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      in Talent Acquisition

      Interviewing After a Layoff? How to Be Confident & Become a Top Candidate

      by

      The third article in our series to help jobseekers bounce back better than ever…

      Once you’ve absorbed the news of a layoff, organized your financials, and taken the next steps to kick off your job search, you’re ready. It’s time to begin interviewing after your layoff. Employed but concerned about the stability of your role or company? Use this article series to get organized and feel more prepared for changes.

      Win at Interviewing after a Layoff

      Securing interviews starts with job applications. Prioritize your job applications at a high volume, but what’s the best way to end with success? According to Pathrise Growth Marketing Associate Alex Macpherson and Career Strategist Mentor Ash Ayvar, it’s best to diversify your application sources by using multiple job boards and sending personalized cold emails to recruiters.

      Cold Email Tips and Tricks for Communicating with Hiring Teams from Pathrise

      Before you start sending out cold emails, there are a few things you need to know:

      Make sure to submit your application alongside or before you send a cold email.Focus your cold emailing efforts toward roles you feel passionate about and companies you would be excited to join. Narrow your focus to organizations with less than 500 people. This increases the likelihood someone will read and take action on your message.Stick to the weekends or early in the week when sending cold emails – if you send them on a Thursday or Friday, they’re less likely to be read. If you must, use ‘schedule send’ features, like in Gmail.It’s ok to send your cold email to multiple people within an organization, but keep the number of contacts to three or four at max. Choose contacts from different teams and divisions, too, or else you risk your email coming off as spammy. Don’t CC – send a separate email to each contact, even if your copy is the same.

      Pro Tip:

      These emails don’t have to be totally “cold.” Follow the guidance in Chapter 2 of this series, to grow your network through social media and informational interviews. That work may pay off in some “warm” leads on jobs or referrals. Proactive actions like this often reveal roles that haven’t been posted yet. In fact, this work cuts down on the outreach talent acquisition and sourcers need to do – you’re helping them!

      It’s worth noting, for technologists and sales or customer experience professionals who join the Hired platform, this type of outreach becomes unnecessary. Hired turns the job search dynamic upside down and once your profile is complete, we promote you to matching employers and roles. Employers search for you, requesting interviews with compensation information upfront. You decide which interviews you wish to accept – you can even pause your profile if you get too many interview requests at once. See how Hired works here.

      When Interviewing After a Layoff, Be Authentic and Upfront

      Many candidates suffer some anxiety and nervousness about discussing their layoffs in subsequent interviews. Fortunately, you really don’t need to worry so much about it. Be upfront and authentic in how you talk about the situation. Keep your answers focused – there’s no need to go into lots of information about the layoff and waste valuable interview time. 

      Do acknowledge the layoff and explain it with relevant context. It may be helpful to give specific details. For example, is there a factual number or percentage of how many employees on your team or overall were laid off? Weave it in. Doing so helps your interviewer better understand your situation and illustrates you were one of many. 

      Was the reduction in force (RIF) part of a merger or acquisition? If the employer is a publicly-traded company, they may have disclosed multiple reasons in shareholder communications or in published articles you could reference. Layoffs happen for a variety of causes and the point is not to dwell on it, especially when such workforce decisions are beyond your control. 

      In general, employers know layoffs are painful to talk about and will respect the information you choose to provide. Find a positive from the experience and lean into it. It might be how proud you were of your team while there, because XYZ. Or, how the time off allowed you to pursue a certification you didn’t have time for before. Maybe the change inspired you to do something you wouldn’t have done otherwise, like train for a marathon or pivot careers. Perhaps it allowed you time to spend with loved ones when they needed you. 

      Pro Tip:

      As part of your pre-interview research, study any “core values” or mission statements the company has. Do not parrot these, but think about how your experiences, while working and while laid off, align with these ideals and echo them in your answers. 

      For example, JPMorgan Chase & Co., says on their site, “In a fast-moving and increasingly complex global economy, our success depends on how faithfully we adhere to our core principles: delivering exceptional client service; acting with integrity and responsibility; and supporting the growth of our employees.” 

      When discussing your career or time during a layoff, could you share examples where you: 

      delivered exceptional service, or went above and beyond expectations? acted with integrity and responsibility, or did the right thing, even when it may have been difficult? supported the growth of employees, or facilitated the development of others, as a volunteer, a coach, or a parent? 

      Related: How to Answer “Tell Me About Yourself” Interview Question for Tech Talent, Video Interviews 101: How to Impress in the Digital Age

      Highlight Your Growth During Employment Gaps

      Resume or employment gaps are another area of concern for job seekers following a layoff, no matter how much time has passed. How will you explain that time? 

      Focus on how you’ve grown during this period and turn this gap into an asset. Highlight what you’ve done to enhance your skills instead of allowing them to fade during this period.

      Tell your interviewer about the things you’ve done to improve your skills and build new ones during the layoff period. Whether you took an online course or worked a temporary contract job, it shows you have been proactive. Maybe you volunteered your skills to a local nonprofit. 

      Employers know layoffs put individuals in less-than-ideal circumstances, so they appreciate an interviewee who has demonstrated commitment to professional growth and development in spite of them. 

      Related: Flip the Script: How to Handle an Employment Gap on Your Resume

      Spotlight Your Past Performance & Growth

      Share the value you’ve provided through your work, even on your last team. When you offer achievements and results, this information becomes more impactful to your candidacy than your layoff. Detail the metrics of your work and share highlights of your past projects establishing you as a valuable asset to your team or organization.

      Keep Your Head Up – You Can Do This

      The layoff period is often a humbling time for many. During these days, weeks, or months, you’ve likely done your fair share of reflection on your experience and your career. Share insights about what you learned during this period while highlighting your resilience and unwavering confidence. 

