If you’re paying close enough attention in the tech crowds, you’ll hear a lot of recruiter-hate to be found in the industry these days. In this well-connected atmosphere that we’re all operating in today, bad business practices have little place to hide. And as recruiting horror stories stack up as they find their way to the surface, trust in the tech recruitment industry has taken a hit. You can sense it when you start to see that even influential recruiters and thought leaders have begun to bash their own industry to try to put distance between themselves and the fractured landscape they live in, as if to say on repeat, “Listen, I know it’s ugly out here, but I’m not like them. I’m different.” Suddenly, that is the best sales pitch we seem to be able to muster. Suddenly, everybody’s pitch is “we are different.” And if everybody is different, then maybe this general aura of distrust was all based on an illusion. Look, technology is a great industry. It is an industry driven by a smart, adaptable, community that calls it like they see it. And talk is cheap. If our big pitch is that we’re not as bad as the other guy, then we learned nothing from the trauma that was the most recent Presidential election season. At MatchSource, we don’t want to persuade you that we’re the first of our kind in this industry. We’re happy just to do great work. We’re not great because of who we’re not; we kind of like who we are. Our clients do, too. Always have. Our consistency would be boring if it wasn’t rare. So who are we? Firstly, we’re listeners. We’re good at what we do because we care. We listen to your vision for a role, to your pain points so far in filling it, to the type of people that are successful in your environment, to the types of skills you need to get the job done, to the atmosphere, culture, and team you’re trying to build, the problem you’re trying to solve, and so on. Then, we ask questions. We don’t throw things at the wall to see what sticks, we learn from you. When you pass on a candidate we liked, we’ll ask you why. And we’ll adapt. We’re not trying to make a placement, we’re trying to find the person you can’t live without. And to do this, we need to be able to sell you. We care about your brand, and consider ourselves an extension of it. We only work with companies we can be sincerely excited to recruit for. And can we just be honest? We know you don’t care where we find your dream hire. Our pitch isn’t that we have access to a special tool or secret community of people nobody else knows about. Our pitch is that wherever your perfect candidates are to be found, that’s where we’ll find them. We’re tenacious like that. None of this to mention that we’re awesome communicators and easy to reach. We like to say we’re “Big enough to deliver, and small enough to care.” We thought it was catchy, but mostly because it’s true. Give us a call. Like we said, we’d prefer to show you than tell you. By Adam Vega

Recruiters are a job-seeker’s best friend and will advocate for you to your future employer, and work with you to prepare you to land the job. But once you’re in the interview, it’s on you to do your thing. Don’t forget these 5 tips for nailing the interview. Prep! Prep! Prep! Your nerves alone can dive-bomb your chances of looking like a good recruit for the interviewer. Preparation is the antidote! This means learning about the company, the employer, and the position. You certainly don’t want one tough question to make you appear unprepared; so take the time to find the answers before the questions are given. 2) Turn the Interview around! You must ask questions, for the purpose of 1) Learning more about the position, 2) Being engaged in your own hiring process, and 3) Demonstrating your ability to communicate and work with someone – after all, you are there to see if you are a fit, and communication is the key to any relationship. But don’t overdo it. Ask some direct questions that demonstrate that you are already thinking ahead to working for the company. 3) Be Respectful A good impression is made simply by being respectful. Being on time, being presentable, being friendly, and being conversational are key ingredients. Your interviewer is reading you and trying to envision how you will fit in with his or her team. Show your best. 4) Be Honest You will be asked tough questions regarding your qualifications and experience. If there is something that disqualifies you from the position, make sure you answer honestly and optimistically. A good interviewer can spot fluff in your resume. Simply because you have not done something before doesn’t mean you cannot learn it if you are a quick learner, a team player, and the like. There is no need to lie about where you have been if you show that you are eager to work and to learn. Give a concrete example of a similar, transferable experience, and speak to your eagerness to grow in these areas. 5) Be Proactive If you don’t land the job, reach out to the interviewer or your recruiter and ask what went wrong. Keep notes and adjust for your next interview! By Adam Vega

