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Interning During the Pandemic

Posted on September 9, 2020

2020 has been a year of much uncertainty, but also a lot of growth and change. For me, a student beginning my senior year of college, the summer of 2020 was an important one. I had plans to intern in NYC, but due to the COVID-19 global pandemic my internship was cancelled and I was left to wonder how my final college summer would unfold.

To my rescue came NDT. The Martin J. Whitman School of Management at Syracuse University kept its students posted on internship opportunities, knowing how many of our internship plans had unraveled. I sent in my resume and to my delight, Risa Kahn reached out to interview me for the Social Media Intern position at NDT. Risa was a delight to speak with from my first interview with her, and she continues to brighten my day with frequent check-ins even after the conclusion of my internship.

When I began working with NDT, I only had an inkling as to what services a recruiting company offered. I was quickly introduced to the lovely recruiters of NDT and taught the many opportunities a recruiter has to offer. Utilizing an NDT recruiter in one’s job search is a free service that helps get a foot in the door for certain employers and job opportunities, grants access to exclusive job offers, provides an expert in the field who knows the wants and needs of an employer and a job candidate, and builds a connection with great rapport where your recruiter gets to know you on a personal level and can easily look out for your interests. I made it my goal to help promote these benefits on social media to the best of my ability.

This summer with NDT, I was able to craft written content for the NDT team in the form of diversity statements, social media promotional posts, blog articles, and website descriptions to best communicate what NDT has done in the past and is currently doing during the pandemic. I was also able to utilize Google Analytics and other research to curate recommendations for NDT’s online presence. This included recommendations for NDT’s website, which I applied to a mock-up site to aid in future online communication of NDT’s wonderful services. Upon completion of my internship, I walked away not only with new experience and knowledge of the recruiting business but also many new friendships and mentors. NDT is an extraordinary tech and tech-business recruiting company, and I can say with confidence that anyone who chooses to work with them will be beyond pleased with their work. The recruiters at NDT are some of the most down-to-earth and lovely people I have ever met and I am so thankful to have worked with them this summer!

Be sure to check out NDT’s job postings!
https://www.ndt.com/job-seekers

Sarah Sek
Syracuse University | Class of 2021
S. I. Newhouse School of Public Communications | Advertising
Martin J. Whitman School of Management | Accounting

Keep Your Technical Skills up to Date

Posted on August 24, 2020

Recently, I was asked to participate again in one of Maven Analytics August 2020 blog posts on “What is the hardest analytics technical skill to find when you are searching for candidates?”

My response: “SQL, Python, and R are prevalent skills today. Each company has varied technical depth requirements. In addition, companies typically specify the technologies candidates are required to have or are willing to learn for a particular job.” No matter what type of job you are looking for, it is critical to keep your technical skills up to date so that you keep moving forward in your career. Sometimes working with the latest technology at work is not possible. When that is the case, it is important that you take online classes, read voraciously about new technology, and tinker with the latest technology on your own time. You will have more to talk about on an interview if you can say that although you have not worked in a particular technology, you have at least made the effort to learn more about it and have used some of the new tech in some personal projects. At the very least, the interviewer will be impressed that you have taken the initiative to stay current and it will reflect your strong work ethic.

Be sure to check out our job postings!
https://www.ndt.com/job-seekers

Larry S. Kahn
Vice President of Recruiting
lk@ndt.com

The Gift of Giving Back During a Pandemic

Posted on August 3, 2020

During an uncharted challenging time for individuals, families and businesses, we have all had to shift to a new normal. As a recruiter for 20+ years, it became clear to me back in March that this would become a time unlike any other I had experienced in my career. Some of NDT’s client companies began placing “a pause” on hiring while they figured out how to transition all employees to virtual work from home. Others have hired right through this challenging time with the interview process completed 100% virtually.

Back in March, I became focused on how New Dimensions in Technology (NDT) may offer career guidance expertise and make this time easier on students, with many not knowing which direction to turn as job opportunities and internships disappeared. As an alum of the Whitman School of Management at Syracuse University, I reached out to the University to offer career conversations, mentoring for recent grads and a virtual internship opportunity. Hence, NDT’s Social Media summer Internship was born!