      No matter what you’ve been through during your layoff, it’s crucial to remain optimistic about the interview process. No matter what role you are interviewing for, character matters. Your positivity in spite of an unfortunate situation reflects best on your character. Resist any urges to speak bitterly about your past employers and focus on the new opportunities ahead of you.

      Interviewing After a Layoff is for You, Too

      Post-layoff job seeking can be tricky. While you want to secure a new job as soon as possible, don’t rush yourself too much. Balance this time between searching for new roles and making sure the urge to get hired right away doesn’t lead you to compromise your career goals.

      The interview can teach you a lot about your potential new work environment so you can decide if it’s the right fit – both culture-wise and in terms of job security. Here are some example questions to help you elicit this information when interviewing after a layoff:

      Why are you proud to work here?Do you feel supported in your career growth and professional development by this organization? How does the organization make you feel that way?What’s the process like for providing feedback to a team member?Is collaboration encouraged here? If so, how?Tell me about a time when you saw the company’s main values in action.Has this company ever gone through layoffs in the past? If so, how were they handled?Can you tell me about the company’s financial situation? Is it profitable? Are future investments secured? The company’s solvency is a legitimate question, especially if you’ve experienced layoffs due to cost-cutting measures. Be respectful, and read the room, but don’t feel like you can’t politely inquire at all. Also, do your homework. Don’t ask questions with answers available to you via Google. 

      Related: Ace Your Interview & Get Your Questions Answered

      Cheers to Your New Role!

      The discomfort of interviewing after a layoff doesn’t have to derail your future job search. Take the time to process the situation and decide what you want moving forward. Set yourself up for success during your job search by honing your network beforehand. When it’s time for interviews, be confident and highlight the positives you’ve achieved over this time.

      Related: Chapter 1: Part of a Layoff? Steps Jobseekers in Tech & Sales Need to Take First

      Chapter 2: Laid Off? Next Steps to Find Your Dream Job in Tech or Sales More

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      in Talent Acquisition

      Laid Off? Next Steps to Find Your Dream Job in Tech or Sales

      by

      The second article in our series to help jobseekers bounce back from a layoff better than ever…

      If you’ve ever been laid off, you know it’s a mixed bag of emotions. Refer to Chapter 1 in our series for the first steps to take once you’ve heard the news. After you’ve had a chance to catch your breath, think about how you’re going to use your time. While many throw themselves into an all-consuming job search after being laid off, it may not be the best strategy for you. To avoid added stress, divide your time between jobseeking, upskilling, and self-care. Consider spending time volunteering to benefit your mental health, keep your skills fresh, and expand your network.

      Once it’s time to start the job search – use these 9 steps to find the roles you want and make the most out of your mission.

      Laid Off Next Steps #1 – Tap into your Network

      Start your job search with the familiar – your existing network. In fact, your network is one of the best sources you have for job offers and hires. Do you know how powerful referrals are in helping you get hired? Referrals are 4X more likely to be hired, so lean into your network for them.

      It’s not always what you know but who you know that may help you land the job, or at least get your foot in the door. While this doesn’t replace having the right skills and qualifications for the role, leveraging who you know including acquaintances and friends of friends can be your ticket to landing that first interview. People may offer warm introductions to recruiters or hiring managers and if you ask them about their company’s referral program, there is a good chance they can cash in on you landing the job. 

      Do your research on open roles and make it easy for people to connect with you online as well as offline. If you’re not particularly social, consider joining shared interest groups. Practice cold outreach on LinkedIn to get out of your comfort zone while you are job hunting. 

      Related: Check out this list of community and networking partners available to jobseekers on Hired!

      Pro Tip: Networking goes both ways

      It’s most effective when you network even when you’re not looking for a new role. Keep in touch with your network to avoid contacting someone only when you’re looking for help. Reshare their posts. Connect them with other professionals in your network you think would be helpful to them. Are they hiring for a role outside of your position or specialty? Refer a qualified candidate to them from your network. Help them too.

      Laid Off Next Steps #2 – Leverage Social Media

      Get involved on social media to make connections, gain industry insights from other professionals, and learn about new tools to aid in your job search success. 

      When it comes to ‘laid off next steps,’ VP of Community Outreach, Raleigh-Durham NC Chapter of Blacks in Technology LaShawnda Rodgers suggests, “#techtwitter is a great resource to help you grow your tech career if you leverage it the right way. I agree tapping into your network is a plus but asking the right questions during informational interviews is profound. When I mentor people who want to grow in tech, I advise them to ask other professionals about: 

      “a day in their life” at their companystrengths needed for someone to excel in the roleif the company has events open to the public so you can continue to meet new people.”

      Related: Learn more about Hired Partner Blacks in Technology.

      Laid Off Next Steps #3 – Set up Informational Interviews

      Informational interviews are a great way to network with people working in areas that interest you. This type of networking allows you to establish valuable connections with contacts who can help further your career and help you land your new role.

      Informational interviews are just that – informational. You’re interviewing them – this is not a job interview for you. Expect an opportunity to share a little about your background and what you’re looking for, but overall, use these conversations as opportunities to learn more about a specific company, a role/job title, someone’s career path, and/or what it’s like to work for a start-up versus a global company of tens of thousands. Review their LinkedIn profile. Prepare questions, but keep it conversational. 

      Informational interview framework

      These informational interviews shouldn’t be long – about 15 minutes is ideal. Follow this framework to help achieve the results you want and gain referrals.

