Searching for god job, or dream job and Career Cast has been shifted from side to side from the database opportunities’ to nationwide IT jobs search and grown up with a list of the best for 2016, based on research, analysis, salary and the importance of the work at their companies. The analysis of 2016 not only helped what makes the career grow fast but also how fast each type of job is growing, and anticipated how possible that job is to keep growing.

Let’s have a look on some of the in-demand jobs of 2016, and the jobs that will grow like crazy in 2017.

Web Developers

As per recent survey web developers earned $64,970 on average in 2016, however, this is not the highest paying IT job in the industry, but this job has one major thing going for it. The jobs for web developers will be on high pace and on-demand demand and are predictable to grow by 30% through 2020. 

Computer Systems Analysts

As long as computers and applications exist; computer systems analysts also exit. The survey says that this proportion of job has earned more than Dollars 85,800 on average by 2016. As long as we use computers and write software for them, we would be in need of troubleshooting the troubles when things may go wrong. The need of a systems analyst will grow and this job is expected to rise up by 21% through 2020.

Information Security Analyst

Information Security Analysts was one of top notch jobs of 2016, which earned nearly Dollars 90,120 in 2016. As our computers, devices and system usage is more, the data storage need is also increasing more and more to store the important, huge and sensitive information. This is the reason there's rising demand for professionals who know how to keep all your stuff secure. Jobs for this skill is predictable to be on the rise by 20% through 2020.

Software Engineer

The need and demand for the Software engineers will stay till we have the software. This is again on demand and most happening jobs since a few years from now. The earning of Software Engineers have reached on top of every job we saw up to now, the analysis shows that the earnings reached to $100,690 on average in 2016, and without any doubt, they can rise to unexpected numbers by the end on 2017. Any level of company you see, there is a very high need of a person with some basic knowledge in software skills. This is a skill in demand all over; from high-tech companies to everyday organizations need custom software expert to serve their own customers and employees. The estimated growth for software engineers is projected to rise 25% through 2020.

Data Scientist

The demand for Data storage, Data Analysis, Data Analytics, and Data Scientists are going to be on top on top and this job has earned Dollars 28,240 in 2016 and may be on high rise by mid of 2017; we need to thank the boom in all things of data and big data; demand for this job isn't going away anytime soon. You will see huge Jobs coming in 2017 for Data Scientists with a rise of 20% through 2020.

Network & Computer Systems Specialist

The IT professionals who are into managing the computers and computer networks are also in high positions in every organization. This job is in boom globally and earned $77,810 in 2016 alone. It's true that the trend towards cloud computing is renting the computers you need to access over the internet, but it doesn’t mean that the companies are buying fewer computers than they usually do. However, the demand and need of this job is high and will remain the same and it’s not going to vanish. Job openings for this job are expected to be 15% through 2020.

Two development firms in Big data and Analytics space; DATA -Tableau and Hortonworks saw a critical time when their data released missed the forecast by 0.05$, and dropped their stock by five percent.  This is what going frequently with companies and no one has any clue on what is going on with BI business Intelligent and Hadoop space. Should companies run from BI and Big data space before it completely collapses?

Instead of focusing on the sensational headlines; the investors and technology corporate leaders should also focus on the missed forecasts as they leave some clue on some important analysis and trends which will help them to grow. 

While the companies need to look at their results in the context of the industry as a whole; which will show the exact results as per the worldwide analysis. As per the Gartner’s analysis for worldwide dollar-valued IT; it says that IT spending has grown in 2016 at a flat percent of 0.0. However, 35% of growth is fairly incomparable by this benchmark, and if we look at Hortonworks’ results for this gone quarter: then the total revenue grew by 46% year over a year. 

This means, the Investors’ expectations are growing high and even they are tough to manage. To manage this kind of issues the industry observers and technology buyers should standardize the performance of both organizations against the rest of the industry before they make a knowledgeable conclusion.

As per recent survey —Teradata also reported revenue and its business shrink by 4% Year over a year. Leaving other things remaining equal, the analysis says that Hortonworks could generate more revenue than Teradata by 2020.

Let’s look on some of the data analysis pitfalls you should avoid before you are sucked in.

Confirmation Preference

If you have a proposed explanation in your mind; but you are only looking for the data patterns that support it and ignore all data points that reject It. Then let us see what will happen.

First, analyze the results of that particular patterns performed well and find the conversion rate on the landing page. This will help you to really perform high than the average you think. By doing or following such analysis you can use that as the sole data point to prove your explanation. While, completely ignoring the fact of those leads will qualify or the traffic to the landing page will be sub-par.

