8 Skills for Upper Management Jobs

8 Skills for Upper Management Jobs8 Skills for Upper Management JobsMoving up the corporate ladder is often a goal for working professionals. For a majority of people to get there, it takes hard work and the ability to master specific skills for upper management roles. In addition to needing leadership qualities and management skills, upper management jobs seek professionals with interpersonal skills, informational skills, and decision-making skills.We asked what founder and CEO, Sara Sutton, looks for when it comes to upper management jobs, in addition to a persons knowledge and leadership experience. Specifically, she wants someone with people skills who can bring a team together, who can think strategically and embrace big ideas, and who has energy and passion for the company and its future.Here are eight commonly sought-after skills for upper management jobsLeadership SkillsThe ability to lead others and embrace the big picture of the organization is needed in upper management ro les to drive the business into the future.Management SkillsIn addition to being able to lead people and activities, management skills are needed in higher-level jobs to be able to juggle a sortiment of tasks, programs, and departments to support daily operations.Interpersonal SkillsBeing able to engage others and having the ability to manage relationships helps make upper management professionals more effective in relating with their superiors, subordinates, and clients.Personal CharacterFour desired qualities of professionals in upper management include honesty, empathy, focus, and persuasiveness. Upper level managers should be able to put themselves in others situations, be honest, be focused on both the present and the future, and possess the ability to be persuasive in different situations.Decision-Making SkillsManagers need to have the keen ability to make decisions, both big and small, in situations that can be highly stressful and on the fly.Analytical SkillsSeeing the big pi cture and being able to analyze different angles is desired of upper management to support strategic needs of the business and construct ways to move towards those goals.Communication SkillsSkilled managers will be able to communicate professionally and excellently in person and in writing, as well as using technology-based mediums.Listening SkillsNot only do upper management professionals need to possess excellent communication skills, they must also have great listening skills as they need to have and absorb information that is pertinent to business strategy and operations.There are many characteristics employers want in executive employees, including the above mentioned. While making a road map to a new career in the C-suite is useful, obtaining and refining upper management skills is necessary to continue to climb the management ladder. For flexible executive jobs, serves as a trusted source for thousands of flexible job listings and additional support and career information.Wha t skills do you see as being most prevalent in executive level and upper management jobs? Do you think certain skills are more important than others to possess? Share your thoughts with us below in the comment section

A Brief History of the M4 Carbine Assault Rifle

A Brief History of the M4 Carbine Assault RifleA Brief History of the M4 Carbine Assault RifleAdopted by the U.S. Army in the mid-1990s, the M4 assault rifle is a modern version of the M16, which U.S. soldiers have been using in battle since the Vietnam War. The most current version of the M16- the M16A2 Commando- was at one time the combat weapon of choice for the U.S. seestreitmacht Corps. The M4 and M16 rifles are very similar weapons.The M4 has proven popular among soldiers because of its compact size, which is helpful in close-quarter firefights and allows for easy movement in combat zones. The M4 uses 5.56-millimeter caliber bullets. The M4 has also benefited from its customization. Some versions of the rifle offer several attachments, including sight mounts, flashlights, grenade launchers, and shotguns. The rifle has also earned a reputation for having excellent accuracy, out-scoring the rival AK-47 assault rifle in several tests. M4 Problems in Desert Environments Despite its popularity, use of the M4 carbine assault rifle in desert environments and urban areas has been problematic. Soldiers in Iraq and Afghanistan have found that the weapon frequently jams in dusty and sandy locations, requiring that the rifle is frequently cleaned and maintained at all times. The age of the weapon coupled with a growing number of complaints has led the U.S. Army to start replacing the M4 assault rifle. In2009, the U.S. Army took ownership of the M4 konzeption from its manufacturer Colt Defense LLC. A year later, Army officials put forward a number of changes for the M4 design to Congress. Weapons Similar to the M4 Assault Rifle There are weapons that are similar to the M4 in design and functionality. These weapons include the Colt ACC-M, Barett REC7, and the Robinson XCR. Heckler Koch HK 416 An assault rifle that was developed by the U.S. Army Delta Force to build on the M4 carbine design with enhancements that reduce misfires and malfunctions. This weapon is used by several NATO members- notably, the French special forces and German commandos. Barrett REC7 The REC7 consists of an upper receiver that is attached to the lower receiver of the M4 weapon. Designed by Barrett Firearms Company, the REC7 is compatible with many of the M4s accessories and offers enhanced night vision and other optics used in combat. Robinson Armament XCR Originally developed for U.S. Special Operations Command (SOCOM), the XCR is a multi-caliber weapon that is compact and boasts a gas piston weapon system similar to the AK-47 assault rifle. Changes in caliber can be accomplished by soldiers in only a few minutes during high-stress combat scenarios. Colt ACC-M Essentially an upgraded M4 assault rifle from the weapons manufacturer. The ACC-M has been designed to allow for easy and inexpensive upgrading of the M4 with only the rifles upper receiver being replaced.