      Take a minute or two to build rapport with your contact.Next, spend a few minutes on introductions and the topic of the interview. Ask them about themselves and allow them to give their elevator pitch. Acknowledge what they’ve said and then give your elevator pitch. Once the introductions are done, tell them what it is you want to discuss and why.Now spend some time listening to the advice they give about your topic. Take notes!Finally, ask for what you want. Give a summary of the information you were just given to show value and ask about the referral process.Wrap up the conversation. Later on, thank them for their time and insight with a well-crafted email that expresses your goal and the value you offer. Update your spreadsheet. It will be easier to keep track of your networking activities if you track who you’ve spoken with, how you know/found them, what was discussed, and the next steps or action items. Plus, if you’re required to submit job search activities for unemployment compensation, this documentation is really helpful. 

      Laid Off Next Steps #4 – Join Professional Communities

      Professional communities are a great place to build your network and meet the people who can help you land the perfect new job. Here are some suggestions to get you started:

      Laid Off Next Steps #5 – Volunteer: It Pays in a lot of Ways

      If you want to achieve more than just an expanded network, consider taking some time to volunteer. Volunteering is a great way to improve yourself all-around and can even help you continue to develop new contacts. Helping others positively benefits your mental health, so why not use your time to give back and help yourself in the process? 

      There are many non-profits that may be in need of your skills. Use these opportunities to continue honing those skills and making good use of them. Plus, volunteer work provides the opportunity to expand your network and bank skills and experience for your resume. Plus, when interviewers ask what you’ve been doing during your layoff, you have great responses ready to go. Here are some organizations for volunteering ideas.

      Laid Off Next Steps #6 – Check Out Educational Resources

      If you want to pivot into a different career path or are interested in obtaining new skills, educational resources are another great place to build your network. 

      President of the New England chapter of Blacks in Technology Rosemary Garabot says, “Look around your community for free or low-cost events like BSides. Sign up to pursue a new certification in a program with hands-on labs so you can build new skills.”

      Related: Hired Partners offer upskilling, certifications, and bootcamps.

      Laid Off Next Steps #7 – Prep for Technical Interviews

      Rodgers suggests, “For those pursuing technical roles, it’s important to prepare for technical interviews. Take some time to work on collaborative projects, showcase your work, and get beneficial feedback. GitHub is a great resource where you can virtually work on projects and collaborate with others.”

      Related: Hired Partners, such as Educative, Exponent, Pathrise, and Interview Kickstart, offer interview prep. SitePoint offers a library of resources to prep and upskill in various coding languages. In addition, developers on the Hired platform can earn badges for their profile using Hired Assessments. Demonstrating skills through earning badges increases the chances of interview requests and better offers.

      Laid Off Next Steps #8 – Refine Your Resume & Elevator Pitch

      Your networking conversations and interactions are invaluable for learning the markers of success in the roles you want. Now that you have this information from your network of insiders, use these elements to further refine your resume and elevator pitch to help you stand out in your search.

      Laid Off Next Steps #9 – Lock In Your References

      Once you start interviewing, references will be critical to the success of your job search. Take time now to lock in key references reinforcing your job performance and work ethic. A reference from your previous manager is also a great tool to ease any concerns about your layoff during the hiring process.

      Ask former colleagues to write testimonials about their experiences working with you. You’re not limited to former supervisors. Colleagues you worked with cross-functionally, peers, reports, even former customers and vendors may be willing to testify to positive experiences working with you.

      With LinkedIn’s recommendation feature, you can ask for a one while offering to write one for them. Positive testimonials about working with someone never hurt, even if your reference is totally content in their role. 

      Ready? It’s Time to Tackle Interviews

      Maximizing your network is a powerful tactic to help you not only learn more about different roles and discover open positions – it may also be the key to getting hired. Get ready to win your post-layoff interviews with Chapter 3: Interviewing After a Layoff.

      Ready to find your dream job in tech or sales? Turn the job search upside down when you complete a profile on Hired. Employers filter based on your skills and preferences to match with you, and request interviews with the compensation information upfront. 

      Sign up with Hired today or re-activate your profile if it’s been a while since you were looking.  More

    • 175 Shares129 Views

      in Talent Acquisition

      Part of a Layoff? Steps Jobseekers in Tech & Sales Need to Take First

      by

      Chapter 1 of a series to help jobseekers bounce back better than ever (or to feel better prepared in uncertain times)

      If you’ve ever been laid off you know it’s often an emotional time full of uncertainty – but it doesn’t have to be that way! Welcome to part one of a blog series to help anyone laid off dust themselves off and spin it into a positive. Likewise, if you’re employed but concerned about the stability of your company or role, use this article series to get organized. It will help you feel better prepared regardless. Learn what to do after a layoff and the steps to take to set yourself up for a successful job search.

      1. Process Emotions After a Layoff

      Losing a job often feels like a loss that comes in waves. Some days, you may feel liberated, optimistic, and perhaps excited for what is to come. Other days, you may feel overwhelmed, confused, or just plain sad. It’s a form of grief in many ways. 

      It’s ok to process your loss, whatever form it may have taken. Recognize you are more than your accomplishments or a job title. Your worth is not tied to your productivity. Remind yourself that nobody is immune, from top performers to leaders, it can happen to anyone. 

      Give yourself time to process a recent layoff and any series of job rejections. Your feelings may surface unexpectedly, and it’s ok to feel them without letting them overrule your life. Sometimes you need to take a few steps backward before you can move forward.

      2. Get Financially Organized Post-Layoff

      Once you’ve taken a beat to absorb the news, it’s time to sort out your financials. It helps you feel productive, in control, and more secure during the time between roles. Find the answers to any questions you may have about your 401k, severance pay, filing for unemployment, and your health insurance. Next, take a financial inventory of your situation and set a budget for your current circumstances.

      Take Care of Money & Healthcare Matters

      After a layoff, there are some loose ends to clear up, such as your final paycheck, any pre-tax withholding accounts, (401ks, employee stock purchase plans, HSAs), unemployment options, and healthcare.

