The biggest question roaming around the industry is why one should go permanent rather than temporary? Well, there are many cons and pros defending the question; more to it the people in the room think that they may earn more with permanent positions along with many benefits. In some instances, this may be in another case. You have to look at the amount of work over a whole year and the bigger picture. While this might not always the best thing to jump into.

Taking a good break and moving in the right direction and up the ladder will definitely bring good progress in your career. This is what you see a lot in senior and permanent employees; who actually earn almost as much as they can from their professional and personal experience. More to salary; you will also entitle to have the below-mentioned privileges’ which include:

Here are few pros and cons of Temp Vs Perm

Temporary

Transparency & Flexibility

Most essential reasons most candidates look before they step in any organization is transparency and flexibility. Both of the reasons are cited by many candidates who are looking for Temp positions. The length of the projects they will be put in will give the exact picture about the time frame they will stay in the temporary project; but in addition, there are plenty of options like project contract extensions, holiday’s, flexibility in the working hours and more are attracting the jobseekers to opt for temp positions. Temp work is always a good option for those who want a bit of freedom and flexibility in their role.  

Financial Opening

Temp work is not just about flexibility and transparency, but the financial opportunities for temp workers are high and potentially more compared to the permanent employees; even the employers don’t need to be anxious about sick pay, holidays or pensions, and paying cash free for daily rate while as in permanent positions.    

Diversity & Practice

Many candidates like to opt for temp projects as they have diverse opportunities to go with and they can easily plan their lifestyle along with choosing the right fit role with good exposure.  There are fewer politics to worry about and no need to think about the benefits that come of gaining experience with diverse employers. Here you will have ample of opportunities to pick and work with.

Employer’s Choice

The best reasons that the contract market continues to thrive today is - it’s great for employers too; they have a choice to pick the employee with their required requirements.  With restrictions in their place, the hiring process for full-time is tougher than the temp positions. Filling the requirement for a certain period is manageable by offering good package and benefits.  However, for many employers, the contract can be a good alternative; as contractors often find themselves in high demand.

Permanent

Association & Safety

Today if we see, many employees are looking for these two reasons which are associated with their jobs and provide them the safety they are looking in for. Close association and safety are two essential things for the employees in today’s work atmosphere. Both need to be closely associated with any kind of work you are going with. Most of the employees like to pick permanent jobs for good association and safety. Whether they’re actual or apparent these kinds of benefits are more usually associated with permanent roles than temp positions.

Getting Further

A permanent position is more defined than temp and often offer strong career path than contract roles with clear opportunities towards the advancement within the organization. Moreover, the permanent employees are more likely to make a choice on the rewards of their hard work on a project than temp, who may previously be on their next project when the approvals are handed out.

Secured Pay

While choosing the temp role can add big numbers in your pay and make your financial map high.  However, a guaranteed pay cheque by the end of each month is a huge incentive for permanent employees, along with the benefits that come within – holiday pay, sick pay and any other bonuses the organization might offer.

Know where you like to land

Though flexibility, diversity, financial stability, are great for some employees, but what others are thinking to opt is what we need to prefer to know and where they are based and what are they doing on a daily basis. However, the permanent roles tend to offer to more locked-down employment practice.

What to opt?

While it is impossible to predict whether a temp or perm, obviously, there’s no ultimate answer to this question - the right answer is the one – that right fits for you.

But whichever side you like to choose, we will help you fit in that role as we being the best recruitment partners for many years now.

Digitalization, digital networking, research, network automation, education and educational networks; are all these the buzz words of recent technology and for education institutions?  Why everyone is talking about digitalization and networks, how are these both interconnected; and what is network automation and education networks are what we are going to know on this blog today .

While what the smaller research say about the education networks and individual campus networks; we can say that both stand for the same aim which is implementing education through current network automation strategies and tools. Are these tools, strategies, and significant efficiencies or the network automation wave more hype than these smaller institutions?

Let us look at some of the regional networks, how they are succeeded and what are the challenges involved in this path of deploying various network automation with relatively small and outsourced staff and support. Also discussed will be the experience of working with this diverse technology and how it increased the awareness about the possible proposed value of network automation and how regional’s can assist smaller schools through this network path. 

Digital learning and collaboration have become an essential part of today’s education. From k-12 schools are implementing the methods of digital learning. These blended learning methods and one to one computing programs are reshaping the classroom studies and engaging more students to become tech-savvy’s. The higher educational institutions are announcing BYOD- which means bring your own device concept; students are also allowed to use their smart phones, laptops, tablets and other gadgets to be connected. This helps the institutions to meet the unprecedented demand for connectivity with high performance and to get recognized as highly reliable campus and data network center solution provider.

