With today’s quickly evolving technology, many businesses recognize the importance of hiring top-notch technology talent. Software engineers are a crucial asset to businesses of all sizes, and the attributes of software engineers help build a strong foundation for business security.

The terms “talent acquisition” and “recruitment” are often confused by candidates and are thought to be different terms for the same process that can be used interchangeably. To some extent this is true, but there are some stark differences between these two terms. Simply understanding the key differences and similarities between the two processes can help you stand out as the most qualified talent and in identifying organizations that create a sustainable hiring process in the market.

       Similar to DevOps, Site Reliability Engineering (SRE) is a set of principles that takes portions of software engineering and applies them to operations and infrastructure problems. Ultimately, SRE focuses on the creation of highly reliable software systems. It's common for recruitment firms to source talent for SRE roles because of the ever-evolving world of technology.

       Several core principles play essential factors in the world of SRE. Portions like automation and systems design are more commonplace than other principles. Other practices like capacity planning and observability design are relatively common but not consistently implemented. The possession of these skills can make or break a company in the long run and is sometimes seen as crucial "must-have" skills for SREs.

       In tech recruitment, the characteristics of an SRE expert vary depending on the organization. Still, most companies are generally seeking engineers with experience in high-level infrastructure schematics, system monitoring and analysis, and, essentially, the design of durable workflows. Knowledge of other skills like Linux OS, troubleshooting, and version control will make a well-rounded SRE professional.

       When companies are looking to hire SRE professionals, there are typically a few different problems that they need to solve. As we all know, finance is essential in running a well-oiled enterprise. SRE experts can use their knowledge of reducing downtime to promote financial gain and maintain a business reputation. The right SRE professional can also calculate threats and prepare a recovery plan.

       In the event of an interview, SRE mavens can expect several different sets of questions. Most, if not all, companies will expect knowledge of Linux and the SRE's ability to create infrastructure from the very beginning. In general, extensive knowledge of Linux OS is a requirement. Companies will also expect SREs to thoroughly understand both CI/CD and DevOps' best procedures. This expectation is that SREs can create processes and workflows in the most efficient manner possible. Lastly, the right SRE will know about the cloud and how they can use it to ensure the strength and adaptability of the company's digital assets.

       With the constant technological developments in today's professional world, the SRE is a vital asset in ensuring security, efficiency, and monetary gain. Companies are aware of the constant technological evolution. They are typically prepared to invest in engineers that can protect their investments and interests. SREs can help prevent downtimes, assess and mitigate risks, increase cost efficiency, and accelerate development cycles. Finding a reliable SRE is often critical to running an effective organization.

The Global Edge Consultants is proud to announce our partnership with the Doyenne Initiative. This nonprofit organization aims to positively impact women globally and help them become experts in their fields.

Hydrogen is a chemical element and fuel that produces only water and can be produced by a wide range of resources like nuclear power, natural gas, renewable power, and biomass. The energy industry sees hydrogen as a valuable form of energy that could one day play a vital role in the energy transition and reaching the international goal of net zero. Here lies the big question: what’s the difference between blue hydrogen and green hydrogen?

   The United States is setting up for the next movement in offshore wind development – the Gulf of Mexico. Currently, there are only two United States wind farms in operation – one in North Carolina and one in Rhode Island. Offshore wind power is a popular form of energy generation across the globe. The top three leaders in wind power are China, the United Kingdom, and Germany. To understand the power behind offshore wind’s migration to the Gulf, it’s important to understand offshore wind power itself.

If you've ever participated in a job interview or selection process, you've certainly heard the following question: do you know how to work in a group? Being able to develop group activities efficiently and quickly is an increasingly required skill in hiring processes.

As workplace environments change and adapt to becoming accessible, your organization must stay up to date with accessible practices as they become available. For us in the recruitment world, having the ability to effectively attract and recruit people with disabilities is crucial to ensuring equal opportunities. Knowing how to manage, retain, and support people with disabilities will ensure that organizations are inclusive.

As of 2021, the labor force participation rate for people with disabilities is 19.1% (U.S. Bureau of Labor Statistics). The opportunity to remain in the workforce after becoming a person with a disability is extremely important to their independence and mental health, and the United States requires under the Americans with Disabilities Act to provide “reasonable accommodation” so that people with disabilities can retain their employment after becoming disabled. This is a standard that is not only required by law but should be provided out of consideration and care for employees. It’s crucial to explore as many options as possible for reasonable accommodations.