      Most of this information should be included as part of the packet from your HR or Employee Success team. It’s easy to be overwhelmed during those meetings, though, so give yourself some grace if you can’t remember some things. Or, if you need to reach out to them afterward. 

      Here are some financial areas to organize after a layoff: 

      Your last paycheckSeverance payYour 401kUnemployment insuranceHealthcare options

      Your Last Paycheck

      Things may be a bit different from what you’re used to regarding your final paycheck. If you normally have your checks direct deposited, don’t count on that money effortlessly hitting your bank account as usual. Many states require employers to provide a physical check for the final payment. This gives former employees easy access to paystub information. If necessary, make arrangements with your former employer to pick up your check in person or mailed to your home.

      Per the US Department of Labor, there are no federal laws requiring a final paycheck to be given to a former employee immediately following a layoff. Depending on your location, there may be state laws mandating immediate payment when a layoff occurs. Some states only require the final paycheck delivered on or prior to what would have been your next regular payday. 

      If your company withheld money from your paycheck for an employee stock purchase plan (ESPP), any monies awaiting the next purchase period may be refunded from a separate account. This might be in the form of a second electronic transfer or check. Verify any money withheld and itemized on your final paycheck is included in the refund of the ESPP monies. 

      To learn more about your state’s final paycheck guidelines, search for your state’s Department of Labor. Many states have made this information available online, or you can contact a representative for assistance. 

      Severance Pay

      Severance pay can offer you a bit of a financial safety net while you’re between roles. However, severance isn’t a guarantee as there are no federal laws mandating it for everyone. A few states have mandatory severance pay laws covering planned layoffs at large organizations. Find this information with your state’s Department of Labor.

      Your employment contract or the company’s severance policy in your employee handbook should tell you what to expect as far as severance from your former employer. The amount of severance pay offered is up to the discretion of the company unless you have previously negotiated it as part of your contract. 

      If the layoff is a result of an acquisition or merger, severance may be determined as part of the agreement and vary from what your company paid before.

      Typically, severance pay amounts to one to two weeks of normal pay for every year you worked for the business. In some cases, severance takes the form of paid insurance premiums or other compensation than cash. 

      What About Your 401k?

      If you’ve been paying into a 401k at your former job, you’ll need to decide how to manage this money after an employment separation. You have three options: leave it alone, cash it out, or roll it over. If you’re uncertain about what to do, talking to a financial planner who can thoroughly explain your options may be helpful. Your former employer may also provide resources to determine the next steps. 

      Typically, if you have more than $5,000 in your 401k account, you can keep this money in your existing plan. While you won’t be able to continue contributing to these savings, you do retain control regarding how it is invested within the plan. By keeping the money in your existing plan, you won’t have to pay taxes or penalties on a withdrawal and the funds will continue to gain interest.A layoff is an uncertain financial time, and some job seekers choose to cash out their 401ks to help with the absence of a regular paycheck. However, withdrawing these funds will also come with penalties and taxes. Consider this a last resort.If you’re considering moving your retirement savings out of your former employer’s plan but don’t want to withdraw it and pay penalties, you can roll over your funds to a new account. Many choose to roll over a 401k into an IRA. Or, you can leave the money sitting in your existing account until you land a new position elsewhere. Most plans allow you to roll over funds from an existing 401k to a new one when your employment changes.

      Unemployment Insurance

      Filing for unemployment benefits can provide much-needed funds when you’re between roles. Requirements vary from state to state, but generally, an applicant must be:

      unemployed through no fault of their own, eligible according to the state’s requirements for previously earned wages, and able to and actively seeking work. 

      Many states allow you to apply for unemployment benefits online through the state’s Department of Workforce Development or similar. 

      If you’ve never filed for unemployment before, it’s okay. You’ve paid into it for probably your entire working life, and there’s no shame in receiving it. It’s there to help bridge the gap during times like these. 

      Generally, once you’re approved, you’ll receive an amount determined on a sliding scale based on your previous income. There are often requirements involved to continue receiving income from the program, such as weekly reporting of job search activity. Be sure to keep up with any tasks, to avoid the inconvenience of a payment disruption. 

      Caution, this is, sadly, also an area rife with fraud. Be vigilant and protect yourself from phishing scams, especially through texts and emails. 

      Healthcare Options

      Healthcare uncertainties are a big stressor for many people following a layoff. Depending on your healthcare benefits from your previous role, you may be able to keep your current coverage through the end of the month your layoff took place. Be sure to ask your former employer for clarification on when you can expect this coverage to end.

      Make a plan for what you’ll do when you reach this point – you have a few options:

      Opt for COBRA coverage within 60 days of your layoff to keep your existing health insurance.Choose an alternative healthcare plan on the Affordable Care Act Marketplace.Check with your state to find out if you are eligible for Medicaid or another state-sponsored healthcare plan.Join a family member’s employer-sponsored healthcare plan. Regardless of enrollment periods, joining your family member’s plan is categorized as a “life qualifying event” and allows you to enroll outside of the annual open enrollment window.Purchase a short-term healthcare plan.

      3. Set Your Budget

      Without a steady paycheck, it’s oh so important to sort out a budget and stick to it. Take an inventory of your existing financial resources to determine what funds you have available. These resources may include:

      Severance payPaid out unused leave daysEmergency savingsPartner’s salaryRetirement accountsCompany stock

      Next, map out your spending and see what your existing budget is like. Seeing where your money is currently going will help you see where adjustments can be made.

      There are many resources to help you get assets, liabilities, and even goals all on the same page. Some include Mint, YNAB, and Honeydue. 

      4. Plan Your Next Steps

      Once you have a handle on your emotions and manage the above details, you can start to prepare for the job search ahead. Get into the right mindset and define your mission to increase your chances of success.