It’s no secret that the tech scene is booming across the nation, and if you’re feeling the heat to get the best tech pros on your team, you’re not alone. Businesses everywhere are confronted with rising trends in digitalization, globalization, changing consumer habits, and generational shifts, and at the heart of these changes lays technology. But the biggest challenge of all is finding and recruiting the people you need to address your technology needs and initiatives. We see it every day and in every industry. Below, we explore the reasons behind this challenge. Soaring Demand for IT Professionals The national tech unemployment rate has been hovering at just 2.0% for several months, while the average number of days to fill the typical IT position is at a massive 26.7 days. We can infer from this data that the supply of readily available tech talent is in low reserve, far below the soaring demand. And that demand, according to the Bureau of Labor Statistics, is projected to increase a huge 12% over the next decade. This is due in particular to occupations in Cloud technologies, Big Data, the Internet of Things, and mobile computing. The booming need for top IT talent is likely to continue well into the future; in fact, the BLS also predicts that over 1 million STEM (science, technology, engineering, and math) jobs will go unfilled over the next decade due to decreasing numbers of people entering these fields. Hard to Find Technical Skills One of the big reasons it’s hard to find the talent to meet the demand is the simple fact that technology moves so rapidly. This causes two main problems. First, there’s a handful of technologies that are now considered “outdated,” which fewer people are proficient in. These legacy technologies are used in industries such as banking, computer science, weather prediction, and more, and range from C and COBOL to Fortran and Mainframes. As increasing numbers of professionals move their careers in favor of newer, cutting-edge technologies, these legacy technologies are left in the dust, with a smaller talent pool to maintain the environments that use them. On the other hand, companies that are quick to adopt newer technologies often find that the supply of professionals who can use them has yet to catch up to the demand. Think Cloudera, Puppet, Cassandra, Groovy, Hadoop, Swift, and more. Many of these hot new languages and platforms are also some of the highest-paying technologies, which ups the ante for any company trying to recruit these professionals. Rises in IT Salaries Hot new technologies are not the only place salaries are seeing major spikes. Tech compensations are getting higher across the board. In fact, last year saw a 7.7% year-over-year jump in tech wages. That’s the largest ever increase, and over $20,000 higher than the average tech salary from 10 years ago. Bonuses also saw a 7% increase. What does that mean for employers? A major squeeze on IT and departmental budgets. While the best tech professionals are motivated by more than just money, a handsome paycheck definitely doesn’t hurt. In fact, it could mean the difference between accepting your job offer versus your competitor’s job offer. A Candidate-Driven Market The abundance of tech jobs combined with rising salaries and evolving technologies culminate to produce a candidate-driven market. For employers, this primarily means that candidates have more freedom and control in what jobs they apply for and accept. It also results in increasing numbers of passive candidates rather than active job seekers. A recent survey reports that more than 60% of developers are open to new job opportunities but aren’t actively looking. And only 15% of respondents were actually actively seeking. The implication is that companies are unlikely to find their next employee on a job board. In fact, 1 in 3 survey respondents found their current jobs through a referral. Furthermore, some industry leaders believe that less than 10% of people respond to job ads at all, with 95% moving into a new position either through networking or internal promotion. These statistics are powerful because they show that candidates are entering the job market with a very different perspective than they were just a few years ago. And employers need to adapt their recruitment strategies accordingly. It’s this adaptive recruitment process that many companies are struggling with as they seek top IT talent for their open positions. If that’s a challenge that sounds familiar, we’d love to share more of our insights into recruiting the best of the best. Just reach out today and tell us more about your hiring challenges.

When creating or polishing up your resume, a key to standing out is to highlight your transferable skills. Even if you are changing fields completely, many experiences and skills can work in differing careers. Knowing which skills are transferable and knowing how to communicate this knowledge is vital. It starts by demonstrating that you understand that you are applying for a role that doesn’t appear to naturally align with your past positions; but you need to be able to quickly and effectively communicate how your skills will transfer. 1) Begin with your Cover Letter Don’t neglect to use your cover letter to draw attention to your interest in the new position and to plainly state what you do know about the job (via the job description). The cover letter is a way to snag your interviewer’s attention and to set the tone leading into your resume. Be sure to steer both the letter and the resume toward the job/field that you are applying. 2) Dissect your Experiences One candidate we spoke with shared how he made a jump from a project IT position into operational management. One key to his jump was how he dissected his seemingly unrelated work in the IT field into key ingredients needed for management. He noted times and success stories in which he did manage staff/plans/vendors/projects, and highlighted how he had leveraged technology to usher in organizational change, and how he helped train and transition individuals through the change. Suddenly, it wasn’t so difficult to see how an IT project professional might be a nice fit for an operational role in a different industry. 3) Set yourself up for Changes Another key in this candidate’s successful transition from one industry to another was the emphasis on his curiosity and work ethic. A well-rounded and continuing education path demonstrates a nimble knowledge base, and hard work that produces results transfers anywhere. By saying yes, and volunteering for responsibilities outside his niche, he was able to build experiences that would translate into other industries. You can accomplish this many times by simply asking. Ask your manager for new responsibilities, pay attention to the tasks on your manager’s plate and offer to help. Ask about education credits and certifications. Many companies are happy to support a good employee’s growth. Regardless of the work you are doing, being mindful to be creative in how you put your skills to work to gain flexible experience, and always be curious and open to new experiences, utilizing opportunities to learn and network. This will help you to dissect your successes into transferrable skills, and will help you to move up in your business or to jump to a new career with success. By Adam Vega

Maximizing Your Partnership with a Job Recruiter Job seekers set themselves apart from others in the race by teaming up with job recruiters. Many hiring managers prefer to work with recruiters as it expedites the hiring process and secures the right candidate for the job. A recruiter also works hand in hand within their network and can therefore better find a job that suits your wants and needs. Once you team up with your recruiter, use these brief tips to make the most of your partnership. 1) Be Open, Be Honest! Make sure that your resume is updated and truthful. Lying on your resume or during an interview with your recruiter can stall or completely sabotage your hiring process. Even if you’re not the right fit for the available jobs at the moment, recruiters keep resumes on file. This means they can help you land a job you love in the future when the right opportunity comes along. 2) Keep Your Recruiter’s Information Even if you are happy in your current position, stay connected with your recruiter. Their network continues to grow, and positions that weren’t available to you before may open up later. Maintain an open dialogue with them and check in occasionally to remind them that you’re still open to new opportunities. 3) Listen to the Middleman While you might be eager or even desperate for a new position, remember that your recruiter is a valuable middleman. They have insights into both sides—what the employer wants and what you’re looking for. Be patient while they search for the right opportunity. Your recruiter may offer advice on the interviewing and hiring process—heed their guidance! By following these simple steps, you’ll maximize your chances of securing the right job and building a strong recruiter relationship for the future. By Adam Vega

