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8 Questions Successful Managers Ask Before the End of the Year

December 8, 2021 by Aylish DeVore

The end of the year is filled with annual performance reviews, P&L reports, end-of-year budget meetings, a never-ending to-do list, and a thousand other holiday errands. As busy as the end of the year wrap up may be, the opportunity of a fresh start and a new strategic perspective on the coming year is something all leaders should take advantage of. That being said, good business strategy cannot be reduced to a quick planning meeting. It is important to prioritize the time to self-reflect and ask yourself the right questions, because the strategy you plan now has a direct and lasting impact on what your next year will look like. Palena Neale emphasizes that it is vital that leaders make time to reflect on the past year in relation to business goals, actions, values, successes and, of course, their "best" failures.

As you sit down to review the last 12 months and begin planning future strategies, it’s common to feel overwhelmed and left asking, “where do I start?” We’ve gathered a list of the top eight questions successful managers ask before the end of the year to ensure you get started on the right track in the year ahead. These questions are designed to zero in on the important things that tend to get overlooked in the holiday haste. As a best practice moving forward, you can also implement opportunities to review and follow up on these questions quarterly. Checking in on these main ideas will lead to a more realistic view of the overall year and in turn be a more productive use of your time.

8 Questions Successful Managers Ask Before the End of the Year

Question #1: How would I Summarize the Year?

Looking back on the entire year can seem daunting but it’s a great first step in your reflection process. Take a step back and review the past year as a whole. How would you summarize the outcome? Check in with the business goals you had set for the year and see what was met and what fell short. Take this time to dive into the overall performance of your team, individual employees, and most importantly, yourself as a manager.

When looking at the overall performance as a team and individual employees, it’s important to remind yourself to humanize the workplace. It’s okay to report on highs and lows of the year and have open conversations around both. Collaborate with your team about next steps and break down the work that comes from it. When evaluating yourself, don’t be afraid to be brutally honest and truly look for areas of improvement. Once you gather your findings in each area, ask yourself what you can learn from each. List out clear takeaways that you can turn into actions items to accomplish in the future.

Question #2: Where was the Majority of My Time and Energy Spent in 2021?

Pull research and look back to find where your time was allocated the most and where it was lacking in the past year. Are these findings sustainable going forward? Do they make sense in relation to your business goals? When looking at how time was spent, try to pinpoint what caused stress and be aware of signs of burnout.

Stress in leadership can lead to more negative effects than just personal wellbeing – businesses in the US suffer a $300 billion loss every year because of workplace stress. Additionally, almost 60% of leaders reported feeling tired at the end of each day, which can be an indication of burnout. One recent survey found that 44% of leaders who felt worn and used up planned to move to a new company in order to advance their careers. When deciding how to disperse your time, remember that when you’re at your personal best, the company can succeed. Inga Bielińska, a coaching and consulting mentor, recommends looking at the coming year’s agenda and planning for family events to participate in, friends’ reunions or routine outings to go to, winter holidays, summer holidays, and regular “me time” to help combat stress.

Question #3: What Areas Can I Take a Step Back From?

According to a recent survey, developing the next generation of leaders is the top challenge for 55% of CEOs. In most cases, taking a step back will create the opportunity to delegate tasks and responsibilities to those who are ready to step up in the company. This allows you to encourage individual growth on your team and it frees up your time for overall business development opportunities. It’s a win-win. Remember it’s your team who has led the company to its success so far. Trust them to take on more responsibility and show you what they can do!

Once you identify areas you are able and willing to delegate, set aside the time and resources you’ll need to properly train the individuals taking them on. Avoid throwing anyone in the deep end and make sure they are confident in their new role and expectations. Additionally, schedule future meetings to follow up on how things are going after team members have had time to settle into those new responsibilities. This will allow them the opportunity to ask questions and will ensure you are both on the same page moving forward.

Question #4: Where am I in My Personal Five-Year Career Plan?

This is the time to be a little selfish. Just as you would evaluate business performance, it’s equally important to conduct personal evaluations. Check-in with yourself and your business goals – more specifically, where you are in your 5-year plan. You can do this by conducting a personal SWOT analysis and looking at it from a technical standpoint. Loren Margolis, from Training & Leadership Success LLC, suggests asking yourself questions such as, "What are my top leadership strengths and weaknesses?", "What are my growth opportunities?", and "What are the internal (mindset) and external (marketplace) threats to my success?"

In the same sense, take this time to revisit your long term goals. When answering these questions, you’ll determine if you’re on track with your goals and certain areas that need more attention. Remember that all goals are works in progress and you can add and adjust them based on where you are today. Once you’ve reflected and updated, you’ll need to develop an actionable plan to continue on the path to meeting those milestones.