There is again a thumb rule which is very important to remember, you should never approach data exploration with a precise conclusion in mind; as most of the professional data analysis methods are built in a way that you can try them before you actually go and reject your proposed explanation without proving it or to reject it to the void. 

Correlation Vs Cause

Combining the cause of a fact with correlation somewhat will not show any action. While, when one action causes another, then they are most certainly correlated. However, just because two things occur together doesn’t mean that one caused the other, even when it seems to make some sense.  

You might find a high positive association between high website traffic and high revenue; however, it doesn’t mean that high website traffic will be the only cause for high revenue. There might be an indirect or a common cause to both that may help to generate high revenue more likely to occur when high website traffic occurs.

For example, if you find a high association between the number of leads and number of opportunities from a classic B2B data quest, then you might gather a high volume of leads with a high number of opportunities.

Here are some more things that you need to watch when doing data analysis:   

•    Do not compare unrelated data sets or data points and conclude relationships or similarities.

•    Analyze incomplete or “poor” data sets and make proper decisions based on the final analysis of that data.

•     Do not analyze the data sets without considering other data points that might be critical for the analysis.

•    The act of grouping data points collectively and treating them as one. Which means, looking at various visits to your website and creating unique visits and total visits as one and inflating the actual number of visitors and converting it to the best conversion rate.

•    Do not ignore any simple mistakes and oversights which may happen anytime.

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.

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!

Use social media to make your job search more effective and efficient. We can see that social media profiles have become an important part of our everyday life, whatever technology or platform you choose you’re likely to have a few different accounts online. You can create your own brand by making your profiles online, especially when working in digital it is very important to realize what you add online!

Dos

• Show your knowledge in your field and expand your network as social media is the best source. Be interactive and social. Make yourself available and participate in discussions; ask and answer the questions; share info that interests you to the people in your networks.
• Set up a LinkedIn account, with a strong summary adding good keywords and phrases and for skills employers would look for in your industry.
• Many jobs aren't listed on job boards, so there are chances of missing your dream jobs, this is the reason more and more employers are fishing for applicants on professional networks.
• Joining a group and participating in several groups related to your career interests in a good practice which will help you connected. You find such groups on LinkedIn; choose a few relevant groups and make intelligent comments to start conversations - check spellings and grammar before you hit it.
• Follow companies in your industry, and "like" them; that’s the best way you can keep track of what's going on in companies you may be interested in, and show your interest.
• Search for relevant keywords to what you're looking for, and connect with people who come up, with whom you have common professional or personal interests.
• Start a Twitter account; if you don't already have one – with a headline relevant to who you are professionally.
• Search for the keywords and relevant companies (and use Hashtag #), and follow them.
• Tweet and re-tweet links to articles relevant to your followers' interests.
• Comment on tweets and ask followers relevant questions.

Don'ts

• Don't forget that everything you put online stays out there somewhere, and anyone - prospective employers, former bosses, etc. - can see it. So any questionable photos, potentially offensive comments, criticisms against current or former employers, etc. may come back to haunt you.
• Don't use a physical attribute-flaunting photo better suited to a dating site than a professional networking site, on any website you intend to use to network and find possible job leads. Yes, that includes Facebook, which more and more employers are using to find more in-depth info on job applicants. You don't have to wear a 3-piece suit in your photos, but at least business-casual dress.
• Don't refer to yourself in your LinkedIn profile or Twitter headline as "unemployed" or "job seeker." Identify yourself instead as who you are professionally, in terms of the type of job you're looking for ("financial professional knowledgeable about investments"). It doesn't matter if you're not currently employed in that field.
• Don't throw every noun you can think of to describe yourself in your Twitter profile. Focus on the relevant ones you'd want an employer to see. Rather than, "Public relations professional, social media expert, reality show addict, chocoholic, wife, mother, sister" - stop after "social media expert."
• Don't forget to check out Google Plus, Pinterest, and other social networking sites too - Pinterest especially if your field is visual, like architecture or web design.
• Don't just broadcast stuff. Social media has "social" in its name for a reason, so interact with people in your network.
• Don't start an account and never update it. Keeping up with your social media accounts is time-consuming, but you generally get what you put into it. You don't have to spend time on every site every day; a few times a week is fine. It looks better to prospective employers to stay active on two or three sites than to have skimpy profiles on many and rarely visit them.

As long as you’re conscious about what you put online, you’re on the right track! If you have any questions, don’t be shy! Head over to our LinkedIn, Twitter, Facebook or Google+. We practice what we moralize!, and drop us a line!