Balancing Work and Job Searching While it is often true that the presently employed have a greater chance of receiving job offers when applying for positions, finding the time, energy, and focus to balance work and job-searching can be challenging. Whether you are seeking a greater challenge, a more competitive salary, a better location, greater stability, or the opportunity to move up in your career, understanding your job market is crucial. Honor Your Current Employer The first thing to remember while searching for a new position is to honor your current employer. Publicly advertising your job search can disrupt your team and provoke a negative reaction from leadership. If you are a valuable employee, notifying management of a job offer might even lead to a counter-offer. However, behaving unprofessionally during your exit could not only eliminate this possibility but also cause your employer to start looking for your replacement before you're ready to move on. Keep Work and Job Searching Separate It is essential to separate your work from your job search. When you are at work, focus entirely on work. When job hunting, commit fully to your search outside work hours. Job searching during work hours is considered time theft and can harm your professional reputation. If you stay in your current position, your lack of dedication may set you back in the long run. You risk damaging workplace relationships and creating a hostile work environment. If caught, you could face termination or lose the chance for a strong referral. Work with a Recruiter A great way to manage your job search is to work with a recruiter. While you focus on your current job, they will be searching for a better position on your behalf. Recruiter services are usually free for job seekers. They allow you to focus on work at work while they handle your job search. Recruiters bring positions directly to you, reducing job search stress. It’s in their best interest to find you a better opportunity than your current role. By keeping your job search professional and working with a recruiter, you can transition to a new position smoothly while maintaining respect for your current employer. By Adam Vega li { margin-left: 55px; list-style-type: disc; }

Navigating the Challenges of a New Job So you’ve landed a new job. Congratulations! As expected, new responsibilities and a higher salary come with greater expectations, requiring you to learn new skills and work twice as hard. Keep these tips in mind as you manage the stress of your new responsibilities once the initial excitement wears off. 1) Acceptance and Change Change was inevitable when you shifted your career, but that doesn’t mean you were fully prepared to embrace it. If you want to succeed in your new position, you need to adjust to what has changed. Retire mindsets that worked in your last job but no longer serve you. Think creatively about growth and how you can adapt to your new responsibilities. You are no longer in a role where you feel completely comfortable, so you must step up your game. Alter your work habits to match your new role. Assess your time management at work and home. Expect shorter lunch breaks or additional study during free time. Until this role becomes second nature, be willing to adjust your pace and focus. 2) Get Your Support Team On Board A new job is stressful, and one way to ease that stress is to lean on those closest to you—your family and friends. Talk to them about your transition and how they can support you. If they adjust their expectations of your time and energy, it can make a big difference. Identify your support structures at work. Get to know your new team and management—they can help during your adjustment period. If your employer is reasonable, they expect an adaptation phase, so be open about your needs. 3) Keep Learning! You landed this position for a reason—your past experiences prove you’re ready to grow. Find top performers in the same role and ask for advice. Do your own research to stay ahead. Put in the effort to adapt and upskill. By embracing learning, your transition will be much smoother. Before you know it, you’ll be handling your new role with confidence. By Adam Vega li { margin-left: 55px; list-style-type: disc; }

The Modern Job Search: How It’s Changing As time passes, everything evolves—including the job search process. With advancing technology, recruiters and hiring managers are shifting the way they find and assess candidates. Here are some key ways the job search landscape is changing. 1) You’re Being Googled Recruiters are now using Google, LinkedIn, and even Facebook to evaluate candidates—sometimes relying on these platforms more than resumes sent in response to job ads. Make sure your online presence is professional and polished. Optimize your LinkedIn profile to showcase your skills and experience. Be mindful of what you post publicly on social media. 2) Shorter Is Better Recruiters and HR reps spend an average of 30 seconds scanning resumes. That means your resume should be: Concise—only include essential work history. Easy to scan—use bullet points and clear formatting. Accompanied by a brief and engaging cover letter to grab attention. 3) Manage Your Professional Brand Since recruiters rely heavily on LinkedIn and similar platforms, managing your professional image is crucial. Gather endorsements and recommendations from colleagues. Spend more time networking rather than just updating your resume. Engage in professional discussions to increase your visibility. 4) Paper Is Passé Printed resumes are becoming a thing of the past. Instead: Keep your resume updated digitally. Submit applications via email and online portals. Ensure your LinkedIn profile matches your resume. 5) Networking Before Resumes Social media has opened up thousands of networking opportunities. In today's job market: Networking is just as important as applying for jobs. Get to know professionals in your field before you need a job. Use platforms like LinkedIn to connect with industry leaders. 6) Get Creative with Keywords Recruiters use search tools to find candidates based on specific keywords in digital resumes. Optimize your LinkedIn and resume with industry-specific terms. Research the right keywords to enhance your visibility. Use clear and descriptive job titles that match what recruiters search for. Adapting to these changes will help you stay ahead and increase your chances of landing your next great job! By Adam Vega li { margin-left: 55px; list-style-type: disc; }

