BLS Employment Situation Report - for April 2018

Nonfarm payrolls in the U.S. added 164,000 jobs in April 2018, according to the latest release of the Employment Situation Summary from the Bureau of Labor Statistics. While below expectations of just over 192,000 new jobs, this expansion of the labor force exceeded the previous month's figures, even when accounting for upward revisions bringing the March total to 135,000 new positions as opposed to the original 103,000.

Additionally, the unemployment rate slid to 3.9 percent during April. Reuters reported that this new percentage represents the lowest unemployment figure seen since December 2000.

When unemployment fell to 4.1 percent more than six months ago, that contraction itself represented a near-record low and provided strong evidence of how robust the American job market has been in the last few years. The metric's stability at this level for nearly half a year was arguably even more remarkable. As such, April's added drop in the joblessness rate could back up some economists' predictions that the second quarter of 2018 will feature better performance across multiple economic metrics than what was seen in the year's first quarter.

Professional and business services led the pack in terms of job growth-producing industries, with 54,000 jobs added in April. No other sector even came close to this level of employment gains.

In the runner-up spot, manufacturing saw the creation of 24,000 roles, stemming in no small part from the continued strength of the durable goods production market. Healthcare, which has been the American economy's brightest star almost without interruption for the past two years, also added 24,000 jobs. The mining industry rounded out April 2018's contingent of fields with noteworthy job growth, with the creation of 8,000 positions. No other fields experienced any statistically significant addition or subtraction to their ranks of employed workers.

Feelings among economic analysts and business leaders regarding the overall American economic situation appear generally positive, if tempered by a number of tangential figures and factors. In a note released ahead of the report, Wells Fargo Securities senior economist Sam Bullard expressed this sort of guarded optimism.

"We believe the U.S. labor market remains on solid footing," Bullard stated, according to the news provider. "That said, as labor market conditions continue to tighten and the pool of skilled workers on the sidelines continues to shrink, future monthly hiring gains are likely to slow from the current hiring pace."

Numbers responsible for uncertainties regarding the labor market include the labor force participation rate, in which the BLS identified a slight decline, falling to 62.8 percent. Some economists consider this metric a better barometer of American employment due to its measurement of people who are actively working and its ability to account for individuals who've ceased seeking work in any measurable manner.

Lower than expected wage growth of 0.1 percent may also have contributed to any sense of unease experienced by company leaders, economic experts and workers.

On the other hand, Bloomberg reported that any further drop in the U.S. unemployment rate may prompt the Federal Reserve to view the figure as unsustainable in the long run, thus necessitating further hikes to federal benchmark interest rates - perhaps beyond the increases already expected to occur in 2018. The first of these is tentatively scheduled to take effect sometime in June. Also, expected surges in consumer spending and the possibility of tax cuts provide further hope of continuing overall positive performance across the American economy.

The Trevi Group  |  www.TheTreviGroup.com  |  Executive Search for IT Profressionals

A growing need in the field of cybersecurity engineering

With the rise of cybercrime, which continues to be a rampant threat to government, companies, institutions and individuals, a new role has emerged: cybersecurity engineering. The need for individuals with skills in software and systems engineering, as well as operational security, is growing and as a result, universities and government are being called on to act accordingly.

The need for cybersecurity engineers:
As the Cybersecurity Jobs Report 2018-2021 from Cybersecurity Ventures concluded, within the next three years there will be 3.5 million unfilled cybersecurity jobs globally. The cost of cybercrime has steadily risen from $3 trillion in 2015 to an expected total of $6 trillion by 2021. Leaders in the industry have been unable to keep up with demand, due to a lack of qualified applicants.

"By 2021, cybercrime spend is expected to reach $6 trillion."

The big reason for the lack of skilled workers and available candidates, which is causing the cybersecurity industry to lose out big time, is the booming tech industry, Venture Beat reported. The majority of qualified candidates are skipping further education and training to instead hop on board with innovative startups in Silicon Valley. This leaves the cybersecurity industry with virtually no unemployment and a concerning skills gap.

Competitive compensation and lots of choices:
As eSecurity Planet reported, due to the dire need for skilled workers, active job seekers vying for a shot in the cybersecurity engineering sector can be guaranteed lots of career options and a salary well above that of their peers in other IT industry roles. 