Question #5: How is Overall Employee Engagement?

Once you take a look at your personal progression, the next step is to do the same for your team. This starts with evaluating employee engagement. Studies show that 78% of business leaders are focused on improving their engagements with employees. In turn, engaged employees outperform their peers that are not engaged – and overall, companies with high employee engagement are 21% more profitable. A good place to start asking the right questions is during employee performance reviews. G. Riley Mills, from Pinnacle Performance Company, shares that “despite common conceptions about workers receiving performance-based feedback, research shows that they not only want it, but they also want to give it to you. A whopping 65% of workers want more feedback – and that number swells to 80% for younger workers (76% of which also want to give their bosses feedback).”

Before the new year, carve out the necessary amount of time to meet with employees one-on-one to touch base. Take this opportunity to notice anyone starting to show symptoms of burnout, or those who need more of a challenge. Be sure to set the necessary follow ups to discuss next steps and note who will need more attention in the coming year.

Question #6: What Gaps Does the Team Have?

No team is perfectly balanced all the time, especially when the company needs to make changes to stay competitive – and that’s okay. When looking for gaps, it’s easiest to tackle this separately from performance reviews. Individual annual performance reviews are critical, but they don’t give a holistic, big-picture view of a team. Meet as a team and create an open discussion regarding where employees are noticing gaps – be open to feedback.

Once identified, categorize them by priority. Which gaps are the most important to close and which are less urgent? Analyze what it would take to close them, such as incentives for the team to work harder, redistributed duties, improved technology, new hires, or more training. Prioritize which gaps to close based on projects and available resources. Oftentimes this can lead to the realization of necessary budget increases for departments. Going into that discussion with this tangible analysis can help increase chances of approval.

Question #7: What Technology Changes are Around the Corner?

Automation, smart devices, IoT, cloud computing, and other advances are changing the landscape very quickly, even in businesses outside the technology industry. No matter the industry, ask yourself how you will remain innovative in the near future. As remote work has taken off in the past two years due to Covid-19, technology and processes have advanced quickly to meet the communication standards among teams working across the country. Many businesses have identified software, programs, and devices to implement or better utilize for reliable internal communication, streamlining processes, remote work, etc. The innovation of 5G has brought a particular shift in advancing technology we use daily.

More specifically – cybersecurity has proven to be more important every year. It’s crucial to keep teams up to date about what skills they need to stay competitive. Additionally, pay attention to market trends throughout the year – last-minute technology upgrades are never convenient or cheap. After you reflect on these points, you may find it’s time to hire new IT professionals or teams to manage internal technology advancements. Remember that Blue Signal can help!

Question #8: What Would a Successful 2022 Look Like to Me?

After all the self-reflection and input from the team, the last step is to set business goals and intentions for the year. The hardest part of goal-setting is being realistic. Keep in mind – not all dreams should be goals. A great place to start when mapping out your business goals is to ask yourself what will stay the same, what will change, and how. All of these answers should lead to insightful follow up questions and provide you with the necessary steps needed to plan for success.

When setting these intentions, it’s important to focus on hard numbers and actionable projects. In turn, this helps outline expectations and clearly communicates what considers a goal complete. The best goals have benchmarks and key performance indicators to measure success along the way. A great tip is to dig up your previous business goals - not just from this last year, but 3-5 years back - and look for trends. Look for similar, overly ambitious goals you tend to make year after year and decide how to make them more achievable or choose to scrap them altogether. If you find yourself getting stuck and unsure of what’s important, ask your team for input! This will ensure all department’s individual business goals are represented in some way when it comes to the company’s future plans.

Once you’ve settled on your goals – memorize them. Throughout the year you should be able to clearly visualize what you’re going to accomplish – almost manifesting the outcome. Share company business goals with your team as well and remind them to refer back to them often.

In the busy month of December, it is easy to get buried in small tasks and miss critical opportunities to get ahead in the coming year. Optimizing these questions can help you stay organized and zero in on important business goals and action items to take. When reflecting, remember to celebrate the wins as a team and try not to tread on the goals you didn’t hit. A new year is the perfect opportunity to clean the slate and start fresh with an ambitious mindset. Alexsys Thompson, from Alexsys Thompson Intl., states that “as a leader reviews the wins and losses of the previous year, it is powerful to revisit the wins that were experienced, and acknowledging the misses through story will help ensure lessons are taken forward as valuable learning experiences.”

As you build out your 2022 strategy, remember Blue Signal can be a vital resource! Our seasoned recruiters can partner with you to help answer these questions and deliver action items related to hiring to hit your business goals in the year to come. Contact our qualified team of recruiters to learn more about the wide range of services we offer.