It's strongly encouraged across the board to develop an accessible workplace, and this begins internally. Human Resources professionals play an important role in ensuring that all skills and talents of employees are utilized; According to the Society for Human Resource Management (SHRM), HR should hold leadership accountable for employing people with disabilities.

Recruiting talent for your organization should begin with being barrier-free – meaning that candidates with disabilities have the same opportunities as those without disabilities and can be just as easily considered for a job (O’Halloran). For example, making job descriptions and requirements easy to understand, and applications easy to complete. When recruiting workers with disabilities, ensure that your organization is using disability inclusion statements when advertising jobs as well as on your organization’s website. It’s also key to educate all employees about working with people with disabilities. These actions can be cues for people with disabilities that your organization is in tune with accessibility practices and can make them feel more comfortable with not only being under your employ but if they might need to require accommodations in the future at your organization.

Beyond properly educating employees on how to interact with people with disabilities, your organization must also keep in mind the physical accessibility of your location. For example, the organization should ensure that there are proper parking accommodations – like handicapped parking spots and ramps to access the sidewalks and building entrances. Doors should also be wide enough for a wheelchair to pass through, and elevators should be both accessible and have panels that are low enough for a wheelchair user to reach along with raised symbols and numbers (SHRM).

Following closely behind physical accessibility is technological accessibility. This can affect opportunities for people with disabilities to get hired, affect their day-to-day abilities, and affect employee retention. In today’s world, technology is part of nearly every task, meeting, and appointment that we do; because of this, it’s important that your organization’s technology can adapt to reasonable accommodations. The Employer Assistance and Research Network on Disability Inclusion (EARN) describe two different types of accessible technology – directly accessible or additionally accessible. Directly accessible technology can be used without any additional help. For example, text-to-speech systems in smartphones. Additionally, accessible technology requires additional help, like an installation or activation of a program. For example, a screen reader on a desktop computer may need to be activated for someone that has visual impairments (EARN).

Another important factor of accessibility in the workplace is attitudinal awareness. Society’s understanding of people with disabilities is hindered by stigma and discrimination, so it is important to educate your organization’s staff on these attitudinal barriers to prevent inaccessibility in the workplace. EARN designates nine different examples of attitudinal barriers which include inferiority, pity, hero worship, ignorance, multi-sensory effect, stereotypes, backlash, denial, and fear.

Inferiority occurs when employees with disabilities feel that they are less than abled employees. This can be a result of discrimination. Pity is when others feel sorry for the employee with disabilities and end up patronizing them. Hero worship is disabled employees who live independently being considered “special”, or extraordinary because of their disability and independence. Ignorance occurs when abled employees dismiss employees with disabilities as incapable because of their disability. The multi-sensory effect is when people assume that other senses are affected by the employee’s disability. For example, an employee might have vision difficulties and another employee might treat them like they are hard of hearing. Stereotypes, though it is a broad range, can be both good and bad. Employees can make both positive and negative generalizations about people with disabilities. On the negative side, stereotyping can look like others assuming people with disabilities have a poor quality of life or that they are unhealthy. Another example of attitudinal barriers is backlash. This occurs when abled employees believe that their employee is given an unfair advantage due to their reasonable accommodations and disability. Denial is an attitudinal barrier where employees may not believe that hidden disabilities are real, therefore they don’t think the employee with disabilities requires accommodations. Lastly, fear behavior occurs when employees are afraid to offend an employee with disabilities, so they completely avoid the employee.

Avoiding these behaviors in the workplace and beyond are possible with the right discussions and training to increase understanding about disabilities. Utilization of resources to properly prepare your organization and employees will ensure that everyone becomes set up for success.

Job openings are abundant in today’s working world, which means there is something for everyone. Numbers of open job positions are steadily on the rise; the U.S. Bureau of Labor Statistics reports around 11 million open jobs in May 2022.

Leadership plays a key role in the growth and success of organizations, so the study of leaders, their behaviours, and styles of leadership, has a central role in the literature on organizations. In this context, the present article aims to show the differences and similarities between the leadership styles tended to be adopted by men and by women.