best recruiting tools can adequately assess candidates with the benefits of personality tests, IQ tests, and skills tests that all follow a structured process. In addition, a recruiting software can also use these tests to determine if the candidate is similar to the extrovert personality a company is looking for to fill a role, or an introvert personality.

 

Leadership within a company needs to ask themselves if the criteria set for a role is being matched with the applicants an AI recruitment tool is finding. Otherwise any costs saved in finding candidates is lost if fewer potential hires are meeting a company’s values and cultural fit.

 

2. What’s the impact of a bad hire?

 

The average cost for each bad hire can equal 30 percent of the individual’s earnings, according to the U.S. Department of Labor. The ROI lost from a bad hire ranges from wasted onboarding expenses and time-consuming recruiting efforts to detrimental loss in productivity from whatever department the hire worked in.

 

It’s vital for a company looking to invest in AI recruiting software to know that the recruiting solution they choose will reduce the risk of bad hires and avoid or end regrettable high turnover. A successful recruiting software can provide a strict, in-depth screening and vetting process that leads to a company deciding among the best candidates that not only match the functional requirements of a position but also align with the company’s core values.

 

3. What metrics should I use to track ROI?

 

Depending on the position AI recruiting software is filling, your ROI formula will ultimately vary. For example, it will be less challenging to gauge the ROI of a sales or marketing position as closed deals and demand generation are two measurements that relate closely to not only the quality of a hire, but also the overall success of a company. On the other hand, many other roles such as a software engineer may need to be measured through considered intangibles, for example specialized technical expertise or meeting project deadlines, that aren’t focused solely on financial ROI but are contributing factors. In addition, past employees’ performances or industry standards for a position can help set a control group for the quality of candidates that are hired through a recruiting software.

 

Making more informed talent acquisitions is what any company strives for, and the growing footprint of AI recruiting software can make those decisions easier and objective over time. Just remember to keep in set the standards and ROI that need to be met when investing in the ideal recruiting software.

 

Learn more about Appliqant, our AI-boosted automated interviewing platform.

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]]> Hiring Remotely During the Coronavirus Crisis http://quantilus.com/news/hiring-remotely-during-the-coronavirus-crisis/ Fri, 05 Jun 2020 15:35:28 +0000 https://enamix.com/?p=4122

Hiring Remotely During the Coronavirus Crisis

By now, millions of employees have found their workplaces flipped upside down. Offices have been swapped for apartments, in-person meetings have been replaced by video calls, and kitchen tables have since transformed into desks. This is not news. However, what about the hiring process and the impact the coronavirus pandemic has unleashed on this procedure?

 

In-Person Interviews Put On Hold

 

Standard interview practice is to bring a candidate into a potential employer’s office for at least one interview, as this proves beneficial to both parties. Employers can evaluate a candidate’s attitude, nonverbal behaviors, as well as interpersonal skills. On the other hand, candidates get to explore their potential work environment and experience the company culture. 

 

In-person interviews are where employers can best grasp how an employee will perform in an environment, but social distancing has companies seeking alternative solutions.

 

Phone Interviews Are Lacking

 

Since in-person interviews are largely not feasible at this time, many companies are searching for an alternative method, such as phone interviews. Phone interviews are a popular option because they allow both parties to communicate in real-time, and most people have access to a phone. However, phones are entirely devoid of body language, which can be extremely important in communication and reading regardless of whether an individual is right for the job.

 

The Rise of the Video Interview

 

Video interviews are rapidly replacing in-person meetings as a go-to option for screening candidates. In the age of social distancing and stay at home orders, companies are adopting platforms such as Zoom, Google Meet, Skype, and BlueJeans to conduct virtual interviews.

 

Video interviews offer employers the ability to put a face to the name, see and hear how a candidate responds to questions, assess body language, and illuminate a candidate’s personality.

 

Under “normal” circumstances (i.e., without a worldwide pandemic), hiring managers might find it helpful to conduct video interviews before bringing candidates into the office. This is due to video interviews offering a great deal of insight; therefore, either party may realize the job opening is not the best fit for the candidate, thus saving both sides time. 

 

Furthermore, employers may want to use video interviews up until the final round of interviews and then bring the candidate into the office. Again, this provides greater flexibility and convenience for both candidates and employers. 

 

The eNamix Solution

 

Video interviews aren’t new to us at eNamix. We’ve been using video interviews to efficiently and effectively screen candidates well before the pandemic hit. But, interviews are only half the battle when it comes to hiring new candidates. There are important decisions and information to collect before inviting a candidate to an interview with the hiring manager, which is where we come into the equation.

