If you can’t imagine slogging away for decades in loyal service to a single company, only to be rewarded with 3pm cake and a gold watch to celebrate your retirement, you’re not alone. For today’s workers, who change careers about as often as they change hair styles, that sort of employment monogamy seems positively naivet. Whether in search of a better work-life balance (currently noted as the number one driver for a career change), higher compensation, or more fulfillment, people are moving from career opportunity to career opportunity at an increasingly rapid pace, picking up valuable–if not disparate–skills along the way.
The challenge for today’s career changers isn’t putting a positive spin on “career hopping” (which is no longer viewed as a negative), but simply standing out in a sea of candidates. In order to get noticed, job applicants can’t just write a resume, they need to craft a compelling career narrative. Sound daunting? It’s really not. This ultimate guide will tell you in five easy resume-writing steps exactly how to land a career you love, even if you have no prior experience in your area of interest.
Technical jobs are some of the highest-paying ones out there. If you want to get into tech, you’ll need to master a set of hard and soft skills and your tech interview skills to land the job you love.
Technical interviews are designed to assess candidates’ problem-solving skills inside the company and their suitability for the role, including their depth of knowledge in the field or any potential difficulties that may arise on the job. They also aim to gauge whether applicants have good communication skills and problem-solving abilities.
To start, here are some critical tech interview do’s and don’ts.
Trying something new career-wise can be as scary as it is exhilarating. That’s why we’re excited to launch Workshop Wednesdays, which gives you a way to dip your toe into doing something different. So, whether you’re looking to change your career and break into tech or if you’re just looking to level-up your skills, Workshop Wednesdays allows you to test the waters, so you can dive into either track with confidence.
Just like our courses, these workshops will be led by our team of expert instructors, who have real world experience in today’s most in-demand fields including data, coding, UX design, product management and marketing.
Every Wednesday from September 14th until October 19th, join your peers from all around the world to experience our most popular workshops (ranging from $60 to $200 USD in value) — completely free.* Better yet? All Workshop Wednesday participants will get $200 (in your local currency including: USD, AUD, SGD, GBP, EUR) to use towards a GA part-time or immersive course of their choosing (T&Cs apply).
2022 has been a year for the history books for business leaders–and it doesn’t seem to be slowing down.
Amidst an ever-growing talent shortage and seemingly indomitable virus, leaders are juggling a wholesale re-envisioning of the workplace (do we go hybrid? Full-remote?) while trying to attract and retain talent who are still in the mindset of the Great Resignation.
Now, a looming recession threatens to strike just two years after the last one, leading many to fear sweeping layoffs of the global workforce.
This presents a catch-22 for already-overworked HR leaders. How can companies cut back to survive a shrinking economy when they’re short-staffed to begin with? The tech skills required to stay afloat — let alone competitive — are on the rise without talent to fill them. By 2030, there will be a global talent shortage of more than 85 million tech workers, representing a loss of $8.5 trillion in annual revenue for the economy. This begs the question, can companies afford to downsize?
We know this complex problem just piles up competing priorities for business leaders to process. You’re already busy, with constant pressure to show immediate results. However, in a landscape where recessions typically last about ten months on average, it’s necessary to act in the long-term interest of your business and, more importantly, your people to come out stronger on the other side. To help you make a plan, we’ve outlined 3 steps you can take right now to start recession-proofing your talent.
Software engineering is one of the fastest growing and highly paid careers, which means many people are vying for a position. Luckily, there’s more than one path to success.
At its core, software engineering is problem solving. While technical skills are important, technology is always changing. Even seasoned professionals are constantly learning how to do something new. As a result, software engineers come from many backgrounds. Some opt for the traditional route, majoring in computer science in college, while others switch mid-career.
We sat down with two engineers who work on the development team at our partner, Anaconda, Inc., to learn more about their individual journeys. Ken Odegard took the more traditional, academic route, while Bianca Henderson is self-taught and transitioned to software development later in her career.
Here’s what they had to share.
Between a looming recession and record-high job openings, it’s no wonder that employers are struggling to recover from the Great Resignation. In 2021, after the shock of COVID-19 upended life as we knew it, talent around the world reprioritized how they spend their valuable time — and employees left work in droves, leaving business leaders to tackle a shrinking economy without the manpower to succeed.
Today, despite businesses’ best efforts, the Great Resignation shows many signs that it will continue through 2022. This global movement signals that major changes to the working world are necessary to create a value proposition strong enough to win talent back. This task can be overwhelming at a time when leaders are struggling to stay afloat, so we’ve created a downloadable guide to help you through.
Available now, The Employer’s Roadmap to Harnessing the Great Resignation shares a streamlined, step-by-step guide to transforming your workplace into a space where talent wants to stay, grow and thrive.
With the technology industry changing faster than ever, companies need a workforce that can evolve just as quickly. But how can these companies develop a pipeline as agile and versatile as the workers they hope to employ one day? And how can private and public sector partnerships build future-proof workforce development programs by tapping into their communities?
Our VP of Government & Workforce Partnerships, Priya Ramanathan sat down to discuss this problem with Kelly Martin (Head of Strategy & Operations at M&T Bank) and Sarah Tanbakuchi (President & CEO of TechBuffalo). They fleshed out lessons they’ve learned, particularly from the hard-working graduates that made up their first Data Analytics cohort. Keep reading to get crucial tips for rethinking your candidate pipeline.
If you’re unhappy with your current company or career trajectory, you’re not alone. 20% of Americans have changed careers since 2020; 46% of Americans are seriously considering one. In the past two years, more and more people are choosing to take back their life as they recognize their own worth and choose to resign.
The thought of making a career shift can feel scary. Resigning from your job—or your entire career—doesn’t have to be difficult or full of regret. In fact, it can be a good thing.
Shenae Simmons, Technical Support Engineer at Plaid and GA Alumna, sat down with us, to share her story of leaving an industry and creating a new path. Keep reading to get the highlights of that conversation.
Many teachers are preparing to close their classroom doors for the last time: The NEA reports that 55% of teachers are considering leaving the teaching profession earlier than planned. That number is almost double the number reporting that in July 2020.
Ninety percent of teachers say that they’re burned out by staffing shortages, low pay, pandemic changes, and student absences. If that describes you, you might be asking, what job can I do if I don’t want to teach anymore?
3 Signs Teaching Is No Longer Working for You
If any of these signs sound familiar, it might be time to look into second careers for teachers.
1. You don’t love teaching anymore
Many teachers get into teaching because they have a passion for it. They love working with people and seeing the lightbulb moment when students truly understand the ideas they’ve been teaching. After years of pandemic changes, increased workload, and burnout, you may not feel that love anymore. You may even have experienced depression or dread going to work every day.
One in three nurses is considering leaving the profession, and the departure is growing.
McKinsey & Company found that 32% of nurses were considering a career change in November 2021, up from 22% less than a year earlier. Despite decent pay and high demand, nursing and hospital work have grown more challenging during the COVID-19 pandemic due to staffing shortages and other hindering factors.
Nursing is stable. It pays well, you tell yourself. So why do you dream of leaving?
I Want To Leave Nursing. What Else Can I Do?
If you’re reading this article, it’s likely because you’re one of that 32%. More and more nurses experience burnout— 43.4% of former nurses cited burnout as a reason for their decision to leave.
Poor leadership and the emotional toll of working with sick and dying patients may be draining you. You may want a change because your family situation has changed and shift work no longer works with your lifestyle. Perhaps you want to develop and use skills outside of your current job responsibilities.