      Gain Career Clarity

      Before you get into the busywork of updating your resume and looking for new positions, take some time to determine what you want and need from your next job. Find clarity regarding the direction you want to see your career take as you move forward. Reflect and identify:

      Your major career goalsThe type of work you enjoyWhat’s important to your career growthYour ideal work/life balance?Your values and dealbreakers?

      Evaluate the Job Market

      Once you’ve nailed down the vision for your career, it’s time to evaluate the current job market. Before you begin searching for new roles, understand the present demand for your experience and skills. This information helps you determine if you need to modify salary expectations from your previous position.

      Hired.com Salary Calculator

      Hired.com Salaries Directory

      Set a Timeline

      Establish a timeline for your job search. When can you start? What’s your deadline for finding a new job? Evaluate your present circumstances regarding availability, financial status, and skills development needs to set a realistic timeframe for your search, from scanning job ads to starting your new role.

      Update Your Resume and LinkedIn Profile

      Before you start an active job search, it’s important to update your information. Now is the time to optimize your resume and LinkedIn profile to best reflect the role you want and help you stand out to recruiters. Here are some resources to help:

      Develop Your Career Story

      A layoff often feels devastating at first, but it doesn’t define your career. Before you start your job search, you need to write your career story and build your personal brand. 

      Decide how you want to frame your layoff when questioned about it. Focus on your experiences, talents, and skills rather than the details of what happened. Be confident in how you will present yourself, and update your social media profiles so they best align with the story you want to tell.

      Consider a Side Hustle

      A side hustle can be a good solution to earn money during the in-between time after a layoff and before you land a new job. While a side hustle may not become a permanent full-time employment solution at this time, it can help provide some financial security and allow you to continue developing your skills. Whether you have a current side hustle or are considering starting one, think of it as a supplement to job searching. 

      Ready to Start Your Job Search?

      Now that you’ve taken the time to emotionally process your layoff, sort out your personal needs, and decide what you want moving forward, you’re ready to find a perfect new role. 

      Complete your free profile on Hired. Instead of searching for a job, employers search for you. Be sure to optimize your profile for the best matches (tips from the Candidate Experience Team). 

      Check out Chapter 2: Post-Layoff Job Search Plan to turn the page on this chapter of your life and begin a new one. More

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      in Talent Acquisition

      What are the Best Programming Languages to Get a Software Developer Job?

      by

      Hired & Exponent partner for engineering career advice video series

      Hired, along with our partner Exponent, recently completed a video series exploring such as what the best programming languages for software developers to get a job. The series featured three of our talented engineers: Nico Thiebaut, Prakash Patel, and Dan Baker, discussing subjects such as:

      How to Become a Machine Learning EngineerTop Programming Languages to Land a Job (in 2022).Engineering Manager vs. Individual Contributor (IC) Path

      Dan Baker is a former boot camper, now an Engineering Manager at Hired, a tech marketplace that matches talent with employers for roles around the world. He’s currently leading the work on the Hired Assessments product, helping candidates show their skills and find their dream jobs. 

      Based on the Hired State of Software Engineers report, these “top” skills or languages are taken from data on more than 360,000 interactions between companies and candidates on the platform. 

      Here’s a quick summary of the conversation Dan Baker had with Lucas from Exponent. To watch the full interview, scroll down to the bottom of the article.

      First, what are the top programming languages for individual contributors (IC) in software development? 

      Based on the report data: Go, Ruby on Rails, Scala, Ruby, and React Native. 

      What are the most in-demand programming skills for managers?

      Ruby on Rails, Scala, AWS, Google Cloud, and Ruby. 

      What are engineers’ favorite programming languages and skills?

      According to survey data of tech talent on the Hired platform, it’s Python, Javascript, Java, Typescript, C-Sharp, and Go.

      What did you find the most interesting about the top programming languages among developers this year?

      Well-established technologies valuable to new programmers due to their staying power

      When I got started, Ruby was the main language that was normal. It was easy for people to understand. It was the first language for a lot of people. It’s no surprise to me that Ruby on Rails, as the first usable framework, has so much popularity. 

      Today there are probably not that many projects getting started in Ruby but there are many being maintained in it. That really speaks to the legacy nature of coding. 

      Trendy or not, programming languages on the rise help employability

      What stands out to me are languages like Go and Scala because they seem to be newer languages on the rise. People aren’t learning Go and getting Go engineers because they have to. It’s because they want to build new things with Go. 

      To an extent, that’s the truth with React Native but it’s more so the nature of React dominating the front-end framework landscape.

      Do you encourage your team to regularly learn new technical skills? What skills specifically? 

      I frame my advice to my direct reports around:

      How we can position the story for the resume for their next job? What’s the best way to sell this for you to get a promotion internally? How can you sell this for yourself for your next role? 

      Usually, it’s less about the technology and more about solving a business case. That’s what will matter to the hiring manager in the future. The technology is usually secondary. 

      One of my engineers is deep in Terraform right now, another knows more about React than anybody it seems, and then another knows the ins and outs of Django in a way that probably very few people know. When I’m suggesting people learn new skills it’s really catered to the use case, 100%.

      What programming language is best for someone just learning to code?

      If I was speaking to somebody who is just starting to code, I would recommend learning Rust. It’s exciting because it’s a new language approaching programming from a very type-centric point of view and is very low-level control while having high-level usability. 

      Insight from Exponent 

      There are often technologies probably best suited to solve a particular business case and are extremely important to learn for that reason. There are also technologies probably always very popular amongst engineers, maybe because they scratch an itch and they’re kind of technically interesting but maybe they are the wrong puzzle piece or are a bit too new for whatever you’re trying to solve on the job. 