Though hands-on experience and IT security certifications applicable to cybersecurity are preferred, it is likely that organizations will begin to offer on-site training in an effort to fill quotas. However, it is also worth noting that because cybercrime tactics and threats are continuously changing, skill development will need to evolve on a per-need basis as well. As eSecurity Planet highlighted, skills guaranteed to be useful for aspiring cybersecurity engineers include:

• Access/identity management
• Application security development
• Audit and compliance
• Firewall/IDS/IPS skills
• Analytics and intelligence
• Intrusion detection
• SIEM management
• Advanced malware prevention
• Incident handling and response
• Cloud computing/virtualization

Those individuals who can meet the needs of these ventures companies that are struggling with a lack of qualified cybersecurity engineers can reap a highly competitive profit. Cybersecurity engineers are in high demand.

Enhancing education to fill the gap:
In March, leaders and cybersecurity experts from across the country gathered at the University of Florida to discuss the latest trends, needs and developments in the field, the Herbert Wertheim College of Engineering reported. Moving forward, there was agreement that collaboration between industry, academia and government is essential to the future of the industry.

Understanding that they are losing top candidates to the tech industry, organizations across the cybersecurity sector are turning toward college and university programs, that are actively improving and offering relevant coursework, to develop and hire right-fit employees. Venture Beat was quick to caution, however, that universities are best guided to wait on revamping or creating cybersecurity master's and Ph.D. programs until they have a complete understanding of the industry needs.

The next few years will be indicative of the future of cybersecurity engineering and how the industry will react to the skills gap. One thing is for sure - there are more than enough job openings in the field.

The Trevi Group  |  www.TheTreviGroup.com

How Important is Social Media in the Hiring Process?

Remember when screening a candidate past the interview stage was limited to references and a credit, background or drug test? The growth of social media has introduced another dimension to the hiring process - that while on the surface appears positive, can present challenges in gaining a clear picture of a candidate - both socially and professionally. As social media is increasingly being leveraged to evaluate candidates, employers will need to determine what policies they will put in place to ensure consistency in the hiring process.

According to the 2018 Reputation Management Study conducted by MRINetwork, nearly half (48 percent) of candidates believe their social media presence is important or very important to potential employers. “They are aware that employers can now learn a lot about them prior to meeting with them, or even before contacting them, as they seek out candidates who have the skills and personalities that will be beneficial to their organizations,” says Patrick Convery, marketing manager for MRINetwork. “Consequently, many job seekers are putting more of their social media profiles on private, or even setting up separate professional profiles, so their information can’t be shared with the public.”

While many employers casually review candidate social media profiles, the survey reveals that 18 percent are formalizing the process, and another 17 percent say they’re considering doing so in the future. But what are they looking for? Although they want to learn something about the candidate's social life or the choices they make - 39 percent of hiring managers say questionable content or behavior is the No. 1 thing they look for - they are also looking to see if the job resume is consistent with the information posted on social media by the candidate. “LinkedIn and Facebook users typically add their place of work, the college they graduated from, their hometown, and where they’re currently living,” observes Convery. “Prospective employers can check this information to be sure that the candidate’s resume is lining up correctly with their profile information.”

The Pitfalls of Overreliance on Social Media in Hiring Decisions

Not everyone updates their social media to their current situation and there are still some candidates who do not yet have a social media presence. As employers check out candidates, they may inadvertently ignore someone who is a perfect fit simply due to their lack of a social media presence or inconsistent updating of their information. “If social network users have their profiles set to private, as is becoming more common after recent breaches in security, this means they don’t want the world seeing what they post, which results in an absence of the kind of data employers are looking for to screen job applicants,” says Convery.

Another risk that employers face when using social media information in the hiring process is a legal one. Employers have to be aware of the types of information they are selecting to use in the hiring process; it can be problematic to assess candidates based on their race or gender since this information is protected legally and cannot be taken into account when hiring, according to the Chicago Tribune.

CAUTION - If you learn of a candidate’s protected characteristic(s) (including age, sex, race, color, religion, and national origin) by reviewing the candidate’s social media sites, you may not allow that to influence your willingness to recruit that candidate. Likewise, you should not share that information with your team.