Gap Inc. Is Hiring Like Crazy For This Holiday Season Apply Now

Gap Inc. Is Hiring Like Crazy For This Holiday Season Apply NowGap Inc. Is Hiring Like Crazy For This Holiday Season - Apply Now Passionate about fashion and helping others? Weve found your next great job Gap Inc. is looking for tons of people to join the ranks at Gap, Old Navy and Banana Republicstores across the country. And they are hiring like crazyThe holidays are the busiest time of year for Gap Inc. and the perfect opportunity for you to land a job that fits your life. From sales to stockroom, customer relations to transportation, Orange County, California to Osage Beach Missouri, theres something for everyone.Plus as an employee, youll get a 50% discount at all of their stores Talk about a holiday gift Apply now and attend the hiring day in your city.When you join Gap Incs seasonal team, the pay isnt the only perk. Heres what you can expectWant to join in the holiday fun? Theyd love to meet you at the Gap Inc. hiring event at all Gap, Gap Factory, Banana R epublic, Banana Republic Factory and Old Navy stores in the United States and Canada from 10 a.m. to 2 p.m. (in local time zones) on Saturday, September 23.

Learn Where to Publish Your Romance Book

Learn Where to Publish Your Romance BookLearn Where to Publish Your Romance BookRomance is hugely a popular genre, so it stands to reason that there is a wide range of romance publishers to cater to a wide range of tastes in reading - and a wide range of writers. If youre looking to publish a Romance novel, familiarize yourself with the different publishers listed here to landsee where your book might fit. As always, its advisable to do your research and really explore the lists before you submit. From niche publishers (Christian, LGBTQ, erotica) to good old-fashioned retro romance from traditional print to digital-only, heres a sampling of some of the top publishers in the Romance genre today. Avon Avon is a division of the Big Five publisher HarperCollins (which also owns Harlequinand Harper Impulse) that publishes traditional romance lines in print and ebook.Avon Impulse is a digital-first imprint of Avon the actively seek out currently popular genres, such as New Adult roman ce, romantic suspense, super sexy contemporaries, trilogies and longer series, and serialized erotic romance. Ballantine Bantam Dell Separately, Ballantine Bantam and Dell are long-venerated imprints of what is now Penguin Random House and they represent Romance authors in print as well as digital (for example, Debbie Macomber). Loveswept and Flirt are Random Houses digital-only romance lines, focused on full-length novels - Flirt primarily for New Adult, while Loveswept encompasses all the sub-genres of romance including contemporary romance, erotica, historical romance, and womens fiction. Bethany House / Revell Lump together here because theyre both parts of the Baker Publishing Group which publishes Christian romances in a number of sub-genres, like historical and contemporary romance, Amish and Mennonite focused novels, Christmas romance, and romantic suspense. Blushing Books In the erotic book business since 1991, Blushing Books claims to be the oldest web-based r omance and romance erotica publisher, currently representing more than 300 professional romance authors who have met the Romance Writers of America minimum guidelines. Boroughs Publishing Group This e-book publisher distinguishes itself by offering short fiction Lunchbox Romances and Romantisodes. They accept submissions in the categories of contemporary, erotic, fantasy, historical, multi-cultural, paranormal, romantic suspense / romantic thrillers, urban fantasy and Young Adult. Elloras Cave Elloras Cave erotic publisher pre-dated the Fifty Shades of Grey phenomenon and offers print-on-demand (POD) titles are available through Ingram and Amazon.com in the subjects of erotic romance less sexually explicit romance through their Blush imprint, sexually adventurous erotica, and EC for Men. Some of their books are also published by Simon and Schuster. Entangled A relative newcomer, Entangled was founded by publishing pros, are distributed by Macmillan Publishers and claim t o pay some of the highest royalties in the industry. They offer up to 35% of the cover price for digital-first releases, start print royaltiesat 7.5% of thecover price and pay 20% royalties on ebooks when digital and bookstore distributed print books are released simultaneously. Entangled imprints include Brazen which are contemporary romances with high heat levels.Lovestruck-are described as flirty contemporary romances.Bliss sweet contemporary romances with a small-town, family vibe.Indulgence fits the bill for readers who like rich and powerful alpha heroes in a contemporary setting.Ignite is the Entangled imprint for romantic suspenseScandalous is the fitting name for their historical romanceCovet is the contemporary paranormal lineTEEN Crush is teen contemporary romance TEEN Crave is the paranormal contemporary teen romance line. Grand Central Publishing Forever Launched in 2003, Forever publishes a wide variety of historical and contemporary romance, including paranormal a nd romantic suspense, and are always looking for fresh new voices. Forever accepts only agented submissions, in all subgenres of romance (paranormal, sensual historical, contemporaries, romantic suspense, westerns, erotic romance). First-time authors need to submit a completed manuscript (approx. 85,000 95,000 words) for published authors, Forever accepts a proposal plus three sample chapters.