Challenges:

The hike of latest technologies, mobile devices and growing appetite for applications and rising security concerns are placing new burdens on educational networks. To meet these challenges, schools are expanding their networks to meet student and faculty expectations for high performance, highly reliable, and always-on connectivity.

The school network is always mission-critical, and downtime will be more and un-tolerable when class lectures, research projects, assignments are involved. We can see diversity and richness using these educational applications as learning is increasingly leveraging interactive curricula, collaboration tools, streaming media, and digital media. The success of the Common Core Assessments hugely depends on connectivity. The higher education, universities, and colleges that have poor quality, non-ubiquitous network access, quickly discover that this is affecting their registration/enrollment rates.

The other challenge is with the number of Wi-Fi devices and the types of devices students bring to a university or college campus; Students commonly have three or more devices like; smartphone, tablet, laptop, gaming device, or streaming media player and expect flawless connectivity. While higher education is deploying wireless IP phones for better communications, IP video cameras to develop physical security, and sensors for a more efficient environment. The projections for the Internet of Things, which will connect hundreds of billions of devices in a few short years, are nothing short of staggering.

The trends that educational networks are looking today for students, faculties and administrator expectations is that of for the connectivity which is rising and the complexity and cost of networking are also growing exponentially. In addition to this growth, the “adding on” to networking equipment for old designs is causing the network to become ever more fragile. IT budgets are tight, and technology necessities are growing faster than the funding.

What if schools took a step back and had a unique opportunity to proactively aim their networks to meet the challenges which hit today and tomorrow? What if deploying the network was simple, not a manual, time-consuming chore? What if your initial design and build could scale for years to come, without having to build configurations on the fly every time? What if networks were easier to plan and build, configure and deploy, visualize and monitor—and had automated troubleshooting and broad reporting?

The tools which are of high configurations help the educational networks are Juniper Networks, HP, CODE42, DLT, EKINOPS, Level 3, cloudyCluster, OSI and much more. It’s time to update the educational institutions towards the design, building, and maintaining the network and taking the advantage of automation and modern management tools to create scale, consistency, and efficiency.

Stressing yourselves and struggling to grab the dream job is not that tough today if you carry confidence, knowledge and most importantly when you are a team player with all the skills in you. You need to stand in the competition and it can be strong when applying and be interviewing for your dream job. But it cannot be a stop to anyone when you have the desired skills. It’s a pretty rare thing that you are the only candidate for a job, in those cases, you will be approached by a company anyway, be rest assured and face the questions and the completion of the interview process. Try to get the edge on the other candidates who are with you by analyzing their skills and if they carry any extra degree.  But how to do that is what we are speaking out on this blog. Try these simple ideas — here are some ways to help you stand-out from the other candidates.

Your Curriculum Vitae (CV)

Reaching out the consultancy or an employer is essential and the first challenge for anyone to get their dream job. But, this will only happen when your CV represents you better than what you are. This plays a vital role to get an interview call or a mail, and then it’s your task to present yourself and grab the job. Make sure that your CV is tailored to the job spec ified and the role offered.

• Add objective and your aim and goal to help the organization
• Include most relevant experience in chronological order
• Make a list of all your background information, and then organize it into categories
• Experience and training should be listed in
• Highlight your skills and Accomplishments
• Rewards and Awards if any
• CV should be well laid out and easy to understand
• Make sure the details are accurate and do not forget to spell-check

Don’t Fail to prepare & prepare well to fail

Once your interview is secured, and you are all set to join your dream job. Set aside time to prepare well and try to get all the relevant information about the company you are joining. This is the exercise you need to follow before you are hitting the interview and the time you are joining the company too. Before you are hitting the interview you need to make a note of the company’s history, teams, what are they into and what they do to others?

• Prepare for the questions you need to answer and you need to ask also
• Read the job description thoroughly and make notes on key skills and experience required
• Be able to explain your relevant experience
• Research about the company well
• Be prepared to answer questions like; why you want to leave your current role and why should we hire you? What can you bring to us?
• You should also prepare some questions to ask at the end of interview around the organization, team structure, management etc

STAR Method

This is a simple method, which will help you to answer the most challenging and competency based questions. Today organizations are very keen to know what was the situation that you have met, how did you deal with it and what was the solution you gave. This is the stage you can prove yourself and how your employer did grade you to be the best player.

A situation or Task: Describe the situation you were confronted or the task; that you needed to accomplish in a shorter time.

Action: Brief how you reacted towards the situation and what you did; this is where the interviewer will be looking for the explanation and how you used skills and attribute that they are testing. Make sure that you take the personal approach as the interviewer needs to hear about your actions, not the teams.