Creating a Consistent Policy on the Use of Social Media in Hiring

If your company reviews social media profiles, it’s best to establish a policy around the use of candidates’ online information in the hiring process that clearly outlines when online searches should and should not be used. “By identifying positions for which searches are an important element of the process, you can develop a standard approach for how these searches will be conducted and how the information will be used,” says Anne Hayden, vice president of human resources for MRINetwork.

Hayden advises that you consider how to incorporate the following components into your policy:

• Clarity on the rationale for the use of searches
• Transparency for those using the policy and for candidates who are the subject of searches
• Consistency in terms of how searches are conducted and who conducts them
• Openness about what impact the findings will have on candidates

“When done correctly - and legally - looking at a candidate’s personal profile can be a great hiring tool, but you will still gather the best insights from the personal interview,” concludes Hayden. “Asking the right questions and encouraging an honest dialogue can help you get to know a candidate better than their latest post on Instagram and prevent you from passing up a great new employee.”

The Trevi Group  |  www.TheTreviGroup.com

MRINetwork Ranked Among Top Executive Recruiting Firms by Forbes.com in 2018

For the second consecutive year, Forbes.com, a leading source of reliable business news and analysis, enlisted the services of research firm Statista to identify America's most well-respected recruiting firms. Statista compiled two lists of search firms: "Executive Recruiting," those firms focused on roles with at least $100,000 in annual pay; and "Professional Recruiting," firms specializing almost exclusively in positions of under $100,000 in annual pay.

To determine the best recruiting firms, Statista surveyed 30,000 recruiters and 4,500 job candidates and human resources managers who had worked with recruitment agencies over the last three years. Respondents were asked to nominate up to 10 recruiting firms in the executive and professional search categories. Firms could not nominate themselves; last year's findings were considered. More than 14,500 nominations were collected, and firms with the most recommendations ranked highest.

The results are in. Again this year, MRINetwork (identified as Management Recruiters International, Inc.) was ranked in the top 10 out of 250 firms in the Executive Recruiting category. Click here to read the Forbes.com article and see the full rankings list.

Forbes reporter Vicky Valet noted in her article, that relationships are key to MRINetwork’s top ranking. She interviewed Nancy Halverson who commented, “The best recruiters have life-long relationships with candidates and customers. It’s not uncommon for a superstar recruiter to follow a candidate through their entire career … it’s not a transactional business.”

This prestigious ranking recognizes the caliber of the talent and the value of relationships that MRINetwork professionals deliver throughout the year. 

The Trevi Group | www.TheTreviGroup.com

BLS Employment Situation Report for March 2018

The pace of job growth in the U.S. slowed down somewhat during March 2018, by comparison to the month before. On a general level, indicators for this period continued to exemplify the sustained boom of the American economy. Nevertheless, some concerns exist among business leaders and economic experts regarding what the reduction in pace might signify, particularly for trade in the near future.

According to the latest edition of the Employment Situation Summary released by the Bureau of Labor Statistics, nonfarm businesses in the U.S. added 103,000 jobs. The unemployment rate, meanwhile, remained static at 4.1 percent for the sixth month in a row. This newest figure does represent a drop of some magnitude when placed next to the 326,000 positions (revised from a preliminary total of 313,000) that American companies created in February 2018. Bloomberg reported that it fell short of the median prediction issued by the financial news network's economists, who thought the various industries of the U.S. would add 185,000 jobs.

Industries most responsible for the gains that did occur in March included professional and business services, healthcare, manufacturing and mining. The former led the pack with 33,000 jobs added, continuing on a growth path that has spanned 2018 thus far. Stemming largely from increased employment in the creation of durable goods, manufacturing created 22,000 positions, in another month of recovery for a field on the rise since 2017 after a few years of sluggishness. Healthcare also added 22,000 jobs, and mining rounded up the notable sector-by-sector expansions in employment for March with 9,000 new positions on its payrolls.

Construction and retail trade both experienced drop-offs in their payrolls, with 15,000 and 4,000 jobs lost, respectively. However, because these declines followed up considerable surges in February - the former added 65,000 jobs that month, while the latter created 47,000 - they should bring little to no detriment to either sector in the long run.