Filed Under: Blog Posts, Career Advice Tagged With: #Business, 2022, 5 year plan, 5g, automation, budget, Business Development, business goals, Cloud Computing, cybersecurity, employee engagement, employee feedback, employee motivation, employee perks, EOY, evaluation, goals, hiring manager, hiring managers, holiday, innovation, iot, IT, leadership, long term goals, management, manager, new year, P&L, performance review, planning, Project Management, recruiter, recruiting, remote work, reporting, Reports, smart devices, strategy, strategy planning, technology, time management, WFH, Work from Home

The IT Certification Shortage: 10 Certifications That Will Get You Hired Fast

July 15, 2021 by Sam Kotowski

As the demand for IT professionals increases, employers are noticing a lack of certified candidates. A recent Everest Group survey revealed that 86% of enterprises consider the IT talent shortage to be a key barrier to achieving their hiring goals, citing an acute shortage in qualified, skilled candidates and a lack of technical skills in the current workforce. Employers are looking for candidates with IT certification that validate their skills and expertise. 

Whether you’re fresh into your IT career or a seasoned professional, attaining an IT certification can separate your resume from the stack and get you hired fast. The certification process is unique for each IT certification, so it is crucial to prioritize those that are most in-demand to improve your standing among the IT-professional candidate pool. In this blog, Blue Signal breaks down various in-demand certs by the skills tested, the certification process, and the benefits that set each accolade apart.

Cisco IT Certification, CCNA and CCNP logos

Cisco Certified Network Associate (CCNA)

According to Cisco, 78% of technology executives and managers consider technical certifications a critical success factor. The Cisco Certified Network Associate (CCNA) certification covers a broad range of fundamentals for IT careers, based on the latest networking technologies, software development skills, and job roles. As the most widely recognized and respected associate-level IT certification, the CCNA certification is designed to prove your skills in the ever-changing landscape of IT.

CCNA IT Certification At-A-Glance:

Skills tested: The Cisco Certified Network Associate certifications tests skills relating to network fundamentals, network access, IP connectivity, IP services, security fundamentals, automation, and programmability.

Certification process: To attain the CCNA certification, candidates must complete the 200-301 CCNA exam: Implementing and Administering Cisco Solutions. The exam is 120 minutes long and costs $300 USD. The exam is available in English and Japanese. The CCNA certification is valid for three years.

Benefits: The CCNA certification shows employers that candidates have mastered the essentials in network security, automation, and programmability, while being the most respected certification in the industry. According to IT recruiter Andrew Leeson, “A CCNA certification is still the most desired IT certification, and viewed highly favorably by organizations. This IT certification also tends to lead to higher salaries for IT professionals.”

Jobs you can get with the CCNA certification: 

  • Network Administrator
  • Systems Administrator
  • Network Analyst
  • Network Design Engineer
  • Network Infrastructure Engineer
  • Unified Communications Engineer
  • Solutions Design Engineer
  • Cloud Engineer
  • NetSuite Administrator
Why Get a CCNP Certification?
Recruiter Insight — Joanna Kimionakis, Senior Executive Recruiter

“Having this IT certification [shows] you have studied the newest, up-to-date technologies, and passing the [exam] confirms that you are truly knowledgeable in WAN, LAN, networking solutions, switching, and security. It validates your education and/or experience. Many employees require this IT certification, [so] having this on your resume will surely help you stand out in a crowd of applications. For entry level candidates, having a CCNA could help get their foot in the door!”

Cisco Certified Network Professional (CCNP) 

Cisco’s professional level certifications validate your overall knowledge in networking and a concentration of your choosing - enterprise, data center, security, service provider, or collaboration. The CCNP certification demonstrates your networking abilities while showcasing a technical focus in a two-part exam.

CCNP IT Certification At-A-Glance:

Skills tested: The CCNP certification tests candidates’ core knowledge of networking solutions and industry-specific topics in their area of concentration.

Certification process: The CCNP certification process includes two exams; a core exam and a concentration exam of candidates’ choice. The core exam, 350-401 ENCOR, is 120 minutes long and costs $400 USD. The concentration exams are 90 minutes long and cost $300 USD each. Similar to the CCNA certification, both exams are available in English and Japanese. 

Benefits: Recipients of the CCNA receive both a core certification and a specialist certification in the concentration area candidates chose - earning three certifications in one. Upon passing the core exams, the CCNP certification also serves as a qualifying exam for the Cisco Certified Internetwork Expert (CCIE) certification. Compared to other IT certifications, the CCNP is the most customizable and allows you to showcase your specialized skills.

