There's a big problem affecting nearly every tech company in the Bay Area. This talk is how to bring together talented people together with opportunities at fantastic tech companies. Sounds pretty straightforward right?
That problem is hiring developers. Or it could be looked at as a surplus of jobs. A quick search on popular job boards shows thousands of open jobs in the Bay Area for developers and engineers of all sorts of backgrounds.
According to some reports, the US is in the middle of a talent shortage when it comes to software engineers and STEM talent. We’re also told there is a “skills gap” in the workforce while others write it all off as validation for companies to get more visa’s for their workers and yet there are qualified candidates with Computer Science degrees right here in America being passed up. Why?
All very complex and political so today we’re going to stick to practical things everyone in this room can do once they leave the conference to ensure there are more female engineers working in tech.
This talk will explore how assumptions, bias and stereotypes are causing the reported talent shortage in tech.
What Employers Want Most and Get Least from Gradsaubrey bach
Educators and employers come together to find out what skills are missing from the college grads and identify the best way to prepare students for career success. Instead of finger-pointing, this panel will identify what makes for a truly effective education, both in and outside of traditional four-year colleges. PayScale and Koru will share their experiences with different teaching and training methods in the workplace and the classroom, and identify models that work for a majority of the population.
Michelle Robinson - Thinking Ahead: Engaging the Future GenerationsLooksharp
Competition for the best candidates is intense and top companies are recruiting younger candidates every year. Learn how these companies are engaging future generations and building brand awareness for college recruiting before students even get out of high school.
Michelle Robinson received a Bachelor of Business degree from the University of Georgia where she majored in International Business and minored in French. She currently serves as Director College & External Relations for Sodexo, a multi-billion dollar quality of life services company. In this role she is responsible for managing Sodexo’s college recruitment program, executing the company’s diversity sourcing initiatives, and managing corporate recruitment efforts targeted at culturally diverse schools and associations.Michelle possesses over sixteen years of varied human resources, recruitment and sales experience. In her free time, she enjoys traveling with her family, working in her church and serving her sorority Alpha Kappa Alpha.
Marie Artim is the Vice President, Talent Acquisition for Enterprise Holdings – supporting the Enterprise, Alamo and National Brands. She is responsible for company-wide strategies and best practices that direct Enterprise’s nearly 200 local recruiters whose hires include more than 8,500 university graduates each year. Marie also manages strategic partner relationships that assist in the improved quality and diversity of Enterprise’s overall workforce, and collaborates with divisional leadership to develop and implement programs to meet their hiring needs.Marie is an alumna of Purdue University and began
her career in the company’s nationally recognized Management Training Program soon after. Over the next several years she worked her way up through Operations, Human Resources and Recruiting. Marie took over talent acquisition responsibilities in 2000 and most recently gained global oversight when named Vice President, Talent Acquisition in September 2010.
Marie has conducted presentations and seminars at many universities and industry conferences, and has been featured in national media outlets including BusinessWeek, The Wall Street Journal, Forbes and Good Morning America. Under Marie’s leadership, Enterprise’s efforts have been recognized with top honors for their Campus Recruiting Program, Careers Website and Diversity Recruitment. In addition, Marie recently served as President of the Board of Directors for the National Association of Colleges and Employers (NACE).
Tracie Waecker - Why Data Shouldn't Be a One Night StandLooksharp
Effectively recruiting on campus requires a solid understanding of your goals and the role of data in measuring your effectiveness. Learn from industry leaders who have taken university recruiting data collection and analysis to unprecedented heights.
Tracie Waecker is the Director of University Relations and Recruiting for NetSuite, the world’s #1 cloud business management software suite supporting more than 30,000 organizations from 27 offices across the globe. Tracie oversees all global university recruiting and academic relations for NetSuite. Prior to joining NetSuite Tracie led University Recruiting for Yahoo where she launched the Associate Product Manager (APM) Program for Yahoo’s CEO and the Engineering Associates Program sponsored by Yahoo’s founder, David Filo. Tracie started her career in Human Resources at The Walt Disney Company as a Generalist before joining the Enterprise Campus Leadership Team and help to build and launch what is known today as Disney Professional Internships.
Daniel Riskey - Thinking Ahead: Engaging the Future GenerationsLooksharp
Competition for the best candidates is intense and top companies are recruiting younger candidates every year. Learn how these companies are engaging future generations and building brand awareness for college recruiting before students even get out of high school.