Staying Motivated in Your Job Search The job search process can be tedious and discouraging. Nobody enjoys receiving a “Thanks for your interest, but…” email or waiting for a callback that never comes, even after sending out a strong resume. These setbacks can make even the most determined job-seeker lose motivation. Here are a few key reminders to keep your job hunt fresh and worth the effort. 1) You Started Searching for a Reason No matter how many rejections you face, remember why you started your job search in the first place. Keep your goals in mind when you feel like giving up. Every rejection is a step closer to the right opportunity. Stay focused—change takes persistence. 2) Your Job Search is About You It’s easy to feel discouraged when you see others land their dream job while you’re still searching. However, your job search is about your journey, not theirs. Avoid comparing yourself to others—focus on your progress. Use others' success as motivation, not discouragement. Your time will come—stay patient and persistent. 3) Encourage Yourself No one knows your strengths better than you. Reflect on your achievements and remind yourself of the skills that make you valuable. Think about the challenges you've overcome in previous roles. Recognize your growth and professional accomplishments. Believe in yourself—the right opportunity is on the way. 4) Avoid Burnout A job search can be exciting, but don’t let it consume you. Obsessing over every application and opportunity will lead to frustration and exhaustion. Maintain a healthy balance between job searching and personal time. Set specific job-hunting hours to stay organized. Take breaks and enjoy hobbies to keep your mindset positive. Staying motivated during a job search isn’t easy, but with the right mindset, persistence, and self-care, you’ll be in a much better position to land the job you deserve. By Adam Vega li { margin-left: 55px; list-style-type: disc; }

Spring Clean Your Career for Success Spring is just around the corner, bringing melting snow, blooming flowers, and the sound of birds serenading the season. But with spring also comes spring cleaning—and your career could use one too. Just as clearing clutter at home creates space and energy, refreshing your career makes room for new opportunities and challenges. If you want to ignite your career, these 10 approaches will help clear space and create momentum. 1) Tough Self-Love To achieve lasting career growth, ask yourself tough but necessary questions: Do I enjoy my work, and does it provide financial security? How can I stand out in an overcrowded job market? Is it time to let go of a difficult client for long-term benefit? Should I take a firm stand with a colleague, boss, or client? 2) Clean Sweep A cluttered workspace kills creativity and productivity. Clearing your desk or digital files can improve focus and leave a positive impression on colleagues, clients, and the boss. It only takes ten minutes to make a difference. 3) Get Smart In today's fast-paced, technology-driven world, staying updated is crucial. Lack of knowledge can be a deal-breaker. Approach learning with curiosity rather than obligation to keep it fun. 4) Don’t Force Yourself to Figure Out Life’s Purpose Not knowing your life's purpose shouldn’t hold you back. Instead of waiting for clarity, make smart career moves now. This mindset removes pressure and allows for flexibility. 5) Make the Most of Things There’s a big difference between settling and strategically accepting challenges. Taking on extra responsibilities can lead to new skills and confidence, opening better career opportunities. 6) Take a Vacation Sometimes, too much focus can be counterproductive. A break, whether a weeklong trip or a day off, allows your brain to problem-solve effortlessly in the background. 7) Sell Yourself When updating your resume or online profiles, don’t be vague. Use specific numbers to highlight accomplishments. “Managed a team of 6 and increased sales by 20%” is stronger than “Managed a team of 6.” 8) It Really Should Have Stayed in Vegas Anyone can look up your digital footprint. Employers and clients often Google candidates before making hiring decisions. Keep personal content private and professional. 9) Do Something Dangerous Push yourself out of your comfort zone. Try public speaking, lead a project, or reach out to an industry leader. Courage leads to growth and new opportunities. 10) R-E-S-P-E-C-T Finding a respected mentor can supercharge your career. Choose wisely—bad advice can be as damaging as no advice. A good mentor helps you avoid pitfalls and learn from experience. Building a thriving career takes small, consistent steps. By making these adjustments, you won’t just recharge your career—you’ll set it on fire. Author’s content used with permission, © Claire Communications li { margin-left: 55px; list-style-type: disc; }

It is an inevitable question during your interview. It helps your interviewer to discern whether or not you have put forethought into your application for their specific vacancy, or if they are one of hundreds of applications that you can no longer keep track of. Knowing some key details about the employer you are interviewing for will make you a standout candidate and help you to land the job! Here are a few things to know before your interview to get the edge. What the company values Take a look at different positions other than the one you’re applying for. Look for common language from one job advertisement to the next. Pay attention to the person specifications that are indicated across most/all jobs. This will key you in to the type of employee this company values. Read the company mission statement. Consider how hiring you helps them accomplish that mission. Who is who? Do some research on the leadership structure. Know who the CEO/president is, and the department heads you can expect to interface with if you land the job. Address the manager of the department you are interviewing for by name in your cover letter. News and Updates By following the company on LinkedIn, Twitter, Facebook, etc., you can keep up to date on any big news or happenings that will help inform your interview. Is the company expanding? Has there been a recent merger? Was there a story on some work they did or an event they sponsored in their community? Bring it up. It shows you’re interested in the company culture. When? Why? What? Where? Understand the client, the product, and the processes by which the company conducts business. This will not only help you interview more confidently but will help you get your feet wet once you land the job. Who is your Interviewer! Above all, know who will be conducting your interview. This is imperative to having a constructive and even enjoyable conversation about the position, as you understanding your interviewer’s responsibilities will help inform the questions you ask him/her at the end of your interview. li { margin-left: 55px; list-style-type: disc; }