Wages for March 2018 went up 2.7 percent on a year-over-year basis, while average hourly earnings rose 8 cents between February and March of this year, BLS figures found. This increase is seen as one of the most positive figures in the latest Employment Situation Summary, as previous months in early 2018 and late 2017 saw static or slow wage rises despite all of the robust additions to companies' labor forces. March also saw the year's first hike of interest rates by the Federal Reserve - one of the initial actions by newly appointed Fed Chair Jerome Powell.

The Washington Post reported that most concerns regarding the American economic picture center around the recent tariffs the White House imposed upon steel and aluminum imported to the U.S., leading to inventory shortfalls and rashes of abrupt materials purchases. The construction and manufacturing industries, which have historically used a considerable amount of foreign steel, could see impedance to their operations based on price fluctuations and other effects of trade disputes regarding these metals. In its latest Report on Business, the Institute for Supply Management cited respondents to its queries for elaboration on these matters:

"Accurate, long-term planning has become incredibly difficult, as distributors that historically held costs for at least 30 days are now, in some cases, committing to only seven days, as prices can change drastically in that time," the ISM report stated.

However, the big picture of the U.S. economy is likely a fairly bright one due to wage gains and increases in figures like the labor force participation rate, which rose to 62.9 percent in March 2018. This increase represents an 0.2 percent uptick from the previous month and another positive step on the path toward pre-recession labor participation figures of 66 percent or greater.

The Trevi Group | www.TheTreviGroup.com | "Executive Search for Technology Professionals"

Video: How company benefits and incentives can drive employee engagement

Recruiting and retaining top talent has a lot to do with the benefits and incentives offered at your company. Today, it can be difficult to discern what it is that really attracts employees, and then what continues to motivate them once they've been hired. There needs to be a balance between over-the-top perks like unlimited vacation days and a good package of traditional benefits like a 401(k).

Click to watch the video.

No matter which direction your company chooses to take, benefits and incentives can help drive employee engagement. Here's how:

Encourage work - life balance

Citing data from the Corporate Executive Board, covering the majority of Fortune 500 companies, Inc. reported that workers who feel good about their work-life balance generally work 21 percent harder than their counterparts who don't feel fulfilled in this area. Research has shown that work-life balance can lower absenteeism and reduce stress among employees.

There are a number of incentives you can offer employees that help to encourage work-life balance and drive engagement and productivity, many of which won't cost you a dime. Consider allowing a work-from-home policy that grants employees one to two days per week or one Friday per month. As Inc. explained, job satisfaction and output increase among those working remotely. Similarly, encourage employees to choose their own office hours, within certain parameters. This provides the opportunity for staff to work out in the morning if they prefer, or get their kids to daycare on time.

“Once a novelty, flexible and remote work options have become the norm in many workplaces,” Anne Hayden, vice president of human resources for MRINetwork explained. “Data has demonstrated that providing the means to create a positive work-life balance can increase engagement as well as output.”

Additionally, opportunities and incentives that promote work-life balance have been found to improve retention, thus, reducing time and costs spent on recruiting and training. As a report from the Center for American Progress highlighted, turnover can amount to more than one fifth of the annual pay of your employee. Additional cost-friendly options include providing work flexibility or more time off. Other incentives that encourage work-life balance may be things like gym memberships, wellness days or time off to volunteer.

Establish incentive programs

Ultimately, one of the main things that employees want is for their hard work to be recognized. As the American Marketing Association explained, recognizing the productivity, innovation and time commitment of employees can help to drive engagement. Praising great results and success in the field should be always be done, as it can encourage employees to continue their hard work. Implementing monetary programs for a job well done on both an individual and team level can help increase motivation and productivity as well.

“When praise is organic and genuine, employees are much more likely to feel connected to the work that they do and thus, continue to remain engaged,” said Hayden. “Going beyond verbal recognition, other forms of compensation for hard work can help drive success.”

The AMA added that competitive compensation can keep your employees on their toes and increase performance. The combination of encouragement and monetary incentives can go a long way.

Leverage 'bonus' perks

Many companies see perks such as catered lunches on Wednesdays, office happy hours on Fridays and free fitness classes as replacements of more traditional benefits. If you're worried these incentives will break the bank, distract employees from their work or aren't necessary because of the well-rounded benefits package your company offers, think again. If you want to drive engagement and see lots of smiling faces in your office hallways on a regular basis, consider implementing low-cost 'bonus' perks.