Daniel Riskey has been a Recruiter since 2005 when he graduated with a Bachelor’s in Communication Studies from Texas Tech University. During his career, Daniel has had the amazing opportunity to work for two companies with very distinctive and well-known brands—Walt Disney World and Southwest Airlines. During his four years on the Campus Reach team at Southwest Airlines, Daniel has helped expand the Team scope from College Internships to a broader reach, including, but not limited to: High School Internships, MBA Internships, Direct College Hire positions, as well as aiding in the launch of the first Southwest Summer Camp introducing High School students to the “World of Work.”
At a meeting, organised by NMBRS, Tom Haak spoke about "HR Trends for 2019". The theme of the meeting was "Help, I don't have a manager!". These are the slides he used.
What Employers Want Most and Get Least from Gradsaubrey bach
Educators and employers come together to find out what skills are missing from the college grads and identify the best way to prepare students for career success. Instead of finger-pointing, this panel will identify what makes for a truly effective education, both in and outside of traditional four-year colleges. PayScale and Koru will share their experiences with different teaching and training methods in the workplace and the classroom, and identify models that work for a majority of the population.
Michelle Robinson - Thinking Ahead: Engaging the Future GenerationsLooksharp
Competition for the best candidates is intense and top companies are recruiting younger candidates every year. Learn how these companies are engaging future generations and building brand awareness for college recruiting before students even get out of high school.
Michelle Robinson received a Bachelor of Business degree from the University of Georgia where she majored in International Business and minored in French. She currently serves as Director College & External Relations for Sodexo, a multi-billion dollar quality of life services company. In this role she is responsible for managing Sodexo’s college recruitment program, executing the company’s diversity sourcing initiatives, and managing corporate recruitment efforts targeted at culturally diverse schools and associations.Michelle possesses over sixteen years of varied human resources, recruitment and sales experience. In her free time, she enjoys traveling with her family, working in her church and serving her sorority Alpha Kappa Alpha.
Marie Artim is the Vice President, Talent Acquisition for Enterprise Holdings – supporting the Enterprise, Alamo and National Brands. She is responsible for company-wide strategies and best practices that direct Enterprise’s nearly 200 local recruiters whose hires include more than 8,500 university graduates each year. Marie also manages strategic partner relationships that assist in the improved quality and diversity of Enterprise’s overall workforce, and collaborates with divisional leadership to develop and implement programs to meet their hiring needs.Marie is an alumna of Purdue University and began
her career in the company’s nationally recognized Management Training Program soon after. Over the next several years she worked her way up through Operations, Human Resources and Recruiting. Marie took over talent acquisition responsibilities in 2000 and most recently gained global oversight when named Vice President, Talent Acquisition in September 2010.
Marie has conducted presentations and seminars at many universities and industry conferences, and has been featured in national media outlets including BusinessWeek, The Wall Street Journal, Forbes and Good Morning America. Under Marie’s leadership, Enterprise’s efforts have been recognized with top honors for their Campus Recruiting Program, Careers Website and Diversity Recruitment. In addition, Marie recently served as President of the Board of Directors for the National Association of Colleges and Employers (NACE).
Tracie Waecker - Why Data Shouldn't Be a One Night StandLooksharp
Effectively recruiting on campus requires a solid understanding of your goals and the role of data in measuring your effectiveness. Learn from industry leaders who have taken university recruiting data collection and analysis to unprecedented heights.
Tracie Waecker is the Director of University Relations and Recruiting for NetSuite, the world’s #1 cloud business management software suite supporting more than 30,000 organizations from 27 offices across the globe. Tracie oversees all global university recruiting and academic relations for NetSuite. Prior to joining NetSuite Tracie led University Recruiting for Yahoo where she launched the Associate Product Manager (APM) Program for Yahoo’s CEO and the Engineering Associates Program sponsored by Yahoo’s founder, David Filo. Tracie started her career in Human Resources at The Walt Disney Company as a Generalist before joining the Enterprise Campus Leadership Team and help to build and launch what is known today as Disney Professional Internships.
Daniel Riskey - Thinking Ahead: Engaging the Future GenerationsLooksharp
Competition for the best candidates is intense and top companies are recruiting younger candidates every year. Learn how these companies are engaging future generations and building brand awareness for college recruiting before students even get out of high school.