Result: Explain how it all ended. Use this as an opportunity to describe what you accomplished and learned from the situation.

Appearance

No matter what the role is or the organization you are attending; remember that for all little things you need to pay.  Make sure for the grammar check, spell check in your CV and what you are wearing. Do not select the clothes which make you feel sick, wear right clothes that fit you the best.

Most of the people aren't going to notice the difference, but some will, of course, do it; but don't go to impress people, which will land you somewhere else. The most important thing is to look professional. Tattoos covered up. One pair of earrings for women; or none is also fine, no earrings for men. No facial piercings at all .

• No matter what level or position the interview is for you, just remember to dress sharply.
• If you are going for the senior position then wear a full suit that is comfortable and fit you well.
• Avoid loud colors.
• If you have any dress code, then make sure you are on it.

Attitude

Your attitude plays everything when you are facing interviewer.  Carry positive body language and attitude. Greet, smile and give the interviewer a firm handshake when you meet him or her. Make eye contact and actively engage with the interviewer, and lean slightly towards the interviewer to show your engagement in the conversation. Do not look up or down, not even to the sides of the interviewer when speaking, as this can be interpreted as disinterest or apathy.  Thank the interviewer sincerely for the time and opportunity and express your excitement about the employment possibility.

• Listen intently and then answer & ask relevant questions at the appropriate time
• Maintain low pace and speak in a minimal voice
• Never criticize or complain about your past employers
• Be confident. This is the time everyone experiences the nervousness for an interview but it is important to show confidence in your skills and ability to perform in the role.
• Be enthusiastic: Talk about your roles, what you can do, what you like about the organization, why you are you so interested in the current role

As a head, it’s the manager’s role to encourage his employees to surpass their expectations by taking responsible risks.  An efficient leader can either embrace diverse thinking to measure one’s talent to innovate or distract the whole team to fall down.  Never undervalue an employee’s ability as it will break the employee to perform. Have proper understanding before you evaluate or test your employee's abilities and potential.

A manager or a head should carry the skill to motivate his employees; as this is one of the greatest skills an entrepreneur should hold while leading a process or a team. Every organization goes through some tough growing pains, and this may be because of many reasons; like lack of infrastructure, resources, or cash would also make it extremely difficult to improve the company morale, but cash should not be a reason to discourage your employees. Even if you are wealthier, don’t show the money, which will not work.

Let us look at some better ways to boost the morale.

Be Kind & Praise

Everyone wants it and this is one of the greatest and easiest things to give. A praise from the CEO goes a lot beyond then you might think, but a small appreciation from the head is a good gesture to any employee. Praising every improvement that you see in your team members make them happy for sure, but it also increases their confidence and love towards their work.

Get Divest of the Managers

Can we not think any project without a project manager in any organization? That doesn’t seem to be happening also? But can we try it? Putting aside a project lead or a manager and empowering your staff to work together as a team rather than everyone reporting to one individual can do wonders. But which organization will think about it? The question here is what’s worse than letting your supervisor and your team down?

A manager or a supervisor will help or make the people to work together as a team, and this will often produce better projects faster. If the team is strong and united all the team members will enjoy the work and like to  come in early, stay late, and devote more of their energy to solving the problems and deliver the project as estimated.

Respect their Ideas

Instead of always being the boss and telling people what they need to do. Make them share their ideas and see if that may work well. People hate being told what to do; they like others to respect their ideas and this has also worked well in many scenarios.  You can add your idea to what they say to mix the ideas and promote them or proceed.

Do Not Criticize or Correct

No one will be ready to take criticism or corrections in their work. This will not only de-motivate them but also pull them down, which is not a good task for any organization. Try different options to explain to them why it will not work. Or you can even take an indirect example to get people learn and improve, from their mistakes, and fix them at the earliest. Ask, instead of pointing them for the mistakes you can ask them the best way to approach the problem and how best you can fix it.

Treat as Leaders

Making everyone leaders may sound different, but it’s not making them leaders, but making them feel that you give importance to their decision and respect it. Have top performers’ get introduced in the teams and organization and highlight their performance and strengths to let them know that because of their excellence, you want them to be the example for others. Set-up appreciations and calculation bars to show-up their performance; which will motivate them to live up to their reputation as leaders.

Give a Surprise

Take your team out and have a good talk. Introduce new policy which will help them and company grow.  This is an easy way to remind them that you notice and appreciate their work and this may also help others to be close to the team and think what they are missing out.  

Rewards & Recognitions

Both of them play a vital role in motivating your employees. This is an old technique, but believe me, it works wonders. When an organization thing or recognize their employee's performance and it is rewarded its self-makes your employee feel positive about their company. Announce their performance in front of teams, or stick on whiteboards or treat them with goodies. You can do this every quarter or by the half of the year. Start reward and recognition policy which will help the organization to walk closer with their teams.