Date: January 27, 2016 Many techies find it challenging to communicate technical information to technologically-challenged people. What should be a brief run-down of an IT issue at the end of the day could easily stretch over hours between such differently-wired individuals. It is very important that techies know how to communicate their IT world to non-technical parties, whether for the progress of little and big projects, for making a compelling case for a budgetary appeal, for information sharing via presentations, and for simple networking. One of the challenges a techie runs into is assuming the other party understands more than it does! A techie may use IT acronyms without thinking twice but a non-techie won’t be able to decipher an IT acronym from a Star Wars character. It is best practice to assume the person you are speaking has a lesser technical background, and has little or no clue as to names of projects/programs/codes used in the day-to-day. When someone can see how information relates to day-to-day activity, they are more likely to lean into that information, regardless of how challenging the content. Techies should read their audience and understand how their information affects the person they are speaking to and to relay that information; it will help encourage the listener to focus through the EC2’s and XML’s. Non-techies can be very intimidated by IT lingo and worse, can feel defensive if the techie constantly asks if something makes sense. A better way to ask the same question is to ask general questions about the topic, and if the non-techie’s brows are furrowed, turn back and explain it a different way. Being able to relay niche information can be difficult but a little attention to detail can make it easier and it is well worth the effort in the end. li { margin-left: 55px; list-style-type: disc; }

10 Ways to Support Your Team Date: April 4, 2015 A leader’s job is to ensure that the highest level goals of the organization are realized. As long as you are committed to the success of the group, you are leading. Below are 10 ways to support your “team” whether that is a formalized project team or an informal grouping of employees: Set direction; don’t give directions. Trying to tell everyone what to do is micromanaging, not leading. Ask yourself the question: “Is what I’m doing helping the group to succeed?” Ask the group, too. If the answer is no, stop! Remind the group why it exists. A team’s charter can sometimes get lost. Align your team. Once goals are clear, help everyone match their part of the job to the goals. Ask questions. Explore with real curiosity the link between members’ actions and the team’s goals. Get out of the way. Stop being dazzled by your own brilliance. Let go and trust the power of teamwork. Keep an open mind. Sometimes what looks like insanity may make a great deal of sense. Make it easy for team members to get their jobs done. Take out the trash or order a pizza, if necessary. Choose your battles wisely. They’re a poor use of time. Issues that seem critical now often aren’t in the long run. Spend time with your team. You’ll learn how to support them much better than by being aloof and alone in your office. Author’s content used with permission, © Claire Communications body { font-family: Arial, sans-serif; line-height: 1.8; padding: 20px; background-color: #f9f9f9; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } ul { margin-top: 20px; } li { margin-bottom: 15px; } .author-note { margin-top: 30px; font-style: italic; color: #666; } li { margin-left: 55px; list-style-type: disc; }

Why Hiring Tech Pros Has Never Been Harder Why Hiring Tech Pros Has Never Been Harder — And What to Do About It Date: March 7, 2017 It’s no secret that the tech job market is candidate-driven, and organizations both large and small face significant challenges in finding and attracting the best people. With IT demand far outstripping supply, every role in the tech function is impacted. Whether you’re looking for software engineers, security analysts, UI designers, or help desk professionals — hiring tech pros has never been harder. Here’s why: 1. Your Employer Branding Misses the Mark The interview likely won’t be the first impression candidates have of your company. The candidate journey often begins with: Social media Job boards Glassdoor reviews Career pages on your website In-person referrals These early touchpoints shape perceptions — even before you speak to them. To stay competitive, companies need: A holistic employer branding strategy Messaging that reflects your internal culture Consistent enthusiasm throughout the hiring process Candidates don’t just want a paycheck — they want to be part of a workplace that values them. Are you sending that message? 2. Your Hiring Process is Too Long Most hiring processes still include: Resume screening Phone interviews Multiple face-to-face interviews Reference and background checks Management approvals For some companies, this can stretch out for a month or more — a huge risk in today’s fast-moving market. Top candidates won’t wait around. A drawn-out process can result in: Losing great candidates to faster-moving companies Delays in project delivery due to staffing gaps 3. Your Compensation Isn’t Competitive Basing job offers solely on a candidate’s previous salary is outdated and risky. This approach: May violate local pay equity laws Can undervalue candidates stuck in historically low-paying jobs What to do instead: Research current market compensation trends Base offers on skills, experience, and role requirements Stay competitive without overpaying 4. Your Employment Model Hasn’t Evolved Since the 2008 economic downturn, many tech professionals have embraced contracting models, such as: Independent 1099 or corp-to-corp contractors W2 employees working via staffing or consulting firms Why contracting is appealing: Diverse experiences across industries and technologies Often higher compensation than traditional full-time roles If you’re only considering full-time direct hires, you could be overlooking a growing and highly skilled talent pool. Conclusion The tech talent landscape is changing. To succeed in hiring today, companies must adapt to market demands and candidate expectations. This includes reevaluating branding, streamlining hiring, offering competitive compensation, and modernizing employment models. At Matchsource, we’ve built strong networks of A-level tech talent. As your strategic partner, we help you find and retain top professionals — so your business keeps growing. Let’s connect and discuss how we can support your hiring goals. body { font-family: Arial, sans-serif; line-height: 1.6; margin: 40px; background-color: #f9f9f9; color: #333; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } ul { margin-left: 20px; } section { margin-bottom: 40px; } p { margin-bottom: 10px; } strong { color: #2c3e50; } li { margin-left: 55px; list-style-type: disc; }