Daniel Riskey has been a Recruiter since 2005 when he graduated with a Bachelor’s in Communication Studies from Texas Tech University. During his career, Daniel has had the amazing opportunity to work for two companies with very distinctive and well-known brands—Walt Disney World and Southwest Airlines. During his four years on the Campus Reach team at Southwest Airlines, Daniel has helped expand the Team scope from College Internships to a broader reach, including, but not limited to: High School Internships, MBA Internships, Direct College Hire positions, as well as aiding in the launch of the first Southwest Summer Camp introducing High School students to the “World of Work.”
At a meeting, organised by NMBRS, Tom Haak spoke about "HR Trends for 2019". The theme of the meeting was "Help, I don't have a manager!". These are the slides he used.
On March 10, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Nyenrode University. These are the slides he used.
State of the Industry 2017: Driving Engagement and Improving Business Results...Human Capital Media
Partnering on the annual State of the Industry report, Workforce magazine and Virgin Pulse surveyed hundreds of organizations around the world to learn the latest trends and challenges in employee wellbeing, engagement and culture. Organizations that empower employees to be their healthiest, most productive selves – at work and beyond – see better business results. It’s a direct, uncomplicated and essential relationship that’s been proven.
Discover what’s ahead in 2017 during an upcoming webinar with Sarah Kimmel, Vice President, Research and Advisory Services, Human Capital Media, and Chris Boyce, CEO of Virgin Pulse. In the webinar, you’ll learn:
Business leaders’ top organizational priorities, roadblocks, and budget changes for 2017
The impact of employee wellbeing on engagement and company culture
How organizations that employ a strategic approach to wellbeing outpace their peers in critical business metrics
Real world examples of what to expect, and what to prepare for whenever possible. Not every organization is ready to avoid inspections or fines if they do not have senior staff in place, and/or if they have not been audited in the past.
On November 8, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of Luminor in Riga. These ar the slides he used.
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
On December 1, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a keynote at the Winter Island conference in Sochi, Russia. These are the slides he used.
Gender and Race: Workplace Benefits and Job Satisfaction of the American Work...ADVANCE-Purdue
The purpose of my paper is to examine the impacts of workplace-related benefits on the job satisfaction of salaried workers in the U.S. labor market. In so doing, I also compare and contrast job satisfaction of the female and male workers as well as that of the white and non-white workers. Literature on gender, work and occupation underpins the impact of workplace benefits and policies on the well-being of the workers. The literature also suggests that this well-being varies across gender and race. Using this theoretical background, I ask: (1) Is there any difference in job
satisfaction between female and male workers? (2) Is there any difference in job-satisfaction between white and non-white workers? and (3) What are the impacts of workplace benefits on the job satisfaction of the workers? Using the data from the National Study of Changing Workforce (2002), I define workplace benefits as the workers’ ‘workplace autonomy,’ ‘personal benefits’ and, ‘child care benefits.’ I conduct quantitative methods of analyses and the findings show that job satisfaction significantly varies across gender and race. And workplace autonomy and personal benefits have considerable impacts on the job satisfaction of the workers. I interpret the results in terms of the gendered and racial perspectives on job satisfaction.
This presentation focuses on women in engineering majors, the challenges they face, and what can be done to encourage more women to enter engineering programs.
Being a female engineering leader means dealing with a host of interesting challenges, some good, some bad, and some ugly. I share experiences of female engineering leaders and provide a picture about what our daily life looks like. One of my goals is to give the “inside story” to men so they can better understand and provide the right kind of mentorship. Another goal is to give women with leadership ambitions a better understanding of the job.
I cover some of the bad news—how small the percentage of women leaders is, how difficult it is to hire women leaders, and how many women shy away from leadership positions in tech. I also touch on the ugly—the “war stories” of being a female leader, from thinly veiled innuendo to incredulity about our job titles (thankfully neither from colleagues)—before focusing on the good—why I and others have aspired to become engineering leaders and what we love about a job that allows us to build great technology, work with great people, and help people develop their careers. I emphasize the importance of both female and male mentors as well as the importance of working against conscious and unconscious bias, and I conclude by looking ahead to the future, offering some concrete lessons to take away.
