xScion Solutions, LLC

In case you haven’t heard, Facebook bought the photo sharing app Instagram for one billion dollars in cash and stock earlier this month. That’s right – One. Billion. Dollars. After you get past the initial sticker shock of this deal, the question remains: what was Facebook’s motive?

There are a lot of theories floating around. Some think that Mark Zuckerberg, Facebook’s 27-year-old CEO, made the acquisition because he wanted to beat Google to the punch. Instagram was growing at such an incredible rate; it was only a matter of time before someone made an offer.

It has also been said that Facebook had a very similar mobile photo sharing app in development last year. If you have that much money to spare, why not save yourself the trouble and buy a better one with a huge (and growing) fan base?

Zuckerberg had this to say about the acquisition:

“This is an important milestone for Facebook because it’s the first time we’ve ever acquired a product and company with so many users. We don’t plan on doing many more of these, if any at all. But providing the best photo sharing experience is one reason why so many people love Facebook and we knew it would be worth bringing these two companies together.”

Translation? Facebook was scared. Zuckerberg felt that Facebook finally had some serious competition, at least in the mobile photo sharing realm. Instagram boasted 30 million users, and that was before the app was made available for the Android.

It’s a known fact that mobile photo sharing is Facebook’s weakness. It also just happens to be what Instagram is all about. Personally, Instagram is the app I use most on my iPhone. It allows you to effortlessly transform your photos into art and has millions of users hooked.

I think this was ultimately a smart move for both parties. It was definitely a risky (and seemingly impulsive) acquisition. Although they paid twice what the company was valued at, hopefully Facebook will reap the benefits in the long-term.

I guess if you can’t beat them, join them. Or buy them.

The iPad 3 was recently released, so is it worth getting?  It has many amazing functions, some average, and some head scratchers.

Maybe the most noticeable change is the superbly crisp Retina Display which greatly improves the clarity.  The new screen upgrades how everything is viewed.  When off, the iPad 3 looks almost exactly like the iPad 2, it is slightly thicker and 60g heavier which can be an issue if you are holding it for a long time.  The interface is smooth and is similar to the iPhone.  There is a dock at the bottom where you can put up to six frequently used apps that is useful.  Also, there is a notification bar that lets you see unread emails and any other notifications easily.  The downside of the interface is it is simplistic and there is no way for real customization.

When trying to contact people through your iPad 3 you have many options.  The face time video chat has good quality, but can still be grainy at times.  Email is set up well and once you get use to the keyboard it is easy to converse.  Dictation replaces Siri which is a head scratcher since it is only 90% accurate and Apple spent so much time promoting Siri.  You do have direct access to your Twitter account and can post pictures straight to there if wanted with one simple bottom.

The internet has been greatly improved.  Internet pages are much clearer because of the new screen and they load quicker.  There is almost seamless switching between Wi-Fi and 3G and if you live in the U.S. or Canada you can enjoy extremely fast LTE speeds.  However, even with these improvements there are still areas that lack.  Sometimes it will refuse to connect to mobile data despite having a full signal and the only way to fix it is to turn off and back on the iPad 3.  The web browser lacks flash player so there are websites where you cannot view videos.

The camera has been significantly upgraded from 0.7 MP to 5.0 MP.  Even though the pictures are much better quality the volume key is used to take pictures and it can be stiff and create picture wobble.  Like the camera, the video is simple and easy to use.  However, it does take 1080p and the anti-shake works very well on it.  Listening to music is easy and you are able to control the music player from anywhere on the iPad 3.  Watching videos is easy and vivid but the files are large and can take up most of the room since the only option to choose from are 16GB, 32GB, and 64GB hard drives.

The battery life is good and usually lasted about two days of normal use or 350 minutes of straight video.  There are plenty of Apps for it but some can be quite large.  iMovie is easy to use good for the average home filmmaker.  iBooks looks smooth and easy to read and Newsstand is laid out much better than previous versions.  Google maps runs well and you are able to look at live traffic in major cities but it is not as impressive as Android’s tablets.

The iPad 3 upgrades many areas compared to the iPad 2, but whether you should upgrade depends on what your reason is for having a tablet.  If you want a more in depth look at the iPad 3 and its functions check out this article http://www.techradar.com/reviews/pc-mac/tablets/new-ipad-3-1071369/review#articleContent.

Everyone has heard stories of how an employee got fired or was not hired because of a picture or other objectionable social media post.   But there is also a flip side to that.  If used correctly, Social Media can enhance your career or win you an interview.

In the past people were considered experts because of their experience, titles, or length of their resume.  While all of this is important, it is now possible to put your ideas out there and gain a following through Social Media.  However, in order to do this you have to be proactive to create the image of yourself that you want.

Most people have some form of Social Media, either a Facebook or Twitter account, but you have to realize two things before they can start helping your career.  First, privacy is not something that comes naturally.  Everything online is public by default.  Second, you have to commit to use Social Media for more than personal reasons.  You may even want to separate which Social Media will be personal and which will be professional.