Jobs you can get with a CCNP certification:

  • Network Engineer
  • Infrastructure Engineer
  • Network Analyst
  • VoIP Engineer
  • Systems Engineer
  • Network Design Engineer
Microsoft IT Certification, Azure Administrator Associate Certification and Azure Solutions Architect Expert certification logo

Microsoft Certified: Azure Administrator Associate 

The Microsoft Certified: Azure Administrator Associate certification validates skills regarding implementing, managing, and monitoring identity, governance, storage, compute, and virtual networks in a Microsoft Azure cloud environment. For this IT certification, it would be beneficial for the candidate to have at least six months of experience administering Azure prior to testing. Having a strong understanding of Azure services, workloads, security, and governance will set you up for the best success. 

Microsoft Certified Azure Administrator Associate IT Certification At-A-Glance:

Skills tested: The Microsoft Certified Azure Administrator Associate certification validates competency in managing Azure identities and governance; implementing and managing storage; deploying and managing Azure compute resources; configuring and managing virtual networking; and monitoring and backing up Azure resources.

Certification process: To obtain this IT certification, candidates must pass Exam AZ-104. This exam costs $165 USD and is available in English, Chinese (Simplified), Korean, and Japanese. To prepare for the exam, candidates are encouraged to take free, online study modules to gain the skills needed to become certified. Starting in June of 2021, Azure certifications are valid for one year and then must be renewed annually online for free.

Benefits: According to Fortune, 57% of Fortune 500 companies are using Microsoft Azure. As cloud computing continues to dominate the information technology industry, this IT certification will prove that candidates have the technical expertise to get the job done.

Jobs you can get with the Microsoft Certified Administrator Associate certification: 

  • Cloud Architect
  • Azure Developer
  • Solution Architect
  • Azure Architect
  • Cloud Engineer
  • Cloud Delivery Architect
  • Azure Engineer
  • Azure DevOps Engineer
  • Cloud Account Manager
  • System Engineer

Microsoft Certified: Azure Solutions Architect Expert 

According to Microsoft, the Microsoft Certified: Azure Solutions Architect Expert certification is for candidates who have subject matter expertise in “designing and implementing solutions that run on Microsoft Azure, including aspects like compute, network, storage, and security.” Candidates pursuing this certification will be responsible for advising stakeholders and translating business requirements into secure, scalable, and reliable cloud solutions. As an expert level IT certification, the Azure Solutions Architect certification requires advanced experience and understanding of IT operations, Azure administration, and DevOps processes.

Microsoft Certified: Azure Solutions Architect Expert IT Certification At-A-Glance:

Skills tested: The Azure Solutions Architect certification assesses the ability to implement and monitor an Azure infrastructure; implement management and security solutions; implement solutions for apps; implement and manage data platforms; design monitoring; design and identity security; design data storage; design business continuity; and design infrastructure. 

Certification process: The Azure Solutions Architect expert requires candidates to pass two exams — Exam AZ-303: Microsoft Azure Architect Technologies, and Exam AZ-304: Microsoft Azure Architect Design. Both exams are available in English, Japanese, Chinese (Simplified), and Korean and cost $165 USD. Free, online study modules are also available for preparation for these exams. Like the Azure Administrator Associate certification, this certification is valid for one year and then must be renewed annually online for free.

Benefits: The Azure Solutions Architect Expert certification validates candidates’ ability to accomplish technical tasks. Candidates that earn the Expert certification are more qualified to hold senior positions, such as Senior Azure Engineer or Senior Cloud Solutions Architect, which may result in a higher pay grade. 

Jobs you can get with Microsoft Certified: Azure Solutions Architect Expert: 

  • Senior Azure Solutions Architect
  • Cloud Solutions Architect
  • Azure DevOps Engineer
  • Azure Security Engineer
  • Azure Data Scientist
Why Get an IT Certification?
Recruiter Insight — Brent Stokes, Recruiting Manager 

“Sure, certifications show that you have attained a certain level of knowledge in a particular field, technology, or practice area… BUT, one of the most overlooked advantages to gaining a certification is what that means about you as a professional. As a recruiter, when I see an IT certification, I see someone who is willing to invest in themselves and in their career, whether investing time, money, or both. I see someone who is committed to improving themselves, someone who looks critically at their strengths and weaknesses and commits to developing their skills, and someone who will continue to grow even after I hire them. Is this true of 100% of people who have certifications? Of course not. Is it a good leading indicator? Absolutely.”