Our partnership with an exceptional student resulted in a fresh assessment of our company’s social media presence and a wealth of recommended website improvements. After just a few initial conversations, we were able to “hit the ground running” as a team. I had the new experience of setting aside dedicated virtual time each week for a student and the student, who lost her previously confirmed internship opportunity in NYC, swiftly acclimated to working with a Boston-based company, while at home in California. We could not be more delighted by what we have accomplished together in the past 7 weeks, both learning from each other along the way. Our summer intern is currently planning to return to the SU campus for the fall semester, with the expectation of a hybrid model of classroom and virtual learning. It has become quite clear that the Gift of Giving back to the SU community during this pandemic also become a gift to me and the entire NDT team this summer. We wish our intern the best as she returns for her senior year and look forward to updates as she continues to grow her career.

As we enter into August, the demand for hiring Software Engineers, Web Developers, IT Security and Product Management talent is now returning to the more robust level experienced back in January 2020, before we were all directly affected by the pandemic. We are excited to be actively recruiting for newly created remote and “remote for now” opportunities in Healthcare-tech, including manufacturing of Covid-19 testing kits, Edtech, with expansion of global online learning, Fintech and Cybersecurity. The NDT team is cautiously optimistic that hiring of tech and tech-business talent will continue on a positive upswing in the upcoming weeks and months!!

Be sure to check out our job postings!
https://www.ndt.com/job-seekers

Risa Kahn,
Recruiting Manager
rk@ndt.com

Job Searching in the Pandemic

Posted on June 1, 2020

A candidate described her current job search to me as “a fast locomotive barreling down the tracks hitting a concrete wall.” True. The last few years of robust hiring in Product Management came to a screeching halt as the pandemic set in. Many companies have gone into hiring lock-down mode as employers figure out how to adjust to the new normal. However, there are companies in New England that are bucking this hiring freeze and continue to interview and hire for selective roles, Product Management being among them. The current climate has offered companies the opportunity to attract talent that would have been much harder to find just a few months ago. Therefore, it makes sense for candidates to think of themselves as a product and find the right product-market fit. This means targeting job opportunities requiring their specific skill set and positioning themselves as the ‘right fit’ to stand out from the crowd.

Supply and Demand are Not Aligned

Not too long ago, candidates were sitting in an enviable position. The unemployment rate was low and the number of candidates in the market was small relative to the number of openings. That market dynamic shifted overnight with layoffs in many industries, venture capital firms pulling back, and a historically high unemployment rate. This deluge of workers on the open market has led many employers to believe that there is an abundance of candidates available. However, some hiring managers are realizing that identifying the right candidate is not easy. Those hiring managers want to adhere to the exact job requirements of a certain product management role but are finding it challenging to find the right fit as they sift through resumes received for each open position. Candidates should keep this in mind and seek to set themselves apart from the pack. They should concisely emphasize the skills and professional experience that speak to the job requirements of each position under consideration and be sure to highlight their past relevant accomplishments and deliverables.

Candidates must also consider adjacent positions where their related skills are easily identifiable, such as Product Marketing. Consider that the skills used in past roles that are not directly aligned to the job description may be less obvious to a hiring manager: candidates must underscore the skills they acquired in the past that could be relevant to the product management job they are applying for. For instance, a former Program Manager may have managed client and guest preferences, designed, and implemented strategy, and set specific objectives and roadmaps for success. Without calling out these skills, a hiring manager may never be able to relate to the candidate’s ability to handle the demands of a product role and fit the person into a fast-paced demanding environment.

The New Workplace

Office space and on-site requirements for employees will be guided by legal and health guidelines. The comfort of employees will be a major consideration upon return to reconfigured offices. Many local companies still want employees onsite at least a few days a week when State restrictions are lifted. They feel that in certain roles, productivity and team synergy is best when people are working in the office, even if for fewer days in a week. Some candidates however are opting out of interviewing with these companies because they are not comfortable with returning to an office, ever. Many candidates do not want to commute even when that commute may be reasonable, either via public transportation or by car, or the company is putting in place new standards that prioritize the employee's health and safety . While this may sound like cherry picking by candidates, it is surprisingly still happening in an environment where unemployment rate is at an all-time high. Candidates that show flexibility in their work environment expectations may have an edge.