Startup Hiring Challenges and Solutions Date: February 24, 2017 Hiring for Startups: A Unique Challenge Startups can be a rollercoaster—and everybody knows it. Finding high-end talent with the drive to be part of something new and meaningful is tough. These are the people willing to sacrifice a 9–5 job and even competitive market rates to help build something from scratch. Startups often lack a fully developed hiring process, so recruiting responsibilities usually fall on someone stepping away from their core duties to handle it. This adds pressure and slows down productivity. The Importance of Culture and Storytelling Hiring for a startup is also about protecting and growing the culture you're working so hard to build. That means being great at telling your story and building excitement in candidates—just like you did with your venture capitalists. With a startup, you need to be willing to say “no” to even the most skilled candidates if they’re not a cultural fit. Chemistry and alignment matter just as much as credentials. Real Results: A Chicago Startup’s Success Story Working with a high-growth startup in Chicago, we removed the burden of recruiting from their internal team and allowed them to stay focused on what they do best. Our passionate recruiters took the lead on the search, becoming an extension of their company. By deeply understanding the founder’s vision and the company’s evolving needs, we helped secure a crucial leadership hire early on—bringing much-needed stability and earning their full trust. Today, they rely on us for all their recruiting needs. Why MatchSource? At MatchSource, we don’t like to brag—but if we didn’t believe we were better than your average Chicagoland tech recruiting agency, we wouldn’t be in business. Our clients see us as true partners. We tailor our search efforts to match the right skills, experience, and most importantly, culture fit. We're proud to be the best communicators in the industry—taking your feedback seriously and adjusting quickly as we learn more about your goals. Let’s Talk We’d love to hear your story and explore the potential for a long-term recruiting partnership. Why not give us a call? body { font-family: Arial, sans-serif; line-height: 1.6; margin: 40px; background-color: #f9f9f9; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } ul { margin-left: 20px; } section { margin-bottom: 30px; } li { margin-left: 55px; list-style-type: disc; }

4 Ways to Improve Your Onboarding Approach Date: October 20, 2016 Management Tips: 4 Ways to Improve Your Onboarding Approach Onboarding a new hire gives you a unique opportunity to lead, support, and inspire someone at a key transition in their professional journey. For new employees, this moment can bring a wave of emotions—from excitement to anxiety. A poorly handled onboarding process may leave a lasting negative impression of your leadership, your team, or the organization as a whole. On the other hand, an effective onboarding experience sets the tone for success and accelerates a new hire’s ability to thrive. Here are four actionable tips to improve your onboarding strategy: 1. Prepare Before Your Employees Arrive Send a welcome letter ahead of time along with any necessary forms and documentation to get them started. These should include: An overview of company culture Department responsibilities and how they align with company goals Job expectations and duties Office policies and procedures Anything that sets clear expectations and helps reduce first-day anxiety is key. 2. Set Up Their Workspace Ahead of Time Make sure your new hire has everything they need to hit the ground running. This includes: System access and accounts Training materials and department resources Benefit guides and HR forms Instructions for logging hours, parking info, or even a local area guide Anticipate questions before they’re asked, and don’t assume what the new hire may or may not know. 3. Make the Welcome Count Greet your new team member warmly. Introduce them to their team and give them a tour of the workspace. Help them feel like part of the team before they even sit at their desk. First impressions matter. A sincere welcome can go a long way in building early trust and connection. 4. Assign a Trainer and Encourage Early Wins Assign someone to lead them through the orientation phase. Encourage them to start working (with support) as soon as possible. Delivering early wins can build confidence, motivation, and team integration. People want to contribute—help your new hire do that fast, and you’ll start seeing results quickly. The Long-Term Payoff Effective onboarding means seeing your department through the eyes of an outsider and investing in a thoughtful welcome process. The better your onboarding strategy, the faster your new hires will thrive—turning your investment into meaningful results. As a leader, your commitment to onboarding is key to your team’s long-term success. body { font-family: Arial, sans-serif; line-height: 1.6; margin: 40px; background-color: #f9f9f9; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } ul { margin-left: 20px; } section { margin-bottom: 30px; } ol { padding-left: 20px; } strong { color: #2a2a2a; } li { margin-left: 55px; list-style-type: disc; }

Motivating Employees: A Self-Quiz Date: March 31, 2016 Motivating Employees: A Self-Quiz While pay, praise, and promotions have their place in employee motivation, research by Rewick and Lawler suggests that personal fulfillment factors have a far greater impact. Their Top 5 drivers of motivation include: Job challenge Accomplishing something worthwhile Learning new things Developing skills and abilities Autonomy Take this self-quiz by answering “True” or “False” to each statement below and assess how well you’re helping to ignite lasting enthusiasm in your employees: Self-Assessment Statements I know things about the personal lives of those who work with me, such as how many children they have or their special hobbies or musical taste. I try to ask questions rather than give direct orders. When making a request, I match the benefits of the task to the goals and values of the person I am asking. I give specific and sincere praise for improvements in performance, so as to let people know that I have noticed. I celebrate successes. When I give criticism, I begin with honest appreciation for what is being done well and right. I follow that with an “and” rather than a “but” before delivering criticism. I treat others the way I would like to be treated. I set goals that are reasonable but that require stretching. Whenever possible, I work with individuals to set goals together. I respect the professionalism and expertise of those I supervise. I ask for their input in planning, and I give them autonomy and authority to complete projects. I share my own thinking and values around the goals and projects set. Rather than worry too much about others’ weaknesses, I focus on building their strengths. If those I supervise are not motivated, I look first to myself and what I need to change about myself or my approach. I give constant feedback, both verbal and statistical, so that my direct reports always know how they’re doing. I am motivated, enthusiastic, transparent and energetic. I have good balance in my work/personal life, and I love what I do. In effect, I am modeling the traits I want to see in others. I am always on the lookout for challenging tasks for those I supervise. Everyone I work with understands what the company’s mission and vision mean to them as individuals. Now What? If you answered “False” more often than “True,” it may be time to focus more on your motivational leadership practices. Motivating others isn’t just about control—it’s about unleashing potential. Motivation doesn’t come from you—it comes from within your employees. Your job is to help create the conditions where that inner drive can flourish. Author’s content used with permission, © Claire Communications body { font-family: Arial, sans-serif; background-color: #f9f9f9; margin: 40px; line-height: 1.6; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } ul { margin-left: 20px; } section { margin-bottom: 30px; } li { margin-bottom: 10px; } .note { font-style: italic; color: #666; } li { margin-left: 55px; list-style-type: disc; }