Project Management certification, PMP Certification and CSM Certification logo

Project Management Professional (PMP) Certification

The Project Management Professional (PMP) certification assesses project leadership skills through predictive (waterfall), agile, and hybrid approaches. To earn a PMP certification, candidates must meet the following requirements: a four-year degree, 36 months of experience leading projects, and 35 hours of project management education/training or CAPM Certification; or, a high school diploma or an Associate's degree, 60 months of experience leading projects, and 35 hours of project management education/training or CAPM certification.

PMP Certification At-A-Glance:

Skills tested: The PMP exam tests skills in the following areas: people, process, and business environment. The exam covers conflict management, leadership, team performance, training, negotiation, project execution, budget and resource management, schedule management, product/deliverable management, scope management, project compliance, business environment changes, organization change, and more.

Certification process: To earn the PMP certification, candidates must apply to take the exam to validate their project management experience and education. Once the application is accepted, candidates must pass the PMP Exam — a 180 question, multi-choice exam. The exam fee is $405 USD for a PMI member and $555 USD for a non-member. After being awarded the PMP certification, candidates must maintain their certification by engaging in professional development through the Project Management Institute. Renewal is required every three years.

Benefits: The PMP certification is the top-ranked project management certification in North America, according to CIO Magazine. Additionally, PMP holders’ salary in the U.S. is 25% higher than those without the certification, according to PMI’s most recent Project Management Salary Survey.

Jobs you can get with the PMP certification: 

  • Senior Project Manager
  • IT Project Manager
  • Technical Project Manager
  • Professional Services Project Manager
  • Engineering Manager
  • Delivery Project Manager

Certified ScrumMaster (CSM)

The Certified ScrumMaster (CSM) certification tests candidates’ ability to understand Scrum values, principles, and practices. Through the required training, candidates will learn the Scrum framework and gain an understanding of team accountabilities, events, and artifacts. Candidates with the CSM certification validate their skills to help businesses innovate faster, move from idea to delivery more quickly, drive higher customer satisfaction, and increase employee morale through the utilization of the Scrum framework.

CSM IT Certification At-A-Glance:

Skills tested: The CSM certification assesses skills related to the understanding of Scrum and Agile, Scrum theory, Scrum values, Scrum team, ScrumMaster, Scrum events, and Scrum artifacts. Scrum Alliance’s content outline breaks down these domains further.

Certification process: To attain the CSM certification, candidates must complete a live online or in-person CSM course; the courses are taught by a verified CSM trainer and offer at least 14 hours of interactive instruction. The prices of the courses vary by instructor, with the average price being around $500 USD. Once the course is completed, candidates must pass the 60-minute, 50 question CSM exam. 

Benefits: ScrumAlliance, the issuer of the CSM certification, claims holding the Certified ScrumMaster certification gives candidates the opportunity to demonstrate their knowledge of Scrum; guides their team to effectively use Scrum and understand why Scrum values are so important; increases career opportunities and expands their professional community; and improves leadership skills and ability to influence organizational change. According to Indeed, 72% of job seekers said “(helping) career progression” was the biggest reason for earning their CSM certification. 

Jobs you can get with the CSM certification:

  • Scrum Master
  • Software Engineer
  • Business Analyst
  • IT Business Analyst
  • Project Manager
  • IT Project Manager
  • Cloud Software Architect 
  • Application Architect
  • Technical Product Manager
IT Certification from ISC2, CISSP and CCSP logos

Certified Information Systems Security Professional (CISSP)

The Certified Information Systems Security Professional (CISSP) certification validates the skills it takes to effectively design, implement, and manage a cybersecurity program. Candidates pursuing a CISSP should have the expertise and in-depth knowledge of cybersecurity strategy and implementations.

CISSP IT Certification At-A-Glance:

Skills tested: To attain the CISSP certification, candidates should have expertise in the following eight security domains: security risk and management, asset security, security architecture and engineering, communication and network security, identity and access management (IAM), security assessment and testing, security operations, and software development security. 

Certification process: To qualify for this IT certification, candidates must pass the CISSP exam and have a minimum of five years of work experience in one of the eight domains listed above. The exam consists of 100-150 questions with a three hours time limit and is available in English, Chinese, Japanese, French, German, Korean, Spanish - Modern, and Brazilian Portuguese. Once the exam is passed, the candidate must complete the endorsement process; this includes agreeing to the (ISC)² Code of Ethics and paying their first annual maintenance fee of $125 USD.

Benefits: The CISSP certification is accredited, recognized, and endorsed by leading organizations around the world. According to (ISC)², “cybersecurity professionals who earn the CISSP are among the most sought-after security experts in the world.” 