Candidates can stand out by doing more research on companies than done before. Candidates must research a role and the company to ask more in-depth questions about revenue and expenses, relationships with customers, and employee retention history. In the end, candidates will benefit from learning that their future employer can weather potential ups/downs in the economy. While there are mixed opinions from our client companies as to whether these types of questions are examples of candidates being thorough or whether they come across as a sign of unnecessary entitlement, candidates must be mindful about asking the right type of question at the right time.
While the above recommendations may sound a daunting exercise when searching for a job, it is the candidate’s responsibility to stand out and truly shine.

Larry Kahn is the Vice President of Recruiting for New Dimensions in Technology(NDT) a Boston area permanent placement firm focused on the high technology industry. With over 26 years of recruiting experience in high technology, Larry has seen many swings in the job market, and his deep connections with both candidates and client companies bring a very real perspective. If you would like to contact Larry, he can be reached at LK@NDT.COM or visit www.ndt.com

WFH ???? WORK FROM HOME

Posted on March 6, 2020

WSJ reporter Rachel Feintzeig writes that this online acronym for WORK FROM HOME is instantly becoming a familiar term to many Americans and people around the world today. Many of the large tech companies on the West coast { Amazon, Microsoft} where the coronavirus has hit the hardest have put this into their work schedules.
Of course, being exiled from the office doesn't work at all for millions of people. For many in blue-collar and service jobs ,if you're not in the workplace, you can't work. Many of those employees are among the 33.6 million U.S. workers with no access to sick leave.

Millennials Show Loyalty to Employers

Posted on March 2, 2020

WSJ Kathryn Dill 2/20/20

Today’s youngest professionals aren’t job hopping any more than the prior generation, despite the hot job market.

The loyalty among younger workers contradicts a persistent myth that millennials are more eager to switch jobs.

Younger employees now entering their prime working years are so far proving as loyal to employers as the generation before them, despite a hot job market.
In January 2018, 70% of workers between the ages of 22 and 37, commonly known as the millennial generation, had worked for their current employer for 13 months or more, according to an analysis of federal data by the Pew Research Center. By comparison, that number was 69% for workers who were in the same age group in 2002 and are known as Generation X.
“When you look at millennials, they have no shorter job tenures with their current employers than Generation X did back in 2002,” said Richard Fry, senior researcher at Pew. “Ten years after the great recession, it’s still the case.”
Even when looking at longer tenures, data suggest younger workers may be more loyal than their predecessors were as they were getting their careers under way. According to the Bureau of Labor Statistics, in January 2018, 28.8% of workers ages 25 to 34 had worked for the same employer for at least five years. The share of workers in that age group with equal tenure in 2000 was 21.8%.
The stability among younger workers comes as unemployment rates hover near 50-year lows and companies are drawing from a larger pool of job seekers. In January, the share of Americans aged 25 to 54 working or looking for work was at 83.1%, the highest rate since 2008.
“You have this phenomenon today of high employment, and yet this very high level of anxiety that we’re seeing amongst employees about job security,” said Robert Falzon, vice chair of Prudential Financial Inc. “I don’t think millennials are insulated from that.”
A survey conducted last year by Prudential found nearly 60% of millennials had worked for their current employer for three or more years, and 49% wanted to work for their employer for at least another four years.

China Lags Behind in Corporate AI Adoption

Posted on February 18, 2020

Jared Council of the WSJ writes {2/18/20}:

The U.S., France, the U.K., and Israel all score better than China on AI strategy in a Cognilytica report.