These can include things like flexible hours, fresh fruit and snacks in the kitchen and even an in-office shower and towel service to promote work-life balance, The StartUp explained. Other tactics such as nap areas, game rooms and office bars can drive social connections among different teams.

"Employee perks can at first appear to be bait on the hook - purely there to catch the biggest fish," wrote Alex Holderness in The StartUp. "But the truth is that a well-designed employee perk package can help the employer day-to-day as well."

Happy employees, who actually have fun at the office, are more likely to feel connected to a company, its goals and its mission. Even small, inexpensive gestures like donuts in the middle of the week can go a long way in helping employees feel valued, which translates to engagement and productivity.

Moreover, driven employees who are passionate about the brand, can be great ambassadors who promote the company culture and your employer brand. An office filled with satisfied workers is apparent immediately, just as a space filled with unmotivated, unhappy employees is as well.

“By implementing strategies that promote work-life balance, offer incentives for hard work and improve the office perks offered, you can create an environment of highly engaged, motivated employees,” concludes Hayden. “Big changes start with small adjustments. Start improving your day-to-day workplace policies today.”

The Trevi Group  |  www.TheTreviGroup.com

Employment Summary for February 2018

The rate of job growth in the U.S. has been robust over the past several months as 2017 transitioned into 2018. Yet the expansion seen during February 2018 defeated expectations by a considerable margin. According to the latest edition of the Employment Situation Summary from the Bureau of Labor Statistics, nonfarm businesses in America's private sector added 313,000 positions during the month. This figure was far ahead of estimates from a Bloomberg survey of prominent economists, who had predicted a gain of 205,000 jobs - strong, but still considerably less than the final tally.

Meanwhile, unemployment held steady at approximately 4.1 percent. February 2018 marks the fifth straight month during which U.S. unemployment has come in at that low of a figure. Additionally, an uptick in the rate of labor-force participation of 0.3 percent could indicate that not only is the growth of recent years strong, but it could also be sustainable for months to come.

For the most part, the industries responsible for the latest job gains were those that had boosted growth for much of the past year: healthcare, manufacturing, retail, construction and professional services. Construction led the pack among these in terms of positions created during February, with 61,000 new roles added, while retail trade saw 50,000 new jobs join its payrolls - a figure identical to that seen in the field of professional and business services during the same period. Manufacturing, for its part, added 31,000 jobs, and healthcare came in with 19,000 new roles for February 2018, a figure less than that of previous months but still indicative of that sector's overall strength as a job creator.

Two industries that had not seen significant positive traction but remained static for much of last year saw significant increases in their payrolls during the last month. Financial activities added 28,000 jobs, largely due to the subcategories of credit intermediation and insurance. Mining, which saw considerable declines in its labor force during 2016, has since added 69,000 jobs, with the latest 9,000 of these created during February 2018.

Average hourly wage gains experienced a slight slowdown in February after a strong January, increasing by only 4 cents as opposed to the previous month's growth of 7 cents. However, Ryan Moody, an economist at Moody's Analytics, explained in an interview with Bloomberg that stronger, more sustained wage growth would soon be possible. "All the ingredients are in place for wages to accelerate, but it's going to take time," Moody told the news provider. "There could still be some shadow slack. As the unemployment rate goes lower, wage pressures are going to build."

In sentiments that haven't changed over the past several months, Bloomberg reported that economists and business leaders expect the Federal Reserve to implement the first of at least three increases to federal benchmark interest rates during its meeting that begins March 20.

Finally, The New York Times noted that the strength of February's job gains could put a damper on the White House's plans to implement a variety of restrictions on foreign trade, most recently tariffs on steel and aluminum. Construction and manufacturing, both of which contributed significantly to the month's expanded job growth, depend on both of those materials to considerable degrees, sometimes in specialized varieties that are not available in the U.S.

The Trevi Group  |  Executive Search for Technology Professionals |  www.TheTreviGroup.com

Video: How Managers Can Best Motivate Top-Performers

Top-performing employees are a critical force at your company, capable of 400 percent greater productivity than the average worker, according to research published in Personnel Psychology. Beyond their personal output, top talent inspire and motivate other employees to do their best work.