On March 10, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation at Nyenrode University. These are the slides he used.
State of the Industry 2017: Driving Engagement and Improving Business Results...Human Capital Media
Partnering on the annual State of the Industry report, Workforce magazine and Virgin Pulse surveyed hundreds of organizations around the world to learn the latest trends and challenges in employee wellbeing, engagement and culture. Organizations that empower employees to be their healthiest, most productive selves – at work and beyond – see better business results. It’s a direct, uncomplicated and essential relationship that’s been proven.
Discover what’s ahead in 2017 during an upcoming webinar with Sarah Kimmel, Vice President, Research and Advisory Services, Human Capital Media, and Chris Boyce, CEO of Virgin Pulse. In the webinar, you’ll learn:
Business leaders’ top organizational priorities, roadblocks, and budget changes for 2017
The impact of employee wellbeing on engagement and company culture
How organizations that employ a strategic approach to wellbeing outpace their peers in critical business metrics
Real world examples of what to expect, and what to prepare for whenever possible. Not every organization is ready to avoid inspections or fines if they do not have senior staff in place, and/or if they have not been audited in the past.
On November 8, 2019, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Team of Luminor in Riga. These ar the slides he used.
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
On December 1, 2020, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a keynote at the Winter Island conference in Sochi, Russia. These are the slides he used.
Gender and Race: Workplace Benefits and Job Satisfaction of the American Work...ADVANCE-Purdue
The purpose of my paper is to examine the impacts of workplace-related benefits on the job satisfaction of salaried workers in the U.S. labor market. In so doing, I also compare and contrast job satisfaction of the female and male workers as well as that of the white and non-white workers. Literature on gender, work and occupation underpins the impact of workplace benefits and policies on the well-being of the workers. The literature also suggests that this well-being varies across gender and race. Using this theoretical background, I ask: (1) Is there any difference in job
satisfaction between female and male workers? (2) Is there any difference in job-satisfaction between white and non-white workers? and (3) What are the impacts of workplace benefits on the job satisfaction of the workers? Using the data from the National Study of Changing Workforce (2002), I define workplace benefits as the workers’ ‘workplace autonomy,’ ‘personal benefits’ and, ‘child care benefits.’ I conduct quantitative methods of analyses and the findings show that job satisfaction significantly varies across gender and race. And workplace autonomy and personal benefits have considerable impacts on the job satisfaction of the workers. I interpret the results in terms of the gendered and racial perspectives on job satisfaction.
This presentation focuses on women in engineering majors, the challenges they face, and what can be done to encourage more women to enter engineering programs.
Being a female engineering leader means dealing with a host of interesting challenges, some good, some bad, and some ugly. I share experiences of female engineering leaders and provide a picture about what our daily life looks like. One of my goals is to give the “inside story” to men so they can better understand and provide the right kind of mentorship. Another goal is to give women with leadership ambitions a better understanding of the job.
I cover some of the bad news—how small the percentage of women leaders is, how difficult it is to hire women leaders, and how many women shy away from leadership positions in tech. I also touch on the ugly—the “war stories” of being a female leader, from thinly veiled innuendo to incredulity about our job titles (thankfully neither from colleagues)—before focusing on the good—why I and others have aspired to become engineering leaders and what we love about a job that allows us to build great technology, work with great people, and help people develop their careers. I emphasize the importance of both female and male mentors as well as the importance of working against conscious and unconscious bias, and I conclude by looking ahead to the future, offering some concrete lessons to take away.
Invited workshop for the Humanities Research Center at Rice University, 7 March 2016.
This workshop will provide an overview of crowdsourcing in cultural heritage and consider the ethics and motivations for participation. International case studies will be discussed to provide real life illustrations of design tips and to inspire creative thinking.
For Beyond the Black Box, University of Edinburgh, February 2017
As the datasets used by humanists become ever larger and more readily accessible, the ability to render and interpret overwhelmingly large amounts of information in graphically literate ways has become an increasingly important part of the researcher’s skillset. In this workshop, participants will be introduced to the core principles of scholarly data visualisation and shown how to use a variety of visualisation tools.
Visualisations may sound like the opposite of a black box, as they display the data provided. However, aside from 'truthiness' of things on a screen, lots of invisible algorithmic decisions affect what appears on the screen. Data used in visualisations is increasingly generated algorithmically rather than manually. What choices is software making for you, and whose world view do they reflect? Algorithms are choices - if you can't read the source code or access the learned model, how can you understand them?