Managing Brilliant but Difficult Employees Date: March 14, 2016 Managing Brilliant but Difficult Employees Difficult employees come in all forms, but none are quite as frustrating as the brilliant employee who is impossible to work with. Netflix CEO Reed Hastings once said, “Do not tolerate brilliant jerks. The cost to teamwork is too high.” And we agree. While their talent may be unmatched, these individuals can create serious challenges for team cohesion and morale. However, learning to confront and manage their dark side gives you a better chance at keeping both them and the rest of your team happy and productive. Here are four core principles to help manage these tricky but talented team members. 1. Don’t Be Flexible with Negative Attitudes Negativity is like a weed—it spreads quickly and can choke the growth of even the most hard-working team. A brilliant employee who gossips, shows arrogance, or consistently banters negatively can damage your company culture and productivity. No matter how essential they may seem to your success, managers must take the effects of negativity seriously and act swiftly to address it. 2. Be Open. Be Honest. Avoiding the issue is the same as approving it. If an employee’s behavior is affecting your team, respectfully call it out. Be specific about what behaviors are creating friction and explain how those actions are impacting the work environment. Honest conversations set clear expectations and show the rest of your team that their comfort and productivity matter to you. 3. Give Positive Reinforcement When the employee takes your feedback seriously and begins to change, make sure to acknowledge and praise that shift. Use the same directness you used to confront the behavior in the first place. Sincere, specific praise is incredibly powerful—and just as contagious as the negativity you’re trying to eliminate. This builds mutual respect and can completely transform a toxic situation into one of growth. 4. Be Willing to Bid Adieu Sometimes, the tough truth is this: if the employee refuses to change, you need to let them go. No matter how brilliant someone may be, if they consistently fail to be respectful or collaborate with co-workers, they don’t belong on the team. Clear the space for someone who contributes positively to the team’s success and culture. By Adam Vega body { font-family: Arial, sans-serif; background-color: #f9f9f9; margin: 40px; line-height: 1.6; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } section { margin-bottom: 30px; } p { margin-bottom: 10px; } .note { font-style: italic; color: #666; } li { margin-left: 55px; list-style-type: disc; }

The Benefits of Using a Recruiter for Hiring Date: March 8, 2016 The Benefits of Using a Recruiter for Hiring The traditional means of finding new employees is something many companies prefer to do themselves. However, there are significant advantages to using an external recruiter to handle the hiring process on behalf of your HR or management department. Recruiters Live to Recruit Hiring managers and HR representatives often have a lot of work that is separate from the hiring process. Many times, these individuals are tasked with hiring because of shifts within the company, and their daily duties don’t necessarily leave room for a focused recruitment process. Recruiters, on the other hand, specialize in recruitment—it's their sole focus. Their daily work is dedicated to finding the best talent for the best roles. They spend time getting to know candidates through specific questions about their goals, experiences, and accomplishments, ensuring that they match the right people with the right opportunities. They also understand exactly what your company needs, based on conversations with you and your HR department. This reduces turnover by ensuring a better fit from the start. Recruiters Have Access to a Talent Pool That You Don’t Have Recruiters have access to resources and networks that HR departments often lack. They have tools to find the best candidates in the business, including individuals who are currently employed and working for competitor companies. This gives them the ability to entice top talent who might not be actively looking for a job. In contrast, the traditional recruitment process often involves sifting through resumes from unemployed, under-qualified, or disgruntled candidates. Recruiters Can Find Top Talent Faster than You Can Every day a position remains unfilled costs your company in terms of output. Filling a position quickly with the wrong candidate will only lead to further complications, including the potential need to fill the role again shortly afterward. Recruiters have the time, expertise, and networks to quickly send you qualified, high-caliber candidates—saving you time and preventing costly mistakes. Conclusion If your company is still relying solely on job board advertisements to fill vacancies, it might be time to enlist the help of a recruiter. Their expertise, resources, and access to top talent can greatly accelerate and improve the hiring process, leading to better hires and lower turnover. By Adam Vega body { font-family: Arial, sans-serif; background-color: #f9f9f9; margin: 40px; line-height: 1.6; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } section { margin-bottom: 30px; } p { margin-bottom: 10px; } .note { font-style: italic; color: #666; } li { margin-left: 55px; list-style-type: disc; }