Life After A Good Resume Example

Life After A Good Resume Example The Good Resume Example Cover Up For example, if you have an important employment gap since your final position, you might want to use a functional resume rather than a chronological one. Cash flow is quite essential for the prosperity of a business. If you submit your application online, you also need to have a chance to attach your resume. Notice how the example resumes are extremely specific when it has to do with technical skills. Rewriting your resume for each new possible employer is a great deal of work, but it might provide you an advantage. Resume objectives can be somewhat controversial. The resume summary will function as their sales pitch. Possessing a crystal clear and professional resume is important in the health care field. Resume is a kind of document employed by individuals that are seeking for employment. Resumunks resume templates consist of free resume layouts in addition to 17 premium templates out there for a yearly subscription of $19. Your resume ought to be laid out in a professional way and ought to incorporate all of your contact information and your personenname on top. If youre seeking to customize professional, pre-formatted resumes, take a look at our totally free downloadable templates. All About a Good Resume Example If you wish to catch the interest of the hiring manager, its necessary for you to give them what they want. Your job (while youre attempting to find a job) is to remember to fit what theyre searching for. Laurens resume is unique because its a timeless instance of an actors resume. The piece you truly need the hiring manager reading is your latest work experience (and be sure you tailored that info to fit the work description). Actually, you should be aware that plenty of companies nowadays are using Applicant Tracking Systems to help them screen resumes and get the best candidates. Many businesses utilize some type of screening procedure to recognize the correct candidates. When youre looking to land up a job in a trusted business house you will want to get a detailed resume. If youre attempting to obtain work in accounting or finance you require averystrong resume. What follows is an extensive selection of professional resume samples for jobs in a variety of industries. Possessing a strong resume will permit you find quite a few great jobs. Bear in mind, the majority of the exceptional skills that you place on your resume ought to be job-related skills taken from the work description and your best transferable skills. On the flip side, functional resumes are normally used by fresh graduates or individuals who have less experience but want to grab the work vacancy. 1 possibility is to visit her LinkedIn page, start looking for endorsements and pull out a number of the best quotes. A distinctive life situation needs a unique resume. Some use a mixture of the two.Speaking of unique, the main aim of your resume is to make you stick o ut from the remainder of the folks applying for the exact saatkorn job and another means to create that happen is to use action verbs and power words (also called resume verbs). Understanding how to start can be the largest challenge and looking at examples can be quite useful. Most individuals look at writing a resume as just something youve got to do to have a job. Finally, hopefully you achieve getting your fantasy job.