Jobs you can get with a CISSP certification: 

  • Chief Information Officer
  • Chief Information Security Officer
  • Director of Security
  • IT Director/Manager
  • Security Systems Engineer
  • Security Analyst
  • Security Manager
  • Security Auditor
  • Security Architect
  • Security Consultant
  • Network Architect 
Why Get the CISSP Certification?
Recruiter Insight — Andrew Leeson, Senior Executive Recruiter

“With the importance of IT Security being vital to organizations in today’s world, a CISSP certified professional stands out when reviewing interested candidates’ backgrounds for IT Security opportunities.”

Recruiter Insight — Joanna Kimionakis, Senior Executive Recruiter

“Right now, [CISSP] is huge. This certification shows you are up to date with the newest solutions to cyber security and hacks, [and have the] knowledge of latest security threats and trends. Having this shows you are an expert in security and this certification is only obtained by highly experienced professionals.”

Certified Cloud Security Professional (CCSP)

The Certified Cloud Security Professional (CCSP) certification is for IT and information security leaders that want to prove their expertise in cloud security architecture, design, operations, and service orchestration. The CCSP certification is awarded by (ISC)², the same organization as CISSP. This certification shows candidates’ technical expertise in best practices, policies, and procedures in the cloud.

CCSP IT Certification At-A-Glance: 

Skills tested: The CCSP certification exam tests the skills in the following domains: cloud concepts, architecture, and design; cloud data and security; cloud platform and infrastructure security; cloud application security; cloud security operations; and legal, risk, and compliance. 

Certification process: Similar to the CISSP certification, to qualify for the CCSP certification candidates must pass the exam and have a minimum of five years of IT work experience, of which three must be in information security, and at least one year in one or more of the domains listed above. Recipients of the CCSP certification must then complete the endorsement process of agreeing to the Code of Ethics and paying the $125 USD annual maintenance fee.

Benefits: Just like the CISSP certification, the CCSP is highly accredited, recognized, and endorsed by leading organizations. Certification Magazine lists the CCSP certification among the top 75 certifications in 2021, ranking it as the number one IT certification professionals plan to take to advance their careers.

Jobs you can get with a CCSP certification: 

  • Enterprise Architect
  • Security Administrator
  • Systems Engineer
  • Security Architect
  • Security Consultant
  • Security Engineer
  • Security Manager
  • Systems Architect
AWS IT Certification, AWS Certified Solutions Architect - Associate and AWS Certified Cloud Practitioner IT certification logo

AWS Certified Solutions Architect - Associate

The AWS Certified Solutions Architect - Associate certification is “intended for individuals who perform a solutions architect role and have one or more years of hands-on experience designing available, cost-efficient, fault-tolerant, and scalable distributed systems on AWS.” Candidates pursuing this IT certification should have at least one year of hands-on experience designing secure, high-performing, cost-effective, and scalable systems using AWS services.

AWS Certified Solutions Architect - Associate IT Certification At-A-Glance:

Skills tested: The AWS Certified Solutions Architect - Associate certification exams test the knowledge of how to architect and deploy secure and robust applications on AWS technology; the ability to define a solution using architectural design principles based on customer requirements; and the ability to provide implementation guidance based on best practices to the organization throughout the life cycle of the project.

Certification Progress: The AWS Certified Solutions Architect - Associate certification is a 130-minute exam consisting of 65 multiple choice or multiple response questions. The certification exam costs $150 USD and can be taken at a testing center or online. It is available in English, Japanese, Korean, and simplified Chinese.

Benefits: Having the AWS Certified Solutions Architect - Associate certification shows employers you have the validated skills to architect and deploy available, cost-efficient, fault-tolerant, and distributed systems on AWS. According to Global Knowledge, the average salary of an IT professional with this certification is $130,883 USD - which is nearly 25% higher than their non-certified counterparts. As cloud technology continues to increase in popularity, those with the AWS Certified Solutions Architect - Associate certification will be ahead of the game, and stand out from the stack.

Jobs you can get with an AWS Certified Solutions Architect certification:

  • AWS Solutions Architect
  • Cloud Solutions Architect
  • Cloud Architect
  • Operations Engineer
  • Cloud Application Product Owner
  • Technical Release Manager
  • Systems Administrator

AWS Certified Cloud Practitioner

The AWS Certified Cloud Practitioner certification validates skills related to implementing cloud initiatives, cloud fluency, and foundational AWS knowledge. AWS recommends candidates have at least six months of exposure to the AWS Cloud; basic understanding of IT services and their uses in the AWS Cloud platform; and knowledge of core AWS services and use cases, billing and pricing models, security concepts, and how cloud impacts a business.

AWS Certified Cloud Practitioner IT Certification At-A-Glance:

Skills tested: The certification exam tests a candidate’s ability to complete the following tasks: explain the value of the AWS Cloud; understand and explain the AWS shared responsibility model; understand security best practices; understand AWS Cloud costs, economics, and billing practices; describe and position the core AWS services, including compute, network, databases, and storage; and identify AWS services for common use cases.