Three Horrible Boss Habits Date: March 1, 2016 These three habits are sure to make you a drag to work for. Could you be one of these horrible bosses? Horrible Boss One: The Micro-Manager A micromanager is not really a manager. A manager is someone who can properly hire, train, motivate, and delegate responsibility with quantifiable success factors. There would be no purpose in micromanaging if a boss hired, trained, and empowered the correct people, and understood how to ensure his/her employees were on task. Horrible Boss Two: The Introvert Opposite of the micro-manager, but equally frustrating, is the boss who is invisible. A career is much more than a paycheck; it is a place where skill and education are honed for improvement and growth. A good manager not only manages but motivates, encourages, and provides opportunities for employees to learn new skills and grow within their field. A hands-off manager doesn’t advocate for growth and upward movement. Horrible Boss Three: The Meeting Monger In some business arenas, there is an unwritten school of thought that for ‘important meetings,’ one should wear a large, expensive-looking watch, bring an oversized briefcase full of papers, bring a water bottle to sip (so as to seem at ease among such important people), and take up as much physical space as possible (above and below the table) to impose significance. The reason for all of this counsel? Because these meetings are a huge, ego-boosting waste of time. A skilled leader doesn’t need to draw attention to their authority or rank. They know how to decipher the ins and outs of the job or project at hand and then communicate necessary details to the right people, briefly. The meeting monger who wastes hours upon hours in the conference room is only wasting precious, workable minutes and is likely just making a power move. Conclusion If you identify with any of these habits, it's important to reflect on how they may be impacting your employees and your overall leadership effectiveness. A successful leader fosters an environment of trust, growth, and clear communication—far removed from micromanagement, invisibility, or excessive meetings. By Adam Vega body { font-family: Arial, sans-serif; background-color: #f9f9f9; margin: 40px; line-height: 1.6; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } section { margin-bottom: 30px; } p { margin-bottom: 10px; } .note { font-style: italic; color: #666; } li { margin-left: 55px; list-style-type: disc; }

Finding High-Quality IT Talent Date: March 8, 2016 When it comes to finding high-quality IT talent, businesses are scrambling more than ever to find the best candidates. Why? This is due to the fact that unemployment in this industry is lower than almost any other and fewer college graduates are choosing this path, resulting in a huge reduction in the talent pool. However, the growth in this industry has done everything but slowed down – in fact, it is growing faster than ever, meaning that finding the talent you need for your business is more important than ever. Why It’s Crucial This means that recruiters and interviewers must be at the top of their game in order to find quality candidates for open positions. Planning, consideration, and superior communication savvy are all essential to ensure a successful interview. No matter the position being interviewed for, some best practices will help ensure the results you want. Best Practices for Interviewing IT Talent Don’t Forget the Small Talk Before an interview begins, there are bound to be a few minutes to engage in some small talk. You should jump on this opportunity. It is during these conversations where you will learn inside information that you may not find out from traditional interview questions. Ask things such as if they live nearby, about their weekend, or anything to start a casual conversation. This not only helps to provide a positive, welcoming experience for the candidate but will also provide you with additional insight and reduce the tensions that both parties may be feeling. Maintain Consistency Chances are you will be interviewing several candidates the same day or in the same week. It may seem repetitive to ask the same question again and again; however, you should avoid switching the questions too much, since having different candidates answer the same questions will keep them on an even playing field when you evaluate the individuals later. Use Behavioral Interview Questions When you ask behavioral interview questions, you will have the best tool to determine how a person will perform at your business in a specific position. These types of questions will force the person to cite specific examples of past work experiences and how they may be related to the position they are interviewing for. Effective behavioral interview questions include: “Have you made a mistake? How did you handle it?” One or two of these questions should be included. Behavioral questions will give you much more insight into an experienced candidate’s skillset. Leave the textbook-type questions to the recent college grads! Don’t Forget to Sell Remember, candidates are interviewing you just as much as you are them. This is an incredibly tough market for hiring in technology, and the current unemployment rate for developers is less than 3%. What will help persuade a currently happily employed developer? The top three factors influencing interest are: Flexible hours/telecommuting Opportunity to make an impact Challenging work/new tech Also, never underestimate the power of culture and developing a clear answer to “What’s in it for me?”. Don’t forget the fun perks! Companies are getting very creative in this area. Here are some great ideas to consider: Free Lunch Mondays Happy Hour Fridays Dog-friendly offices Birthdays off Gym Memberships Game room Child or Doggie Daycare reimbursements A little goes a long way in this area. Anything you can do to help people feel a sense of camaraderie and have some fun with each other will produce a much happier, cohesive team environment. I’ve been told time and time again by active candidates that they just want to look forward to going to work, and they want to feel like they are appreciated. Potential candidates appreciate hearing about the less conventional benefits of joining your team, and these little perks could be the deciding factor when comparing so many different opportunities. Always Ask If They Have Questions This needs to be a staple question in any interview that is given: “Do you have any questions for me?” This will clear up things for them and provide insight into what they are thinking. If they ask about salary right away, they may only be concerned about what they are getting paid, rather than the job as a whole. After the interview, you should let them know what will happen next. This will make the candidate feel informed, and they will know what to expect going forward. It also allows for a nice transition to the end of the interview. When interviews end abruptly, it leaves an awkward impression with the candidates. By Adam Vega body { font-family: Arial, sans-serif; background-color: #f9f9f9; margin: 40px; line-height: 1.6; } h1, h2 { color: #000000; font-weight: bold; } h2{ font-weight: bold; font-size: 30px; } h3 { color: #000000; font-weight: bold; font-size: 20px; } section { margin-bottom: 30px; } li { margin-left: 55px; list-style-type: disc; } p { margin-bottom: 10px; } .note { font-style: italic; color: #666; } li { margin-left: 55px; list-style-type: disc; }