"What company do you prefer to work for - a Bulgarian company, a foreign company with an office in Bulgaria or a foreign company without offices in the country, where the only opportunity to work is entirely remote?"
This is a question that is rarely asked of candidates, but its answer is essential for them and could give the interviewer important guidance on the character and preferences of the person in front of them.
The Job Description is here to provide you the information for the main duties and responsibilities of the role for which you are applying.
A job description is the first and most important part of the job application process as, with the right information, it must help you determine whether or not the role is answering your skillset and whether it is something you actually want to do.
Attractive pay, an innovative office environment, "out of the box" employers - these are some of the fascinating features of IT industry jobs.
Many people are attracted to high-paying positions in the IT field, but will the career that offers the sphere in the long term will satisfy them? What qualities should an IT specialist possess in order to build a truly successful IT career and rise into the hierarchy of a company?
The modern world offers us a very dynamic labor market. Job competition is getting bigger. In the race to the new job, the success of the interview is a key step in achieving our goals and our desire to find new opportunities. If we prepare really well, that will give us more confidence, and we will be more confident in ourselves. And so we will achieve a certain success!
So-called hard skills are those that can be learned and measured. These are the skills we acquire during our education as we read or while we are working.
These are the skills we write about in our autobiography and which are very easy to prove.
A few examples of hard skills: knowledge of a foreign language, writing speed, managing different machines, code writing.
Motivation is key to managing human resources in an organization, but in this line of thoughts - like the behavior of the basic, human factor, motivation is also a major factor in each way of management.
However, as a starting point, let us note that motivation is an objective process, and motivation is a managerial impact on motivation. In order to better understand what motivates people, we will also look at the basic patterns that show what motivates workers.
When we start looking for a new job, our focus is more on the CV preparation, how to get a good job interview, what to wear during the interview, etc., and less often about references that we can provide to our future employer.
After working for a while in a company and getting to know the processes, goals, culture and other specifics, we may have different ideas. These can be related to business process improvement, customer communication, existing or entirely new products and services, and various innovations such as podcasting, social activity, and more.
In 2018, Microsoft began distributing a new type of applications that are available to Windows 10 computers. These are Progressive Web Apps (PWA) and are versions of Web sites that can be opened even without an Internet connection. Apps not only play page content but also Push Notifications on the device home screen.
PWAs are stored on Microsoft servers and are automatically updated by the company. This type of application is based on state-of-the-art web technologies and features maximum quality that is commensurate with that of Universal Windows Apps (UWA).
Before we see compatible words such as recruitment and agile and how we can combine them, let's first make a brief introduction to the subject with a non-IT reading of Agile (flexible) methodologies and project management techniques.
As a recruitment specialist, I am increasingly convinced that intellect is not always a driving force in seeking a new job. I do not say in any case that it is not important, on the contrary, the intelligence does matter. Some are gifted with more intelligence and some things are attributed to them more than others.
Research shows that the first impression you create in the interviewer is shaped as follows: 7% of what you say, 38% of your voice and 55% of your body language. So, besides preparing for the questions you are likely to ask, you need to know what signals your body should send.
Very often, when IT professionals hear the word recruiter, they decide that they will be drowned for another open position by another recruiting agency or firm. Has recruitment turned into a "bad word" and lost the real selection of professionals?