Report unveils a workforce for Australias future

Report unveils a workforce for Australias future Report unveils a workforce for Australias futurePosted April 17, 2013, by Molly Wiltshire-Bridle A highly skilled and adaptable workforce will ensure that Australia remains globally competitive, according to a new report released by the Australian Workforce and Productivity Agency (AWPA). The report, entitled Future focus, 2013 National Workforce Development Strategy, presents a series of key recommendations on how Australia can develop its knowledge economy and workforce to meet current and future needs. With an additional 3.5 million people expected to enter the workforce by 2025, the report projects a growing need for higher-level qualifications. Improving our skills and increasing our productivity will be vital in sustaining Australias economic growth and prosperity, says AWPA chair, Philip Bullock. By 2025, more than 70 per cent of Australias workforce will have post-school qualifications, and three out of five new jobs will be te chnical, professional or managerial. Economic restructuring will continue, maybe at an even faster pace, hence a critical element will be Australians having the skills they need to adapt to the change and transitions which occur. It will also be critical that those on the margins have access to new skills so they can re-integrate into the workforce. None of this is easy, however Australia has a solid base upon which we can build, says Bullock. In light of the research findings, the Future focus, 2013 National Workforce Development Strategy report has set forth a series of recommendations, including Increasing the pool of tertiary qualifications by three per cent per annum Enhancing access to government funding for workplace training and development Lifting workforce participation rates by adopting a range of measures to better include marginal workers Sustained focus on improving national language, literacy and numeracy levels Continuing to lift the quality of the tertiary sector, b y introducing external assessment of selected VET courses By adopting these recommendations, Australia will be making an investment in skills which will better enable us to prepare for the future. In a fiscally constrained environment, we believe that the benefits of this investment will far outweigh the cost, says Bullock. For further information, or to download the full report, visit the AWPA website www.awpa.gov.au ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice Administrator CoursesBachelor of Social WorkEnquire ansprechbar Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineMolly Wiltshire-BridleRelated ArticlesBrowse moreEMPLOYER RESOURCESGenerations in t he workforceWorkplace Warfare Baby Boomers, Gen X And Gen YLately, everyone is talkin bout your generation. With an age gap of nearly 50 years between the oldest and youngest employees in some organisations, there is a broad range of perspectives, needs and attitudes floating around the office.WOMENWomen in executive positionsThe glass ceiling is still present in Australian companies, with a new report showing the number of women in executive positions is in sharp decline.CommunicationCoworkersHow To Have 5 Difficult Work Conversations That Youve Been AvoidingDifficult work conversations theyre terrifying but inevitable. Here are some tips (and sample scripts) to help you navigate those tough conversations with ease.

5 Innovative Medical Technologies for 2018, Part 2

5 Innovative Medical Technologies for 2018, Part 2 5 Innovative Medical Technologies for 2018, Part 2 5 Innovative Medical Technologies for 2018, Part 2Part 1 of 5 Innovative Medical Technologies showcased the latest technologies for personal fitness, wellness, and health monitoring on display at the 2018 edition of the Consumer Electronics Show, held January 9-12 in Las Vegas, NV. Among other innovations, devices for diabetes monitoring and bug repellents were highlighted. Here, we look at devices for stroke rehabilitation, proper hydration, and more, all of which won recognition in the CES Innovation Awards showcase.Different Stroke in NeurorehabilitationIn the United States, stroke is the third-leading cause of death and the number 1 cause of serious long-term disability, striking 795,000 people every year. The tragedy of strokes high death rate is compounded by the hundreds of thousands of people every year who survive their stroke but are left with life-altering physical or cogn itive disabilities requiring extensive rehabilitation. Thanks to advances in the study of neuroplasticity the brains ability to rewire itself to restore lost function researchers are making strides in technologies that help patients regain capabilities faster. Neofect, a company with several such innovations in its portfolio, has developed the RAPAEL Smart Pegboard, a gamified training tool designed to help stroke patients redevelop grasp and dexterity. The digital rehabilitation device uses high-intensity LEDs and audio cues to help users perform game-like exercises requiring the placement of pegs into specific holes on the board. Games that require memorization, pattern recognition, fast reflexes and hand-eye coordination are included.Extreme PreventionThe Neurostylus helps people with diabetes detect loss of sensation in their extremities.Another product designed to help diabetes patients keep on top of their peripheral nerve and blood vessel health was featured in the CES Inno vation Award showcase. The Neurostylus is a device-app combination people with diabetes can use to detect loss of sensation in their extremities. Frequent monitoring of sensation could help detect the early signs of neuropathy a common diabetes complication causing severe nerve damage and poor circulation. The device connects to a smart phone, on which the user selects from a menu of test modes. To operate the device, the user places the Neurostylus in contact with the targeted site on the body and begins the test, which directs pre-selected vibration frequencies to the targeted site. When the user stops feeling the vibrations, he or she stops the test and the results are stored on the smart phone app for physician review.Also for You Find out how researchers are eliminating insulin injectionsDrinking SolutionTaking the idea of proper hydration to a new level, LifeFuels has developed a personalized beverage technology that enables active types to concoct personalized all-natural he alth drinks on the go. The system comprises a reusable bottle equipped with a near-medical-grade dispensing system, an assortment of FuelPods containing flavored drink concentrates, and a smart phone app that helps users track hydration and nutrient levels as well as other data from wearable devices. To replenish the bottle, the user fills it with water and then uses the app or a built-in button to dispense the desired flavorings and adjust the strength or taste of the mixture.Missed Part 1 of 5 Innovative Medical Technologies for 2018? Read it here.Michael MacRae is an independent writer. For Further Discussion .number list-style decimal outside none padding-left 16pxmargin-removed 1em 0