Introduction to information visualisation for humanities PhDsMia
Training workshop for the CHASE Arts and Humanities in the Digital Age programme. (
This session will give you an overview of a variety of techniques and tools available for data visualisation and analysis in the humanities. You will learn about common types of visualisations and the role of exploratory and explanatory visualisations, explore examples of scholarly visualisations, try some visualisation tools, and know where to find further information about analysing and building data visualisations.
AWS re:Invent 2016: Blockchain on AWS: Disrupting the Norm (GPST301)Amazon Web Services
Recent interest in leveraging distributed ledgers across multiple industries has elevated blockchain from mere theory and into the spotlight of real world use. Learn why some partners have a vested interest in it and how blockchain can be used with AWS. In this session, we explore the AWS services needed for a successful deployment and dive deep into a partner's blockchain journey on AWS.
How to Deliver Presentations that ACTUALLY Drive SalesRoss Simmonds
From: www.rosssimmonds.com
Wondering how to leverage your presentations to drive meaningful and measurable results? Whether it's on Slideshare or in person - This guide will demonstrate exactly what you need to do in your presentation to drive sales.
Every content marketing and B2B marketer should see this guide as a resource to creating decks and presentations that break through the noise. For more information on breaking through the noise, download Stand Out: The Content Marketing Guide for entrepreneurs: www.standoutguide.com
Artificial Intelligence and Law - A Primer Daniel Katz
Artificial Intelligence in Law (and beyond) including Machine Learning as a Service, Quantitative Legal Prediction / Legal Analytics, Experts + Crowds + Algorithms
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Life Sciences want.
Talent Bites - Attracting & Retaining Women: Rachel McCourtyHavas People
Rachel McCourty, Insight Manager at Havas People, presented 'We have a problem: We don't have enough (senior) women in the workforce. What can we do?' at the Talent Bites session 'Attracting and retaining Women' - October 2015, London.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
View related videos:
Welcome to the Future of HCM https://www.youtube.com/watch?v=lpuYpJWD58k
Entrepreneurial comptencies for biotech entrepreneurs annauniv - 1.2.2017Kalyanaraman Rajaraman
Personal Competencies are the drivers and keys to success for entrepreneurs world wide. What are PECs and how to grow them ? How can biotech entrepreneurs at an early stage consider launching businesses ?
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career MobilityAggregage
Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
Create and Maintain a Passionate WorkplaceO.C. Tanner
Engaged employees produce great work and have loyalty to the organization. This SlideShare discusses eight rules that will help create and maintain a passionate work culture. This passionate workplace culture will drive superior results to organizations.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
Similar to Sponsorship isn't enough: Why Tech Companies Are Failing To Attract Female Engineers (20)
Have you thought of creating videos to raise awareness for your cause? Have you felt overwhelmed by the technical aspects of video? Videos are a golden opportunity to connect with your audience and move them to take action. In this training you will learn how to create effective, value based videos that get results! Find out why the Wall Street Journal, BBC and Mashable are using Tout to capture and post 15 second DIY videos. Learn practical and actionable strategies on creating, publishing and distributing your videos. Finally, we will explore the power of visual storytelling and how you can leverage video to connect with your audience and activate them to share, engage and retell your message.
The Learn To Code Movement - SXSW 2013 SubmissionAdria Richards
As the number of companies utilizing the cloud, smartphones and API's grow, the demand for skilled programmers is increasing but there is a problem. There aren't enough developers to go around.
By 2018, there will be more than 1.4 million job openings in the IT sector. Companies are desperate to build their products yet the numbers of CS graduates, self-taught developers and number of H-1b visas to bring in overseas talent don't add up. In fact, It's not only Silicon Valley; the shortage of programmers is being felt worldwide.
With 50% of higher education institutions planning to take their coursework online in the next ten years, how people learn new skills is rapidly changing.
This panel of experts will explore the opportunities of learning to program, career options and the outcome of the growing online market for education.
For more information, contact adria.richards@sendgrid.com
Over the summer, Google+, a new social network, was launched to much fanfare. While some have touted it as a Facebook-killer, others wonder whether we need (and have time for) yet another social site.