There are three things you must do:

1) Figure out what your focus is going to be.  Think about what you want to be associated with and choose one main focus.  You can also dabble in related areas but you need to have one thing that you are known for.

2) Create something to see.  Set up a LinkedIn profile if you don’t already have one and start a Twitter account.  Make sure you put all relevant information about yourself.

3) Post something interesting.  In order to make an impact with Social Media you need to create a following and the only way to do that is by posting articles that show that you have expertise in that area.

So remember to be proactive with your Social Media in order to help your career; because if you aren’t, it could be hurting it.

I recently tuned in for ERE’s webinar with Mark Tortorici titled, “Cost-Cutting (Free) Recruitment Practices.” The main goal of this presentation was to show sourcers and recruiters how to “do more, with less.” Mark made a lot of good points and opened my eyes to some sourcing tactics that 1) I never knew about, and 2) don’t cost a dime. He focused on utilizing search engines and social media and the most effective ways to do so. Mark gave these three tips:

1)      Utilize the power of Google’s search tools, but also recognize the other search engines that are available to you. They’re free!

2)      Source for candidates using tools like LinkedIn, Twitter, and other social networks. You can get the most out of these without needing to pay for an upgraded account.

3)      Save time and money with your recruitment message or brand.

Mark walked viewers through how to make the most out of Google and other search engines by using targeted search strings. He even demonstrated how to take advantage of add-ons that will prevent sites that you never want to see from appearing in your search results. This strategy saves the time and energy of weeding out irrelevant results that show up in daily searches. Most people rarely look past Google; however, Mark shared Exalead with viewers, which allows you to search for specific links within your search string.

Most of us underestimate the power of social media. Twitter is continuously growing, and, as time goes by, more and more people will be seeking employment through it. Mark reminded us that by simply hashtagging your company or the job title in your post, you may generate a much larger response than you expected. He also shared a program called Yoono with viewers, which allows you to simultaneously update multiple social media outlets, saving you a great deal of time.

After calculating the costs for all of the resources Mark discussed, your grand total is – zero dollars! So if you’re cringing at the thought of renewing that job board license for another year, consider these options that won’t burn a hole in your pocket.

Who says IT candidates and football players have nothing in common? Thanks to a little inspiration from National Signing Day, I started thinking about how similar some steps in the college football recruiting process are to our own recruiting process.

The first important step in the college recruiting process is the highlight video. College football hopefuls from all over the country put together a video which showcases their best plays. If the tape is too short, coaches might write you off immediately because they haven’t been able to get a sense of what kind of player you really are in such a short amount of time. On the other hand, if the video is too long, you might bore coaches and your best plays might be buried beneath ones that weren’t absolutely necessary to include.

The highlight video bears a striking resemblance to the resume. A resume is used to showcase your best skills and most relevant experience to employers. Too short and you seem inexperienced. Too long and your most valuable assets get lost in a sea of text. It’s crucial to make sure your resume is tailored for the job you’re applying for, just as a high school student would tailor their highlight video for the position they want to play in college.

Another important step in the college recruiting process is attending camps. Camps are an opportunity for recruits to get to know the school they’re visiting. Recruits become more familiar with the school’s program and the coaching dynamic. This step can be compared to an initial phone conversation with a candidate. During this conversation, the candidate becomes more knowledgeable about the company and, in turn, the company also learns a lot more about the candidate.

Taking the SAT or ACT is a crucial step for high school students in the recruiting process.  Their standardized test scores could make or break the recruiting process. This step is very similar to a technical screen that candidates may have to take when applying for a certain position. Standardized tests ensure that the recruit meets academic qualifications, just as a technical screen ensures that the candidate meets the qualifications for the position they’re applying for.

The final step in college recruiting is the national letter of intent. This is when recruits fully commit to their school of choice. This step can be somewhat compared to an offer package a candidate receives when employers officially want them to come on board with the company.

The processes are very different in some respects, but there are some basic similarities. We both strive to find not only the best candidates, but hidden talent that others may have overlooked. Although I doubt we’ll find any developers or business analysts in the NFL, maybe the football and IT worlds aren’t so different after all.

The general assumption is that recruiting passive candidates is too time consuming and you don’t yield enough candidates.  However, this is not always the case. By recruiting passive candidates you may be able to increase your overall recruiting efficiency as well as the talent level.  Since only about 15 to 20% of candidates are active job seekers at any time and in general there will be a lower percentage of talent in this group, it does not follow to focus only on this area.  Instead, it is more effective to learn how to recruit passive as well as active candidates.

First, let’s discuss how not to recruit passive candidates. Do not generate a list of passive candidates and start smiling and dialing and here’s why; if you call 100 candidates, about 20 will take your call or call you back.  Out of those 20, two or three might be brought in for an interview and most of the time you won’t make one hire. This is not an efficient use of your time.