ETraining vs InPerson Training

ETraining vs InPerson Training ETraining vs InPerson Training Though statistics on penetration and effectiveness are scarce, electronic learning/training (e-learning), and remote learning are entering mainstream engineering instruction and are competing with in-person training. Which is more appropriate for which students and for what subject matter?R. D. Garrick, Ph.D., P.E., associate professor of manufacturing and mechanical engineering at the Rochester Institute of Technology, Rochester, NY, believes that desired learning outcomes, and elend subject matter (for example, thermodynamics, fluid mechanics) determines the suitability of e-learning and in-person instruction.Garrick, whose institution provides both traditional classroom and remote instruction, sees the benefit in reversing the traditional classroom lecture/offsite homework model to a model in which students experience lectures or other instructional material remotely or electronically, but solve problems in a classroom setting. This paradigm allows students to consume educational materials as quickly or slowly as they wish, while working through problems in large but well-monitored groups.If the instructional objective is to build intellectual bridges between instructors and students through analogies, metaphors, images, or simulations, this can be accommodated through e-learning, Garrick says. But learning outcomes that involve problem-solving or understanding points of view are best conveyed in person, where the instruction can be personalized.Online training is cost-effective for students in remote locations or who are employed at traditional jobs. The downside is a lack of interaction. For example, there is a lack of focus on student body language or facial reactions to instructional elements. And some students or trainees feel more comfortable asking questions in a live environment than online.Attempts to classify knowledge and delivery methods systematically produces interesting ideas. Byron Newberry, Ph.D., P.E., associate professor of mechanical engineering at Baylor University, Waco, TX, refers to Blooms Taxonomy, a model for learning objectives that suggests a hierarchy of learning levels. These are, from lowest to highest knowledge, comprehension, application, analysis, synthesis, and evaluation. At the lower levels, people simply know facts and comprehend ideas, Newberry says. Facts and ideas combine and rearrange uniquely at the higher levels, which is where complex decisions are synthesized.Impersonal, electronic education works better at the lower levels, where electronic media easily communicate basic information. Engineers already familiar with design codes readily learn code amendments through an electronic medium because they are already familiar with the concepts. A design code novice likely will need in-person training because application of design is far from straightforward. Engineers must judge when a code applies and when it doesnt, how to resolve co de conflicts, and how to select one design over another when both meet code requirements.These judgments, Newberry observes, depend not only on the codes but on the unique context of the problem. Experiential knowledge at the higher levels of Blooms Taxonomy, he argues, is not condensed easily into generic principles that fit onto a DVD. Having interaction with an experienced person is crucial to the learning process.Yet significant exceptions exist. Raman Unnikrishnan, dean of the College of Engineering and Computer Science, California State University, Fullerton, CA, notes that top hardware and software companies already provide online troubleshooting, for example, which involves judgment and evaluation that fall under higher-level activities.Fullerton soon will introduce an online M.S. program in environmental engineering that follows the success of an online software engineering course. Yet he disagrees with the application of taxonomic rules to decide on the mode of instruction .Unnikrishnan points out that remote learning and collaboration have become crucial elements some would say competencies for software developers. Software developed in Los Angeles gets handed over to programmers in Ireland for the next shift, and on to Bangalore before returning to California the next day.E-training for hands-on coursework would not be as successful, he says. We have a large machine shop here. You can teach the basics through electronic media, but learning to operate the equipment, rendering complex shapes, and understanding safety and compliance has to be done on site.E-learning works best, Unnikrishnan says, with self-motivated individuals and materials that build on the students previous knowledge. Thus, classroom interaction may be critical for 101-level courses, but not for graduate work where students are already familiar with the basics. Although, he admits, There isnt a very strong research cousine for what Im claiming.Angelo DePalma is an independent writ er.Online training is cost-effective for students in remote locations or who are employed at traditional jobs. The downside is a lack of interaction.