Certification process: To earn the certification, candidates are required to pass the AWS Certified Cloud Practitioner Exam (CLF-C01), a 90-minute exam consisting of 65 multiple choice and multiple response questions. The exam costs $100 USD and is proctored online or in-person at a testing center. It is available in English, Indonesian (Bahasa), Japanese, Korean, and Simplified Chinese. The certification is valid for three years. 

Benefits: As one of the cheaper certifications, the AWS Certified Cloud Practitioner credential certifies your understanding of cloud computing. As more companies transition to using cloud systems and services, this IT certification will continue to rise in demand for employees. 

Jobs you can get with an AWS Certified Cloud Practitioner certification: 

  • Developer
  • Solutions Architect
  • DevOps Engineer
  • Network Administrator
Why Get the AWS Certified Cloud Practitioner Certification?
Recruiter Insight — Jason Parker, Senior Executive Recruiter

“Having an AWS Certification is highly recommended because it’s the most widely used technology. More and more companies are moving to the cloud platform and AWS is certainly the most recognized leader of cloud service providers. Potential employers want to see [candidates’] expertise by getting the certification, and will also get [candidates] a better paycheck in the long run.”

As the demand for IT certifications grows, employers are going to be looking for candidates that have proven their expertise and can solve problems businesses are experiencing today. Candidates with IT certifications are positioned to get hired fast by being more qualified than their uncertified counterparts; being certified can also increase their salary, and ensure job security as businesses expand their IT needs. When considering which IT certification to get, candidates should consider the skills tested and the certification process, and ultimately choose the IT certification that best suits their current skillset and their career goals. Updating their resume and/or LinkedIn profile with the relevant training and certifications is a great way for IT professionals to stand out from the stack in their next job hunt. As experts in the IT space, Blue Signal is equipped to help both clients and candidates navigate these important decisions surrounding IT certifications, and how to combat the talent shortage with knowledge and strategy. Contact us today to learn more about how we can partner on your next IT search. 

Filed Under: Blog Posts, IT, Recruiter Tips Tagged With: aws, AWS Certifications, Azure, CCNA, CCNP, CCSP, Cisco, Cisco Certifications, CISSP, cloud, Cloud Certification, Cloud Engineer, Cloud Security, CSM, DevOps, IT, IT Certifications, IT Project Management, IT Security, Microsoft, Microsoft Certifications, Network, Network Administrator, Network Analyst, Network Design, Network Engineer, Network Security, PMP, Project Management, Project Management Certifications, Scrum Master, Security Certification, Solution Architect, Systems Administrator, UC, VoIP

Top 6 Benefits of Contract Staffing

October 15, 2020 by Amber Lamb

Making the decision to hire is the easy part. Whether you have a busy season that calls for increased workloads, are starting a new project, or have a hole in your ranks - it’s easy to tell when it’s time to bring new talent on board. The hard part? Deciding how to make this hire. After ironing out your budget, the role’s responsibilities, and the timeline you need to hit to match your urgency, you’ll have to decide the type of hire you want to make.

There are several benefits to making a permanent hire - but what you don’t often hear about is the benefits of hiring someone on a temporary basis. Ultimately, you must decide what it is you want to accomplish with this hire. Leverage this list of top 6 benefits to find out if contract staffing is right for this position, and prioritize what it is your organization needs from this addition to the team. 

1. "Try out” new hires - without the risk

In some cases, making a new hire might impose a great risk on your organization. Maybe you have never hired someone for this role before, or perhaps the business needs the help but is in a precarious financial situation. Bad hires can cost organizations up to 30% of the employee’s first-year earnings, according to the US Department of Labor. CareerBuilder found that this averaged around $14,900 per poor hire. While the ultimate goal is to find an amazing fit for the organization and need, sometimes the candidate just isn’t suitable for the role. By hiring on a temporary or contract basis before fully committing to a permanent hire, you are limiting your risk, exposure, and staffing costs.

The temp-to-hire model gives the best insight into the success of the role and/or the employee! Better yet, it gives you time to build out your organization in the event of a new reporting structure or team. Say you were creating an entirely new business unit and trying to decide whether or not a job function should be split into two roles - having a temporary contractor on board could give you insight into the role’s bandwidth. The contractor can give their honest feedback without fear of it hurting their position, and it protects future full-time employees from taking on too much of the strain of growing pains. The insight is endless! 