Today, Google+ can provide SEO benefits, in-depth conversations and high-quality content sharing. In the near future, it may be useful for CRM, analytics, blogging, key intranet functions and more. But it may fade out as earlier Google social software has done. In this session, we’ll look at the features that distinguish Google+, particularly for businesses. We’ll also discuss reasons to be cautious in adopting it.
Using Technology To Grow Your Faith Based OrganizationAdria Richards
Goal: Share low cost, high value web-based tools to help pastors and church staff run the back office more effectively.
- Improve communication
- Build trust online
- Engage others to join your cause
Effectiveness Vs Efficiency: Practical ways for dealing with Information Over...Adria Richards
Presented July 9th, 2011 at Blogging While Brown in Los Angeles, CA.
Does it seem like some days you're get anything done?
Would you like to make more money and get important goals out of the way?
Are you sick and tired of being sick and tired?
First we'll show you how to identify important goals in your life by being effective and then we'll discuss how to work smarter, not harder by focusing on efficiency. Lastly, we'll show you the tools you can start using immediately to organized your incoming information from emails, Twitter and phonecalls.
Is Your Blog Design Killing Your Visitor Traffic?Adria Richards
I presented this at Blogalicious 2010 in Miami to highlight best practices for creating a site that people want to visit and return to. During the session, I did live site reviews and provided feedback on how attendees could improve their sites
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
9. 84% said that “knowing I am helping to
make a positive difference in the world
is more important to me than
professional recognition.”
http://www.bentley.edu/centers/center-for-women-and-business/millennials-workplace
11. 127 professors in biology, chemistry or physics
were asked to review student applications for a
lab manager position in a double-blind study
Professors asked to evaluate things:
- Competence
- Hireability
- Salary Recommendation
- Amount of mentoring they would give
12. The scientists rated the male
student more competent, more
likely to be hired, deserving of a
better salary, and worth spending
more time mentoring.
Male faculty rated male student 4.01
and female student 3.33
Female faculty rated male student 4.10
and female student 3.32
13.
14.
15. 77% of HBS graduates overall—73% of
men and 85% of women—believe that
“prioritizing family over work” is the
number one barrier to women’s career
advancement
https://hbr.org/2014/12/rethink-what-you-know-about-high-achieving-women
27. Companies risk the loss of men as well
as women by not allowing employees
to accommodate personal and family
values as part of the way they
accomplish their work.
http://www.bentley.edu/centers/center-for-women-and-business/millennials-workplace
30. Don’t just sponsor, send developers!
Have your developers meet their potential
and future co-workers at a low pressure
tech events your company is sponsoring.
Build rapport, Build trust.
33. Great health insurance that covers
partners, Transgender health services
and maternity leave for all genders
34. Support Lifelong Learning
"ongoing, voluntary, and self-motivated”
pursuit of knowledge for either personal or
professional reasons.
http://en.wikipedia.org/wiki/Lifelong_learning
Today I’m going to talk about a big problem affecting nearly every tech company in the Bay Area. I’m going to talk about how to bring talented people together with opportunities at fantastic tech companies. Sounds pretty straightforward right?
That problem is hiring developers. Or it could be looked at as a surplus of jobs. A quick search on popular job boards shows thousands of open jobs in the Bay Area for developers and engineers of all sorts of backgrounds.
According to the US Department of Labor, people working in and pursing opportunities as software developers will continue to see growth in their career choice. Meanwhile Aerospace Engineers will experience lower than average growth of just 7%. The average growth rate for all occupations is 11 percent. Mechanical and Nuclear Engineers don’t fare much better.
Did you know that nearly 40% of the world’s population is online? That’s about 3 Billion people! I mean it seems like a really great time to be working in the tech industry. I’ve been working in tech since 1998 and I look forward everyday to helping someone have their “Ah ha!” moment with technology. Meanwhile there are 1.1 Billion people who don’t have access to clean drinking water, according to the World Water Council. I mean how does that even work?
So the basics are hiring talent, getting traction and increasing the value of the company aka Hockey Stick Exits like this one
Oh right, but you need a key ingredient there….Developers! There continues to be this false belief all you have to do is post a job and developers will show up. It doesn’t work that way as both men and women working in tech are like deer; you don’t want to startle them when they first see you.