The secret to hiring (and keeping) top tier tech candidates

The secret to hiring (and keeping) top tier tech candidatesThe secret to hiring (and keeping) top tier tech candidatesThe secret to hiring (and keeping) top tier tech candidatesMore and more, tech professionals cant be categorized as either passive or active candidates. Theyre just always on. They always have an ear to the rail theyre aware of their own value and are ready to take the next opportunity at a moments notice.There is so much opportunity, its hard for tech talent to turn it off, says Rod Adams, talent acquisition leader at audit and consulting firm PwC. For recruiters, theres good and schwimmbad news in this trend. The good news is that literally millions of coders, software architects and CIOs are out there right now with a never say never attitude to new career opportunities.The bad news? Yur next placement isnt closed until its closedand it could still unravel on the candidates second day on the job if something shinier and newer comes along.Heres how extreme tech turn over has become Googles median employee tenure is 1.1 years, while Amazons is just one year, placing both tech giants near the bottom for employee retention among Fortune 500 companies, according to a study by Payscale.Many of these tech pros are satisfied with their jobs, but feel little or no motivation to stick with them. Theyre always on simply because they can never escape the glare of recruiters attention.They make a hard decision to stay or to take a new opportunity, says Adams, and then theres an element of debating internally, Did I make the right choice?So how can you succeed in the era of the always-on candidate? We asked expert recruiters for advice on how to woo those candidates and continue to win new clients.Develop a sourcing strategy that engages candidates effectivelyIn 2019, a successful tech recruiting strategy must engage these cherished candidates. Theyre solid gold prospects, but many are jaded by a job market that makes them feel like nothing more than a pric ey commodity. The trick to differentiating yourself as a recruiter is to meet candidates on their own territory.We go where the talent is, says Karen Gardner, chief learning officer at ManTech, a government contractor that hires out its own tech employees to various federal agencies.One way that ManTech engages contract talent is by creating and maintaining communities of practiceforums for interaction with experts and resources in hot specialties like wolke technologies and offensive and defensive cybersecurity practices.Two of ManTechs communities of practice are called Network-Centric Solutions and Insider Threat Program, a cybersecurity forum.Our professionals really like getting together to hear about different contracts, says Gardner. Our communities of practice serve all of ManTech, providing the forums in which our professionals discuss best practices and common implementation patterns to deliver solutions that solve our customers most challenging needs.Recruiters must get m ore technical than everThe latest tools for recruiting can help you identify always-on candidates before you make contact.For example, there are AI apps that can predict whos more likely to leave a job based on their update activity on their social media profiles, says Sean Dowling, partner and manager of recruiting strategy at search firm WinterWyman Now theres software that can aggregate all these little clues. Entelo is one such application.Recruiters also need to be active in the verbunden forums where tech professionals live, by posting articles and updates on industry news, for example, Dowling says.I have shared commentary about new technologycomparisons between Angular 1 versus Angular 2, or software or new product releases, he adds. (Angular is a Java-based platform for building web applications.)Granted, you probably wont master the technologies that candidates live for, but you can at least demonstrate technical literacy.Some of our recruiters are as technical as the tech nical guys, and they get smart on emerging technologies just as quickly, says Gardner. Dowling adds Lots of recruiters dont know how to look at code samples. If you dont know how, you should learnperhaps from a candidate youve worked with for years.Recruiters may need to invest time to identify the forums where candidates in a given specialty hang out. You might recruit for a full day and find this one site thats really niche to your client, says Dowling. When searching the other day for React.js developers, I found a forum called Hackr.io, a group of React developers that pose questions to each other. In addition to user forums, Hackr.io features programming courses, meetup listings and tech industry news.Get personalfastto build alliancesTo succeed in the long term, tech recruiters need to dig in to build strong alliances with candidates. How? By showing candidates that youre invested in their future, not just the gig at hand.ManTech does this with a big education and training per k. Were the only employer in the region that offers free tuition to our employees, says Gardner.ManTech partnered with Purdue University Global to close talent gaps in cybersecurity. Fringe benefit For ManTech employees who are hired out on contract, turnover is 45 percent lower among those who take advantage of the tuition offer.In the long game of tech recruiting, it pays to keep in touch with candidates whether or not youve hooked them up for their current gig. We do have a focused alumni strategy, a team that drives engaging with alumni, says Adams of PwC. We provide continuing learning opportunities, so that we may be able to hire them back.