Have Company Get Together

Doing things as a group will not help in many scenarios, instead, plan for a company get together once in a while; as this can go a long way. Have a company picnic or anniversary. As many companies are even missing their anniversaries due to lack of time. Holding happy hours is a good idea now and then; don’t wait for holidays to do such activities. Organize events once in a year or the time your project is out will remind your staff that you’re all in it together.

Share the Rewards

When your company does well or your project is success start celebrating it. Do not postpone your reward as this will be the best time to let everyone recognize your efforts. You can share the project in and out and if you have any disappoints too with the teams.  share your future plans how you want them to support you.

Whenever we go for any interview, it is ever time we think that what is going to happen and what questions do we need to answer. In my few years of experience, I have found few questions to be best to ask in an interview. “It’s not about me, though, it’s about you”.  Here are those questions you need to ask in a job interview.  I have put this list collectively because so often we can forget what an interview’s all about. It sure feels like it’s about you, but it’s really not.

An interview is in fact about how you can help your future superior and future employer succeed. You can find out what their requirements and hopes are and are they matching up with your background and experience with what they need.

Overlooking these basic specifics about the interview is easy. There will be much else going on in your work, your life, and in your job search, so you often miss out these basic things which will result very bad from the interviewer’s point of view; which is not at all a good sign for you.

Look into some conversations in between, and explore what will you get when you ask meaningful questions.

When I asked how do I get a “gold star” when an evaluation is going on, the interviewers’ faces lit up!” You will never know where it will land you, but I can tell, if you ask such meaningful questions at the end, you may get a positive result.

Ask the interviewer about his leadership style and reward system, he will feel good and his face lit up like a Christmas tree, and land you in great.

After he answers the question, say “how can I help you receive your next promotion?”, he will begin to give you advice on how you should negotiate for a higher starting salary.

And that’s exactly the point. By asking these type of questions, which focus on the needs, personality, and preferences of your future boss and future employer, you’re demonstrating that you are somebody who is genuinely interested in their well-being.  And the more interest we show in others, the more promise they show to aiding our cause.

Let’s go into the topic and look at best interview questions. My aim here is to arm you with easy-to-ask, revealing-to-answer questions for you to take with you to an interview:

1. What’s the biggest change your group has gone through recently? Do your teams feel like things are getting better in the economy and for your business?
2. If I get into the position, how quickly can I earn a “gold star” on my performance review? What are the key undertakings you’d like to see in this role over a year?
3. What’s your leadership style?
4. About which competitor are you most worried? Or who are our best competitors?
5. How do sales / operations / technology / marketing / finance departments work around here? (the groups other than the one you’re interviewing for.)
6. Who are the most successful people here? What type of people are not?
7. What’s one thing which is a key to this company’s success that somebody from outside the company wouldn’t know about?
8. How did you get your start in this industry? Why did you pick this industry? Why do you stay?
9. What are your group’s best and worst working relationships with other groups in the company? What are the pain points you have to deal with day-to-day?
10. What’s your biggest worry these days and why?
11. What is the timeline for making a decision on this position? When should I get back in touch with you or with whom?
12. The economy is getting better, and there’s a lot of hiring going on. Why did you decide to prioritize this position instead of the many others you could have hired for?
13. What is your reward system? Is it a star system / team-oriented / equity-based / bonus-based? What do you guys hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be?
14. What information is shared with the employees? Is this an “open book” shop, or do you play it closer to the vest? How do I get access to the information I need to be successful in this job?
15. If we are going to have a very successful year in 2016, what will that look like? How does this position help achieve those goals? (This question helps show your ability to look beyond today’s duties to the future more than a year away.)
16. How does the company or my future boss do performance reviews? How do I make the most of the performance review process to ensure that I’m doing the best I can for the company?
17. What is the rhythm of the work around here? How about during the week or month? Is it pretty consistently spread throughout the week / month, or are there crunch days?
18. What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position?
19. What would the “perfect” candidate look like? How do you assess my experience in comparison? What gaps do you see?
20. What is your (or my future boss’) hiring philosophy? Is it “hire the attitude / teach the skills” or are you primarily looking to add people with domain expertise first and foremost?
21. In my career, I’ve primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If that’s the case, how successful will I be at your firm?
22. What characteristics do the people who are most celebrated have in common with each other? Conversely, what is the individuality that is common to the promising people you hired, but who then flamed out and failed or left? As I’m considering whether or not I’d be successful here, how should I think about the experiences of the heroes and of the flame-outs?

I hope you find these questions useful in your interviews!