Click to watch the video.

Despite their production and leadership capabilities, top performers need to be motivated too, and this is largely the responsibility of the manager. As the Harvard Business Review notes, top talent at an organization are often defined as such in part because they have the technical skills and interpersonal adeptness to do their managers' jobs. This in turn makes them more sensitive to areas where management falls short. “High-performing employees are also motivated by different types of recognition, incentives and management styles than other workers,” said Anne Hayden, vice president of human resources for MRINetwork. “As a result, supervisors need to make a constant, conscious effort to engage top-performing employees in the specific ways that appeal to them most.”

Hayden recommends four ways managers can increase motivation among top-performing talent:

1. Give regular feedback

Top performers are engaged in continuous learning, constantly looking for ways to sharpen their abilities, expand their skill sets and take on new responsibilities. If top talent have to wait around until their annual performance review to hear feedback, they're going to feel that their professional development is being stymied. Conversely, regular communication helps top-performing employees feel that their managers are invested in helping them succeed.

2. Practice career pathing

A major reason top performers leave their jobs is because they feel like there's no room for them to grow. However, helping them develop, and then follow a road map to where they want to be in the company can quell this frustration and unleash their motivation level: This is career pathing in a nutshell. By working together to help a top-performer advance, employees feel greater ownership over their careers and managers can align the individual's professional goals with the strategic goals of the company, thereby simultaneously boosting employee engagement levels and improving succession planning.

3. Encourage mentoring

Mentoring goes along with career pathing, as it is an effective way to develop top-performers for upper-level roles. A study by the American Society for Training & Development found that 71 percent of Fortune 500 companies use internal mentoring programs to train top performers with high potential. Mentors share valuable insights with mentees, not only on business knowledge, but also on important soft skills like how to effectively communicate with a range of stakeholders or efficiently manage teams. These relationships help top performers develop a more robust understanding of their company, its workforce and its industry. Mentorship motivates top-performers by demonstrating that the company is committed to their success.

4. Don't micromanage

Most employees don't want to be micromanaged, but top performers are especially sensitive to it as they consistently show that they not only excel in their job duties but also regularly go above and beyond what's expected of them. Instead of interfering with top talent's day-to-day work, take a step back and learn from them, advises Jeff Miller in a blog for HR services company Insperity. Top performers often have created novel workflows and unique processes that save time, increase output or improve performance. Smart managers are open to change and feel excited, not threatened by, ambitious employees with new ideas. They're genuinely curiously about how top performers work and are eager to have conversations with them about how to adopt their ideas on a larger scale. This recognition makes top performers feel appreciated and motivates them to continue innovating.

“Top-performing employees are vital to your company's success, and managers play a big role in influencing whether they'll want to stick around,” concluded Hayden. “With these tips, supervisors can help top talent flourish, instead of holding them back.”

The Trevi Group  |  www.TheTreviGroup.com

Video: The benefit of unrehearsed answers and how to get them in an interview

By the time a candidate is brought in for an interview, initial screening through a resume and frequently a phone interview, have already warranted them a good match for your company - on paper that is. The objective of bringing the applicant into the office for an interview, is to get a clearer picture of their personality, work ethic and values. To do so, you'll need to elicit open, honest answers from the candidate.

Click to watch the video.

Any candidate that makes it to the in-person interview stage is capable of doing their research, preparing for questions and prepping answers they believe the employer wants to hear. While this demonstrates commitment of time and consideration prior to the interview, you also want to ensure that the potential hire can think on their feet.

As Nancy Halverson, general manager of franchise operations for MRINetwork explained, the best way to draw unrehearsed answers is to ask unanticipated questions. “A few standard questions may be necessary to equal the playing field among candidates,” said Halverson. “However, asking targeted and unexpected questions during an interview can produce genuine, natural responses that are more indicative of the job seeker’s true character.”

Halverson recommends considering the following unanticipated questions to find top talent who are the best cultural fits for you and your company:

1. What were you doing on your very best day at work?

As Fast Company reported, Lori Goler, head of people at Facebook asks most candidates this question who interview with the social media giant. She explained that it’s a question that reveals a candidate’s strengths and talents, which can then be compared against the company’s needs.