According to some reports, the US is in the middle of a talent shortage when it comes to software engineers and STEM talent. We’re also told there is a “skills gap” in the workforce while others write it all off as validation for companies to get more visa’s for their workers. All very complex and political so today we’re going to stick to practical things everyone in this room can do once they leave the conference to ensure there are more female engineers working in tech.
It turns out they want to do something that matters and it’s pretty straightforward
While there still are a lot of misconception about what men and women want in the workplace, their goals are actually very similar. How to attract smart and talented people to your company. Besides first world problems, people want to be a part of something bigger than their selves.
Seriously, it’s 2015 so let’s get real and face that many of us carry around internal bias that affect our decisions. Don’t think so? Check out this study.
The National Academy of Science did a study to better understand the gender disparities in the academic sciences. This was a double-blind study.
The compensation gap was significant as well with the male student being recommended to start at $3k and the female student at times nearly $5k less at $25k. Compounded, this biases have the potential to affect one’s career trajectory simply based on gender.
Yet we’re being told that compensation is improving for women. Not in the tech sector. The American Human Development Project released that in some cases women in Silicon Valley are earning 0.49 on the dollar to men yet the same study says that for every 100 men who get a bachelor’s degree today, 134 women do.
The High tech pay gap is a real thing, especially when you consider not only gender but race as well. This chart is from a study conducted by the American Institute for Economic Research and was used in an article by USAToday. Add in sexual orientation and the disparity grows even wider
Why is this happening? It may be due to pervasive stereotypes that both men and women hold about women’s priorities. 20 years later, it turns out that a majority of Harvard Business School graduates still believe that women make family a priority over work although research shows that professional and professional goals don’t vary by much based on gender. Why does this still exist?
I’m just going to call this section, “Get Geeky” basically your goal is to make sure you have content and infornation that allows developers and engineers to get a sense of your technology
Etsy and AirBnb both have great examples
Twilio does a fantastic job of combining content and technical tutorials which often reference their open source projects
in favor of content and interactions that resonate.
Long and uses duration of experience as qualifiers. It’s not only hard to figure out if this is a job you’re qualified for but also if it’s a job you would want to do.
In fact, that job description reminds me of the ones many of us in this room have probably made about the ideal traits in our partner. Here a 9 year old girl wrote out a list of things for her future boyfriend. #13 is Don’t pick your nose. Very important!
Karen Show-L-Cough, a digital strategist who works in tech, helping startups to build authentic relationships with their customers was fed up with all this mumbo jumbo about finding qualified women and put together HIRE MORE WOMEN IN TECH.COM to explain what attracts and repels women to tech companies. She has a fantastic section about job descriptions and why the language is important
For example, Pamela Marie on Twitter said -- "Work hard play hard," etc turns me off. "We value learning," is inviting. Many people commented they did not like rockstar / ninja / superhero in job descriptions while “Learning” and “collaboration” were attractants
As an example, this tweet I composed received a lot of circulation and engagement. I thought about the type of people who applied for fellowships at Code for America and framed the messaging with a strong Call To Action. Lesson: Posting Job openings aren’t enough, you need to speak to the personal values of developers
I really wish I saw more of this, especially for women.
What do women want in the workplace? Referring back to the Bentley University study, we see that both men and women find it important. Millenials, both women and men from that group have similar expectations that at work
While it is tempting to work at shiny tech companies, eventually that wears off and reality sets in as culture begins to wane and profits aren’t realized. People just want a good place to work. Twitter: More than a year after its much-hyped IPO, Instagram: Facebook acquired Instagram for $1 billion back in 2012, Snapchat: At $10 billion, fast-growing Snapchat is one of the world's most valuable private tech startups. Yet the messaging service generates little revenue -- let alone profits
Bad press can discourage both men and women interested working at your tech startup from applying
A developer friend told me that their company spends nearly 100 engineer hours for each new hire. That’s insane! That can be improved dramatically by iterating your processes and looping developers into the hiring workflow.
Make every mentoring relationship reciprocal. 360 Mentoring
People want to know who their co-workers are. Not just the “thought leaders” at a company. By creating authentic opportunities for a Venn diagram overlap of existing developers and the talented ones who don’t work for you yet, you’ll increase your chances of getting better quality applicants, with more diverse backgrounds and spend less time and money doing it.