      What’s a programming language mistake?

      Many times I’ve seen companies make the wrong decision by supporting engineers to do things they’re curious about that don’t align with the business case. Then, the current business case they need to move forward is not addressed so they have to pivot to something that does make sense. The engineer maybe gets a skillset but it isn’t even that sellable – why? It never was usable at the business.

      What about jobseekers who don’t know these ‘best programming languages?’ How do you recommend they stay competitive in their job search?

      The top five skills are interesting because you get an idea of the heavy hitters and what languages people for the most. It depends on where you are in your career and how much you understand about where you want your career to go. 

      For an engineer who has a little bit of experience but has a good idea of what they want to do, I would say, look in that subset and maybe it doesn’t matter which is the top language.

      Maybe it’s more so, which programming language do you have some experience in – and will it be viable to enough potential employers? Looking at this list, I guarantee the people who are best at Scala don’t know much about React Native. 

      Tip from Exponent

      Most engineers won’t become an expert in all of these. You definitely want to assess where your own experience is and take it based on that. 

      Can you describe how Hired Technical Assessments are designed to assess a candidate’s technical ability? How can jobseekers do well in technical assessments?

      Benefits of Hired Assessments

      My advice to any potential client using the product is to understand what an online technical assessment can do and what it can’t. The biggest value add is not that you’re going to get an automated answer to whether this candidate is right for the role. 

      You’re going to have an asynchronous interaction. A candidate’s going to do the assessment when it makes sense for them. The employer is going to review their work when it makes sense for them, that’s first and foremost. 

      Employers can review their work, and playback how they completed it. They can see if the candidate is within an acceptable range of performance, and how they executed problems. See what kind of approaches they took and if it makes sense to you (the employer). See if they are using coding patterns successfully demonstrating a level of expertise. 

      Benefits to jobseekers

      Candidates have the opportunity to show their thinking more than simply trying to solve the problem. In some cases, employers are looking, getting so many good candidates that they’re only able to look at the top one percent of them. 

      However, in these cases, no one really enjoys or does well in a game where only the top 1% are winning. You want to find a smaller pond where you can actually show a connection to the employer and show that you thought out your work. 

      For candidates, unfortunately, with the state of the industry and in online assessments, LeetCode reigns supreme. I recommend brushing up on that because that’s what most of these products are geared towards. 

      I do see a trend slowly moving away from purely LeetCode questions to framework-based questions that include a file system to find the bug, fix the bug, create a new file, and add a new pattern. 

      That’s where we see candidates thinking creatively and how they actually interact within an existing structure. That’s going to be more valuable – showing employers how you’re going to actually perform in the role. rather than you can do Fizz-buzz or bubble sort.

      Insight from Exponent

      In my own experience, I have seen more interviews where the company crafted a test case that more closely mirrored a real-world coding situation in which you had to diagnose a bug in a code base that probably looked like their actual code base.

      With that comes the impression that they care about your time and like to test skills that closely match what you’re going to do on the job. This is a bit different than the more esoteric LeetCode tests that you may be doing. I think it feels more valuable from a candidate’s perspective.

      Interviewing advice for software developers

      I think that’s something candidates need to be aware of as they choose which companies they engage with. As somebody interviewing a candidate I know I am selling as much as I am evaluating. Candidates should get a sense of how well the company they are interviewing with is selling them. 

      If they’re not selling you at all, what does that tell you about the company and the culture you’d enter? On the other hand, if they’re selling you 100%, they’re not really evaluating. What does that tell you about the mess you’d enter? 

      There’s a healthy balance where employers care about you and the experience you’re having, while also asking meaningful questions relevant to the role.

      Candidates should know who they want to interact with but it’s also really important for employers to ensure they’re creating an experience that makes a candidate feel safe in the context of their whole life cycle, from candidate to employee, to ex-employee. 

      Tip from Exponent

      The technical interview experience you go through is, to some degree, a proxy of the engineering culture you may enter. It can be the best signal you have before you sign the paper.

      Ask, where is the demand?

      One takeaway from looking at this is to understand where the demand is and how important it is to find the right demand/supply ratio. That could be one. If there’s one person that needs one engineer of one type, then there you go. You can get that role and you can be happily ever after at that company. 

      If you just choose the one most in demand, it also might be the most candidates going after that skill set as well. What you see yourself doing matters most because ultimately when you get the role you have to show up and do the work. So find something you’re interested in. That’s where you’re going to thrive and succeed long term.

      Insight from Exponent

      If you have spent the last five years working in databases and think you need to learn React to be employable but your passion is databases, then that might not be the technology to learn.

      Learn more languages 

      It’s easy to think back on when you learned the language that you actually made your bread and butter with, it was hard to learn and you probably don’t want to do that again. The truth is that with every year that passes, the way people learn coding languages is better and easier than it was the year before. Remember when Stack Overflow changed the game? There’s a time that didn’t even exist. You couldn’t ask a question – you’d get an odd forum and esoteric responses or you’d have to open a paper book. So, learn a little bit about more languages and realize you’re never pigeonholed to one.

      Tip from Exponent

      The first language you learn is going to be the hardest but after that, you establish mental models and understand how to read documentation. It’ll be much easier to pick up new technologies after mastering one or two.

      Understand concepts in programming  

      Learning more languages also speaks to how much you start understanding real, valuable concepts in programming. I recommend the book, Learning Javascript Design Patterns. It reviews what you need to do to write really complex code. There is the specific stuff like hoisting but also polymorphism, ways to curry different functions to build into other ones, and there’s direct inheritance.