 

The eNamix solution provides our clients with an extensive candidate profile using our Appliqant methodology. This methodology includes screening each candidate by having them submit a resume, complete a personality test, take an IQ exam, a skills quiz, and a customizable recorded video interview. After analyzing these different pieces from numerous candidates, eNamix sends over the candidate profiles we believe will best fit a client’s requirements.

 

This process allows our clients to increase hiring efficiency, which also translates to our clients saving money. Our streamlined process uses a combination of AI technology and human recruiting specialists to source the best candidates, so you can focus on your work.

 

 

Takeaways

 

The pausing of in-person interviews has companies reevaluating their hiring processes. This is paving the way to implement new procedures. So regardless of whether our new normal leads to the adoption of more video interviews or pre-assessment tests, it is an exciting time for hiring managers to innovate their processes to match not only the current work environment, but also adapt for the future.

 

This is a new frontier for many companies, so do not worry if you find yourself feeling unsure or lost. eNamix is here to help guide you through the remote interview and hiring process, as well as answering any questions that you might have along the way.

 

Please contact us at info@enamix.com or explore our website for more information.

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By now, millions of employees have found their workplaces flipped upside down. Offices have been swapped for apartments, in-person meetings have been replaced by video calls, and kitchen tables have since transformed into desks. This is not news. However, what about the hiring process and the impact the coronavirus pandemic has unleashed on this procedure?

 

In-Person Interviews Put On Hold

Standard interview practice is to bring a candidate into a potential employer’s office for at least one interview, as this proves beneficial to both parties. Employers can evaluate a candidate’s attitude, nonverbal behaviors, as well as interpersonal skills. On the other hand, candidates get to explore their potential work environment and experience the company culture. 

In-person interviews are where employers can best grasp how an employee will perform in an environment, but social distancing has companies seeking alternative solutions.

 

Phone Interviews Are Lacking

Since in-person interviews are largely not feasible at this time, many companies are searching for an alternative method, such as phone interviews. Phone interviews are a popular option because they allow both parties to communicate in real-time, and most people have access to a phone. However, phones are entirely devoid of body language, which can be extremely important in communication and reading regardless of whether an individual is right for the job.

 

The Rise of the Video Interview

Video interviews are rapidly replacing in-person meetings as a go-to option for screening candidates. In the age of social distancing and stay at home orders, companies are adopting platforms such as Zoom, Google Meet, Skype, and BlueJeans to conduct virtual interviews.

Video interviews offer employers the ability to put a face to the name, see and hear how a candidate responds to questions, assess body language, and illuminate a candidate’s personality.

Under “normal” circumstances (i.e., without a worldwide pandemic), hiring managers might find it helpful to conduct video interviews before bringing candidates into the office. This is due to video interviews offering a great deal of insight; therefore, either party may realize the job opening is not the best fit for the candidate, thus saving both sides time. 

Furthermore, employers may want to use video interviews up until the final round of interviews and then bring the candidate into the office. Again, this provides greater flexibility and convenience for both candidates and employers. 

 

The eNamix Solution

Video interviews aren’t new to us at eNamix. We’ve been using video interviews to efficiently and effectively screen candidates well before the pandemic hit. But, interviews are only half the battle when it comes to hiring new candidates. There are important decisions and information to collect before inviting a candidate to an interview with the hiring manager, which is where we come into the equation.

The eNamix solution provides our clients with an extensive candidate profile using our Appliqant methodology. This methodology includes screening each candidate by having them submit a resume, complete a personality test, take an IQ exam, a skills quiz, and a customizable recorded video interview. After analyzing these different pieces from numerous candidates, eNamix sends over the candidate profiles we believe will best fit a client’s requirements.

This process allows our clients to increase hiring efficiency, which also translates to our clients saving money. Our streamlined process uses a combination of AI technology and human recruiting specialists to source the best candidates, so you can focus on your work.

 

 

Takeaways

The pausing of in-person interviews has companies reevaluating their hiring processes. This is paving the way to implement new procedures. So regardless of whether our new normal leads to the adoption of more video interviews or pre-assessment tests, it is an exciting time for hiring managers to innovate their processes to match not only the current work environment, but also adapt for the future.

This is a new frontier for many companies, so do not worry if you find yourself feeling unsure or lost. eNamix is here to help guide you through the remote interview and hiring process, as well as answering any questions that you might have along the way.

Please contact us at info@enamix.com or explore our website for more information.

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