Required to think critically and dig deep, interviewees will likely land on a day when they were the last one in the office, solving a long-existing problem or making a crucial breakthrough on a project. These snapshots into their past work experience can provide insight on how they will contribute to your company’s bottom line and succeed in their career. Keep in mind however, that even non-monumental examples can be indicative of solid, consistent work ethic.  

2. What was the most interesting encounter you’ve had in the past few months?

This unexpected interview question serves two purposes. First, you’ll discover how the candidate responds and reflects on an experience that stood out to them. Was it an inspiring conversation with a homeless man? Or was it a tech discovery that unlocked a helpful shortcut? The encounter they choose, as well as their response, may demonstrate innovation, problem-solving or any other number of skills important to the job in question.

Secondly, the answer to this question will draw out creativity in top recruits. Important attributes for any successful employee, are creative thinking and the ability to ask questions, as CEO of the American Heart Association Nancy Brown told Fortune. Engaging in conversation and analysis is what she considers the “catalyst” to assessing all that might be possible.

3. What did you do on the day after Hurricane Irma or other major event?

Jodi Kantor, New York Times correspondent noted in Quora, that what you truly want out of any interview is the real-life experience of a person. When candidates can respond using true experiences they have been through, you will get the most telling and illustrative answers. A response to a natural disaster is telling yet not personally invasive, such as asking how the candidate spent the day after the 2016 election.

This targeted, straight forward question will elicit some of the most candid responses. As Kantor explained, hypothetical questions that have traditionally been common in interviews will not provide the answers you are looking for. Asking the candidate to describe their reaction to a major national or international event goes further than traditional “what if” questions.

“Again, asking the unexpected questions can help paint a full picture of your candidate,” concludes Halverson. “From the way they think, react and respond, an answer to this kind of question conveys true character through spontaneity.”

The Trevi Group  |   www.TheTreviGroup.com 

Software developer ranks as No. 1 job for 2018

For the first time in three years, a role in healthcare did not take the No. 1 spot in the annual best jobs report complied by U.S. News & World Report.

Instead, the acclaim went to the technology industry. Drawing on data for pay, career potential, work-life balance and additional factors that contribute to a good job, the source ranked software developer as the overall top job for 2018. In addition to gaining recognition as the best job across all industries, software developer also earned the top spot among the publication's best technology jobs, best STEM jobs and 100 best jobs lists.

Increased demand for the future
Software developers are the masterminds behind nearly every piece of technology, app and program we rely on each and every day. As U.S. News & World Report explained, in addition to their mastery of coding, individuals in this field must also possess skills in creativity, analytics and problem-solving.

"Through 2026, 253,400 software developer positions will open."

"Technology is the backbone of many of our jobs across the board this year," said Kim Castro, executive editor at U.S. News & World Report. "Nearly every type of company is looking for people who can analyze and interpret data to solve problems. This technological boom is creating new opportunities for statisticians, engineers and software developers - these workers are developing the algorithms that are rapidly changing the global job market."

Data from the U.S. Bureau of Labor Statistics indicated that in 2016, software developers were earning an annual average of $102,280. The outlook for anticipated growth in the sector through 2026 is 24 percent, a demand directly correlated to the growing need for computer software. As a result, 253,400 software developer positions are projected to be created over the course of the next eight years, noted USN.

The spread of software developers
As Castro emphasized above, the job market is in fact evolving as a result of software developers, according to the Tech Times. Nearly every industry across the board enlists the help of technology in one capacity or another. While software developers are right up there in demand with IT managers and information security analysts at nearly all leading tech companies including Tesla, Apple and Google, it doesn't stop there.

One such company making moves across industries is BlackBerry Ltd. With the continued rise of advanced software and technology in vehicles also comes the increased risk of hackers breaking into driving systems as well. As a result, BlackBerry is moving into the cyber security and auto industries with a program called Jarvis, reported TechRepublic. The cloud-based system can automatically scan through code to detect any faults or weakness that could impact car or driver.

As more systems like Jarvis come to fruition, the need for software developers will only increase. In fact, though it aims to tackle strictly the auto industry first, Jarvis could move into more sectors such as aerospace, defense and healthcare over time, BlackBerry CEO John Chen told the source. 

The Trevi Group  |  www.TheTreviGroup.com

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