      Understanding deeper patterns will make you a stronger programmer and enable you to do more powerful things. When an interviewer looks at a submission and says, “Oh they’re currying a function. That’s an interesting approach.” Even if you aren’t able to do it, if employers watch it (which we really encourage our clients to do), they’ll see you know your chops. At the end of the day, no business is making money by having a programmer who can write fizz-buzz the fastest. 

      Ready to complete a free profile and sit back while employers search for you? Learn how Hired works for jobseekers!

      Click below to watch the full interview, including when Dan and Exponent’s Lucas fall down a rabbit hole discussing the relationship between javascript, cryptocurrency, and building blockchain. 

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      How to Onboard Remote Employees Really Well: Free Checklist Template

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      What You’ll Learn

      Things you should do before a new employee’s first day (beyond shipping equipment)Ways to create alignment across time zones from the top downWhich tool we discourage for remote employees, as it damages your employer brand

      About this eBook

      To stay competitive for top candidates and to advance DEI goals, tech companies continue to embrace remote working environments. Hired survey data indicated nearly 90% of candidates wanted a remote-first or fully remote job. However, as companies evaluate the employee experience, it presents a suite of new challenges. Onboarding is chief among them.  More

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      10 Things You Can Do to Reach DEI Goals

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      What You’ll Learn

      The first thing you must do to make meaningful progress on DEI goalsWhich talent pools many companies continue to overlookWhy culture “fit” is outdated and what’s important nowYou can make progress in many areas by testing a new tool, changing a policy, or saying “yes,” to a new idea

      About this eBook:

      After the #MeToo, #FoundersForChange, and #BLM movements, more companies prioritized diversity, equity, and inclusion (DEI) initiatives. Executives and hiring managers took a closer look at their current hiring models and recruitment practices. Employers created new positions and KPIs focused on DEI.And yet undertaking changes to improve DEI within your company can feel like an uphill task. Many of these issues are systemic, and not a quick fix. It’s easy to feel overwhelmed and not know where to begin. It’s especially tough for one person or a single team to push against a long-standing system and cultural norms.This eBook gives DEI officers, tech leaders, hiring managers, and talent acquisition teams insights into small but mighty tactics and strategies to improve the diversity of their teams and level up DEI hiring across organizations. More

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      What Happens When TA & Hiring Managers Unite? Best Practices from Walmart, One Medical & More

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      Strategies for SMB, MM & Enterprise

      Key Takeaways

      Traditional hiring practices of SMBs, MM, and Enterprise level employersHired’s recommendations for each business sizeSpecific examples of tactics and strategies from talent leaders

      About the eBook:

      A common thread we’ve seen with some of our top employers on Hired is engagement with candidates from both TA and hiring management teams. In this piece, we’ll show how some companies are achieving new heights by inviting both groups to collaborate on the platform and in the process.

      In this robust ebook, we’ll also take a detailed look at how enterprise, mid-market, and SMB employers approach hiring talent, share our best practices for each, and how companies such as Walmart Global Tech, Smartsheet, One Medical, Tanium, NBCUniversal, Gem, Mercari, and more increased acceptance rates and sped up time to hire. In some cases, 11 days faster than the benchmark! More

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      How to Support Internal Candidates When They Don’t Get the Job

      by

      Internal Mobility and Professional Growth are Key Retention Tools

      Good companies strive to support internal candidates and employee growth. But when push comes to shove, many organizations fall short in seeing this mission through. 

      In a recent Deloitte survey, almost 60% of employees polled said it’s easier to find a new role at another company than it is to change roles at their current employer. 

      According to Randstad’s 2021 career mobility report, “Employees aren’t optimistic about getting promoted within their company, with 43.2% saying they don’t have enough opportunities for internal mobility.” 

      Even when there are opportunities for internal mobility, talent teams still face inevitable challenges. A few of the hardest questions for HR leaders to grapple with are: 

      How should we respond when internal candidates are turned down for another role within our organization? Is there any chance of retaining them after that—and if so, what does that process look like?What’s the experience like for employees? Do they feel they’ve broadcast their desire to leave their current role? 

      To answer these questions, Hired’s Rob Stevenson sat down with Comcast’s Director of Talent Acquisition, Keith Friant, on the Talk Talent to Me podcast. Read on to learn the top insights from their conversation. Finally, we’ll explore an innovative approach to retention and internal mobility that went viral on LinkedIn.

      How Comcast Supports Engagement in Internal Candidates

      Expert: Comcast Director of Talent Acquisition, Keith Friant

      Focus on providing clear feedback

      A cookie-cutter rejection email is the last thing internal candidates want to see after applying for an open role. 

      Rather, they want clear and actionable feedback that sets them on a path of continuous improvement.

      “What’s the next step in your process, outside of candidates just getting a standard disposition email?” asked Friant. “It can really feel a little deflating if that’s the only type of communication they’re getting after investing time into the interview process.” 

      That’s why Comcast prioritizes providing internal candidates with personalized feedback when they aren’t chosen for a job. 

      “Feedback is really valuable,” said Friant. “That population is looking to grow and move into something different. We all clearly want to care for them, which is why it’s so important that they get timely and meaningful feedback.”

      Offer learning and development opportunities

      As a next step, Friant suggests asking questions like:

      What were the candidate’s skill gaps?How can we help them grow in these key areas? Can we put them on any stretch assignments?

      Stretch assignments have been especially instrumental to driving employee growth and engagement at Comcast. 

      “We’ve adopted this gig concept where employees participate in short-term or longer-term projects when another team needs help, someone is going out on paternity leave, or anything along those lines,” explained Friant. 

      Actions like this go a long way in making employees feel seen and supported. By offering learning and development opportunities, companies can encourage ongoing employee growth—and keep engagement high even after someone isn’t selected for the job they wanted. 