However, if you use the Hub and Spoke method, like Lou Adler suggests in his article The Hub and Spoke Model for Passive Candidate Sourcing, you can increase the effectiveness of each call.  In this approach, you look at candidates not as prospects, but as hubs in a network with dozens or hundreds of spokes of other possible candidates.  The secret to passive candidate recruiting is getting these initial contacts to give you names of better contacts.  In general, the referred contacts will call you back 80-90% of the time and the majority of them will consider the opportunity because they will be a dead-on fit for the job.  Furthermore, this group of candidates will more likely be the cream-of-the-crop talent wise.  So work on broadening your recruiting approach, who knows the talent you are ignoring.

With all of the technology and resources we have available to us, it would be easy to let the recruiting process lose its personal touch. Mass emails, automated voicemails, and sourcing online can all be perceived as impersonal if they’re not done the right way. However, with a little extra time and consideration, all of these aspects of recruiting can become thoughtful and personal. Something as little as answering the phone before it goes to voicemail could speak volumes to potential candidates. Responding to emails in a timely manner shows the candidate that what they have to say is important to you.

Kathy Hagens’ article on ERE.net provided a lot of insight on how important a personal touch can be throughout the recruiting process. In particular, she discusses the value of meeting someone face-to-face. A resume may not always accurately reflect a candidate’s true nature, and meeting with them face-to-face could show that they would in fact be a great asset. Hagens also makes a great point by saying that accountability comes with face-to-face encounters. We are much more likely to call someone back to follow-up if we’ve met with them in person. Putting a face to a name can make a huge difference.

Hagens leaves readers with an interesting question – Would a little bit more of a personal touch improve recruiting? I would say absolutely. Technology is continuing to evolve and it’s not going to stop anytime soon. It will only become easier to lose sight of the personal side of recruiting. So, take the extra time throughout your day to be a little more personal. It could make all the difference.

Clients are picky.  This is not news.  We are constantly challenged to find excellent candidates for our client’s open consulting positions however, even in this down economy with high unemployment there seems to be a shortage of suitable candidates.  Or is there?  This article in the Wall Street Journal says it may be the inflexibility of American companies who seek someone who completely matches the job’s requirements instead of someone who can grow into the role.

Is this true? Anecdotally it would seem to be the case.  We frequently have candidates that we know can fulfill our client’s job functions but the post interview feedback from our clients is “close but no cigar.”  We can appreciate the fact that a client may want someone who matches their position 100% or who may even be over qualified but is this really the best approach?  People like to grow and be challenged and are motivated by stretch situations.  So it would seem that clients should be more flexible in their hiring as ultimately they would end up with a more productive and motivated team and would spend less time looking for that “perfect” candidate.  But if that client exists we haven’t met them yet.

Our firm, xScion Solutions, is a small IT Professional Services firm in McLean, VA just outside Washington, DC.  For the past year we have had a tremendous amount of opportunity with our commercial clients and have struggled to find the quantity and quality of talent we need to fill our open positions.  You might think given the economy we would have no trouble finding talent, but the DC area benefits from a stable high tech sector buoyed by both public and private markets.

According to a recent article in The Washington Post (http://t.co/zlxz0q0L) the DC region lost less than one half of one percent of its high tech jobs in 2010 while the rest of the country lost two percent.  Also, Virginia ranks fourth in the country in total employment just behind much larger states.   Across the DC metropolitan region there are nearly 500,000 technology related jobs with an average salary of $94,000 according to the article.

So if you are in the high tech field and are looking for a new position you should consider a move to DC. Sure the traffic is bad but many of our jobs are near residential areas and if you are relocating you can move close to your new job.

If we can help you with your job search, just let us know.  recruiter@xscion.com

For the past few months we have been on a mission to develop our talent community, primarily through social media outreach. We have sent e-mails out to people in our Applicant Tracking System with requests to join our group on LinkedIn, follow us on Twitter, ‘Like’ us on Facebook. This is downright exhausting for people to visit us on three websites; so we narrowed the field. We targeted LinkedIn as our medium to post articles, update our group with interesting discussions, and reach out to past employees and friends for referrals. When this approach brought us a whopping two new people to our group, I decided it was time to get personal. I tabled the mass e-mail and started reaching out to my connections on LinkedIn who had some relevance to xScion, past/current/prospective employees, friends etc. I sent each connection a personalized note along with the invitation to join my company’s LinkedIn group. My personalized efforts doubled the number of members I recruited to the group, but when that number is only four new members, it hardly seems worth it.

All this time spent on attempting to build a following with little success left me questioning whether it was my efforts that were failing or was it possible that social media was slowly becoming obsolete? I stumbled upon this article, which is what inspired me to write this post. Mr. Reimgold focuses on Google+ and the fact that the website is a ghost town, completely dead; it just came too late in the game. No one wants to log onto another website, build another profile, add people to circles. I took his ideas and applied them to my experience with recruiting member to my company’s LinkedIn group. It might be that people have little interest in following another group and connecting with more people. We are on social media overload, which is perhaps causing a slowdown in the use of these websites. Of course social media will always serve a purpose in some industries, but the creation of new networking websites needs to come to a halt because if Google can’t make it work it doesn’t bode well for other companies.