 

2. Access highly skilled, niche experience 

Contractors generally have more of a project-based background. While the typical hiring model gives preference to years of experience, it really leaves out the advantage that these contractors possess. They were brought into organizations for their expertise - and in a shorter time frame have touched more software and variables, while gaining more insight into that area of focus than the usual full-time employee. They didn’t have to be taught overall company processes, the ins and outs of the business, and so on - they spent their time handling the issues at hand. By having shorter job stints, with more focus on the project than the overall organization, you are able to tap into niche experience without the looming price tag of a long-term salary contract. 

Consultants are a superb resource for project-based initiatives. Say you have a large systems conversion that is estimated to take 1-2 years to complete. A consultant can bring hyper-specialized expertise to the organization and get the project done right. In the end, you aren’t stuck with a specialist on a W2 when moving forward, a generalist would be more beneficial. 

Fast Facts_ Benefits of Contract Staffing Graphic

3. Gain an immediate impact 

If you are looking to make a hire to complete a particular project or short-term job function, hiring a temp makes it easier to assign job duties and manage the scope of the role. You can easily narrow the role to fit the particular venture. Whether your need comes from last-minute projects, increased workloads in a busy season, newly awarded contracts, and even employee absences - the temp hiring model can help bridge the gap. No team building, culture fit, company onboarding, or non-role related training required - especially when working with a staffing company or talent acquisition firm. 

Recruiters can help qualify candidates on skillset and conduct background checks, making the hiring process virtually hands free. Contractors typically require little to no supervision or training, giving time back into the pockets of those managers and trainers you would otherwise need to schedule into the mix. This saves you time and effort - but protects candidates as well! They are able to jump into a position, build their skills, and not have to worry about the politics of a long-term role. They get to fast forward to the reason they are there - to build their skillset, utilize their knowledge, and make an immediate impact on an organization. 

 

4. Secure mutually beneficial flexibility 

Hiring temporary employees gives companies the ability to respond to market changes and business needs as they happen. As mentioned, contract workers can help bridge gaps and provide flexible coverage for a variety of needs. Hire when you need it, and don’t continue contracts when you don’t. The best part? This adaptability is beneficial to candidates as well. 

One misconception of staffing is that it provides no job security on the employees’ end. However, with contracting they are able to truly select their work environment and choose which projects they would like to participate in. They can take roles based on the skills they want to gain, the expertise they hold - and if they get all they want out of a role, they can move to the next with no concern for “job hopping”. Contractors take advantage of this freedom by gaining marketable skills as the industry evolves - and achieve job security by staying ahead of the curve on the newest trends and technologies, while expanding their skillset portfolio. 

 

5. Lead with ease of management 

When working with talent acquisition agencies, the general management of the employee is usually left to those outside groups. You would only ever work with one recruiter - spelling out your requirements and leaving the discovery and qualification of candidates up to them. The recruiter will conduct the background checks, interviewing, qualification matching, and reference checks. Then, even after signing a contract and bringing them on board, most agencies will manage the candidate’s benefits administration, payroll, time-off requests, and insurance. For those publicly traded companies, this avoids the risk of finances and lowers your official headcount. 

Further still, if the candidate isn’t working out, the end of the contract gives an easy way out without the emotional stress of a fire, and with no explanation needed. The contractor has these expectations set early. Worst case, they finish out what they were brought in to do then leave. Best case, you found a potential temp-to-hire without assuming any risk of making a blind full-time hire. 

6. Reduce hiring costs 

With contract staffing you only pay for what you want, when you need it. You pay for their hours worked, and the agency fee would cover their benefits and other finances. This fee is always much lower than the cost of a new permanent employee. The Society of Human Resource Management found that the average cost to onboard a new employee in 2020 is $4,129 - with 42 days to fill the position. That doesn’t factor in the cost of leaving a position open while looking for the right candidate. In 2019, the average cost per open role was $18,000 per month. Can you afford to wait 42 days - at $18,000 per 30 days - and then pay to onboard? Before a perm hire can make an impact on an organization, it’s likely that you’ve lost over $20K just in the process of getting them into a desk. 

Cost of Bad Hire Case Study Graphic

With staffing, you can drastically reduce that price tag. And with Blue Signal, our Staffing Division offers a 48-hour turnaround to get contractors hired fast. We match your level of urgency and can get staffing for your open roles quicker than it’d take to onboard a full-time employee. Contact us today to discuss your options, and see if contract staffing is right for your business. As your partner in the process, we specialize in a business’ most important aspect - talent. 

Filed Under: Blog Posts, Staffing Tagged With: Contract Staffing, Contracting, Contractors, hiring, hiring tips, Project Management, recruiting, staffing, Talent Acquisition, Temp to Hire, Temporary Hire, temporary staffing

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