      Related: Survey data from the 2022 State of Software Engineers report revealed the number one reason software developers enter the field is for the opportunity to continuously learn and tackle new challenges. More than half said it’s important to them that their employer provide professional development opportunities. 

      In the 2021 State of Tech Salaries, tech talent listed benefits such as tuition reimbursement in their top 10 of compelling company benefits. Younger, more junior employees ranked this higher than senior talent. 

      Manage employee expectations

      Picture this: your company posts an open marketing manager role. Someone on the sales team sees the job post and submits an application, excited by the prospect of pursuing horizontal growth within your organization. 

      However, the job post disappears only days later—and the role goes to a marketing associate who had already been on a promotion track. The interested internal candidate never even got a chance to interview for the role, and got their hopes up for nothing.

      Disappointing, right?

      To avoid scenarios like this, Comcast takes a careful approach to sharing job posts. “We really only try to post jobs that are viable and open,” said Friant. 

      “If someone left the team and we know we just want to inline promote another team member into that role, we can do that without having to post the job and put everyone else through a process that wastes a lot of people’s time and energy.” 

      Listen to the full episode

      Why Transparency is Important to Support Internal Candidates

      Does your process call for roles to be posted internally or externally for a certain period of time? If a manager intends to hire or promote a specific candidate, is the rule still applied? 

      If candidates see a non-viable role, or worse, go through the interview process for the sake of checkboxes, it often leads to distrust in the organization. This ultimately damages the employer brand. 

      What If We Did Something Completely Off the Wall?

      It’s often jarring to lose employees with only the standard two weeks notice. It can take weeks or months to fill the role and onboard new hires. According to SHRM, the cost of a vacancy is reportedly three to four times the position’s salary.

      In the spring of 2022, a member of the recruiting team at Zapier had an epiphany after losing several teammates. Her LinkedIn post about it drew more than 16K reactions. 

      Bonnie Dilber asked the question, what if “we normalized letting our managers know we wanted to explore new roles? What if managers helped team members with resumes and interview prep, beside them, helping land the next role? It’s a win-win,” Dilber wrote. “The employee has a better experience, is more set up for success, and the manager and company have a better opportunity to prepare for departures.”

      Dilber originally posed her question internally in a Slack group. Then a few weeks later, she commented in a public forum that she wanted the recruiting team to provide this support for anyone needing it for internal or external opportunities. 

      What Happened Next to Support Internal Candidates

      A few people stepped forward. 

      Employee A was considering leaving, but the recruiting team identified roles opening in a few months that would be perfect. Instead of working on a resume for an external search, Employee A and the recruiting team collaborated on colleagues to speak to and experiences to gain to be competitive for the role when it opened. 

      Dissatisfied, Employee B worked with the recruiting team to identify why and map out a strategy to resolve their issues. Employee B is now on a path to greater contentment with their current role.

      Employee C worked with the team to upgrade their resume with clear metrics displaying their impact. “I don’t know if or when they’ll start looking,” said Dilber. “But I’m glad they felt supported even though it might take them away in the future.”

      Dilber goes on to extol the virtues of retention and professional growth. “Recruiting teams shouldn’t be used solely to fill roles. We can and should be true partners in retaining and growing our talent.” 

      After formally launching the program, Dilber admits, this may mean they help people plan an exit strategy but is okay with that.

      “I think it:

      makes our recruiting team better partners to the departments we support. will help us to retain our people in the long-run. opens the door to more honest conversations across teams to plan for attrition and support our people to go farther faster. makes Zapier a better place to work.” 

      Historically, dissatisfied employees lived a “double life,” working on resumes at night, checking personal emails or LinkedIn messages on the sly. What would it mean to retention efforts to have the psychologically safe environment to explore new roles – internally or externally? 

      Internal Mobility is a Smart Retention Tool

      More companies are exploring Web 3.0 initiatives but finding there are few engineers with specific Web 3.0 experience. Hired CTO Dave Walters offers this advice for companies planning these or any emerging technology projects: 

      “Rather than exclusively looking for candidates with Web 3.0 experience [for example], why not support internal candidates and potential new hires with the requisite foundational skills to make the transition.” 

      “Invest in a strong training and mentorship program. Find engineers with transferable skills such as security principles, peer-to-peer networks/distributed systems, and understanding of smart contracts. Source engineers with these Web 3.0 relevant skills for a significant competitive advantage.”

      Upskilling and new projects are great ways to retain talent, support internal candidates, inspire loyalty, and provide professional growth. 

      Related: Help current employees upskill with Hired partners like General Assembly, Educative, Blockchain Training Alliance, 2U, Sales Impact Academy, and more.

      What Would Greater Transparency Mean for Your Employer Brand?

      In Hired’s 2021 List of Top Employers Winning Tech Talent, takeaways included ‘strengthening the post-employee experience.’

      In summary, when an employee is ready to leave, or recently departed, don’t write them off. Invest in your employer brand and:

      Coach managers and teams to support them and respond positively. You helped them grow and they’re graduating to something new. They may even be taking a position of influence to use your product or service. Build and engage an active employee alumni network.Turn former employees into brand ambassadors by celebrating their wins and supporting them. They’ll tell others about their amazing experiences, share your open positions, and recommend your company as a great place to work. 

      Want More Talent Insights to Support Internal Candidates and other Topics?

      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves.

      Need Help with Employer Branding? 

      We cover several examples of how to do this in recent eBooks for enterprise-level businesses and for SMBs and Mid-market companies. 

      One way is to host an event, virtual or in-person. Hired helps companies with a variety of events designed to help recruit talent with specific skills, like coding challenges. 

      Panel or “fireside chat” type events showcase members of your team discussing a certain industry topic or simply what it’s like to work for your company. These foster general brand awareness, of course, as well as boost recruitment marketing efforts.  More