Despite the fact that the IT industry is still experiencing huge staff shortages, finding your first job in the profession is not always the easiest. What’s the problem?

One theory is that employers are only looking for experienced specialists. The other — that many beginners make gross recruitment mistakes. What are these mistakes, and what can you do to avoid them?

1. No portfolio available

An account on GitHub — regardless of years of experience — is a must-have for every programmer. It can become your main differentiator from other candidates and thus — increase your chances of attracting recruiters' interest.

Your portfolio shows that programming is your passion and that you are not limited to what you were taught during your studies or course.

2. Badly structured CV

Consider what information will be relevant to the recruiter and in what order to present it. For example, is the mention that you worked in a grocery store during the summer holidays after graduation really something that will give you an advantage over your opponents?

When creating your CV, try to follow similar rules, i.e., concisely, clearly, without fake, and as specific as possible. Write what languages ​​you know. Add information about the advanced level. List all noteworthy projects related to work in IT and briefly describe them. Make the recruiter interested in you, but avoid clichés and long stories.

3. Lack of interest in the company they apply to

In fact, every organization has its own website, Facebook, or Linkedin profile. Therefore, finding information about a company should not be a difficult task.

4. Lack of enthusiasm to work

Recruiters often complain that candidates do not ask them questions at all. This clearly signals that they do not care about taking up this particular job and are not interested in what they will be doing in the position they are applying for.

Contrary to appearances, these are frequent recruitment errors resulting from the candidate’s lack of preparation for the position he is applying for.

So what questions should you ask during the interview?

Some examples are below:

  • How will the effects of my work be measured?
  • What project management methodology do you use?
  • What technologies do you work in?
  • What development opportunities does your company offer?

5. High salary expectations

Sometimes it is worth getting involved in an interesting, not necessarily very profitable project to learn as much as possible from it and build a valuable portfolio, rather than spending 40 hours a week at work that will not give you satisfaction.

6. The position does not match the candidate’s preferences

If, for example, you want to work as a Front-end Developer, do not apply for an IT Support position. It is better to undergo a worse paid but more developing internship than to waste time on a job that will not allow you to develop in the direction you want to go.

If you really want to do what you like, you must clearly define your development path from the very beginning and persistently pursue your goal.

In the end, it may be clichéd, but important advice to all those who are at the beginning of their careers. Do not give up!

Even if you do not have experience yet and your portfolio leaves much to be desired. Take part in various IT meetings, hackathons, conferences, or meetups.

Participate in all kinds of discussion forums, and don’t be afraid to ask your experienced colleagues in the industry questions. Stay up to date with new job offers in the IT industry, check advertisements published.

If you are really passionate about programming, you create additional projects after hours, and you will prepare well for the recruitment process — your dream job is at your fingertips. The above-recruiting mistakes are one thing, but giving up too quickly can also be one of them. Take courage!

Employees' mental health is quickly becoming a top concern for companies as they try to hold on to workers through the pandemic.

 The firms that confront mental health are poised to win the war for talent.

"These days there are worker shortages everywhere," says Chris Swift, CEO of The Hartford, a financial services and insurance company. Mental health is a massive contributor to that, he says.

The pandemic has dragged on, and people are dealing with even more loss and isolation — at the same time that America's opioid crisis has gotten worse. Burnout and addiction are seeping into the workplace.

  • Despite the fact that we've gotten used to pandemic-era living, workplace burnout is rising. 44% of workers say they feel fatigued on the job, up from 34% in 2020, per a study conducted by the human resources consulting firm Robert Half.
  • Drug overdose deaths spiked 30% in 2020 — to nearly 100,000 — and the bulk were opioid overdoses, Bloomberg reports. The deaths and drug addictions are contributing to the overall worker shortage.

It's harming workplaces.

  • A whopping 52% of U.S. employers say they are “experiencing significant workplace issues” with substance misuse or addiction by employees, according to a new survey from The Hartford. That's up from 36% in March 2020.
  • 31% of U.S. employers say workforce mental health is having a severe or significant financial impact on the company, up from just 20% in March 2020.

Employers can help by providing resources, like mental health days and online therapy sessions. But middle managers must also play a key role, experts say.

  • Managers should regularly check in with workers and should themselves be responsible for fostering an environment in which workers feel comfortable discussing personal problems, Kelly Greenwood and Natasha Krol of the workplace mental health advocacy nonprofit Mind Share Partners write in the Harvard Business Review.

Helping workers is not so simple. 72% of U.S. employers say stigmas associated with mental health and addiction are keeping workers from seeking help, per The Hartford's study. The more we talk about it, the faster the stigma goes away, Swift says.

As workforces transition to remote or hybrid, it'll be even more essential for managers to check in on employees' mental health, says Bryan Hancock, who leads McKinsey's global talent practice.

  • Without chance encounters at the water cooler, we can slip into the habit of only discussing work matters with colleagues. Managers will have to explicitly schedule time with their workers to ask how they're doing.