China, widely perceived as a global leader in artificial intelligence, doesn’t measure up to the U.S. and several other countries when it comes to an important component of AI strategy—adoption by businesses that aren’t startups—a new study found.
The report by research firm Cognilytica compared countries using five metrics and determined that China lagged behind in one of them: AI activity by major corporations. The other metrics were the country’s AI strategy, government funding, research activity, and venture-capital and startup activity.
The four countries in the top tier, classified as having the strongest AI strategies—the U.S., France, the U.K., and Israel—scored top marks across all five categories. Nations in the second tier—China, Canada, Germany, Japan and South Korea—were behind in one of the five metrics, according to the report released this month.
When it comes to AI, enterprise investment and adoption is important because it affects companies’ ability to compete internationally, which in turn has economic implications for a country, according to Cognilytica principal analyst Ronald Schmelzer, a co-author of the report.
In China, he said, “The action is happening in the government, and the action is happening in the startup community. The action is not happening as strongly in the enterprise.” He added: “The only area that China is less competitive, if you will, than the United States is the extent to which their enterprises—their banks, their manufacturing companies, their shipping companies—are adopting AI.”
Stephen Rodriguez, senior adviser at the Atlantic Council’s Scowcroft Center for Strategy and Security, said his research echoes the findings of the Cognilytica report. He said China is known for widespread adoption of consumer-facing AI, such as facial-recognition systems used in retail, but the country “does lag when it comes to commercial enterprise adoption of AI technologies.”
The U.S. is investing heavily in AI to maintain its global edge. The White House on Feb. 10 proposed roughly doubling nondefense research-and-development spending on artificial intelligence and quantum information sciences, citing fierce global competition. Under the plan, annual spending on AI would rise to more than $2 billion within the next two years.

WEARABLE TECH

Posted on February 10, 2020

Wearable tech is already in gym clothes, military gear, and medicine, but it may soon be arriving at an office near you too. Technologists predict that work clothes embedded with sensors will do everything, from measure our stress levels to remind us of upcoming appointments.

The technology is already surprisingly advanced. Google, for instance, launched a platform in 2017 that lets manufacturers place Bluetooth-enabled tags in clothes to enable users to swipe to receive calls, send texts, and receive notifications. Furthermore, LEDs sewn into clothing, the company says, will provide notification alerts, just as they do on regular mobile devices.

The changes won’t just focus on transforming work clothes into smart devices, though. Manufacturers are also looking at ways to use the tech to improve how workers feel. Lighting embedded into clothing could adjust based on mood data collected by in-built sensors.

The type of materials that garment makers use is changing too. Companies like Bolt Threads, Modern Meadow, and House of Fluff are creating realistic faux fur and leather using mushrooms, collagen protein, and microbes.

For workers who perform heavy manual tasks, the prospect of a genuine power suit is looking increasingly real. Cutting edge firms are creating wearable tech exosuits that use batteries and motors to assist wearers when lifting heavy objects.

Finally, some companies are using wearable technology to make clothing that automatically adjusts warmth levels in response to the outside temperature. Boston-based Ministry of Supply, for instance, has made a jacket complete with a heating element and thermostat that adjusts its output based on body temperature.

Will AI Change the HIRING Process?

Posted on February 10, 2020

With the rise of technology, the nature of work is changing. There's a movement away from always hiring people with "hard," repeatable skills, and more towards those with curiosity and proven learning ability.

Some observers suggest that upwards of 80 percent of today's jobs will no longer exist in 20 years, mainly because most of those hard skills will have been automated. The techniques hiring managers use at interviews, therefore, need to change. In the future, employers will come to rely less on resumes and instead evaluate a candidate's cognitive abilities and personality directly. It'll be less about "what you know" and more "what you can learn fast."

The new approach, however, is raising questions over fairness. AI-based hiring tools that promise to streamline the talent acquisition process are not always transparent in how they operate. There's also concern that personality profiling algorithms that scan candidates' social media profiles will intrude further on privacy and give companies unprecedented insight into their personal views.

These concerns aside, how candidates sell themselves may soon change for the better. Instead of relying on the candidate's assessment of their abilities, employers may be able to use a "credit score" for skills that prospective employees publish online on sites like LinkedIn. Hard skills, like programming and soft skills, such as communication, will likely be the first to get a rating that hiring managers can use. Other more-difficult-to-assess characteristics may follow.

Employers may also begin to use technology to determine whether somebody has the right type of brain for the job. Advanced skin sensors could be used to track signals indicating anxiety or arousal or even monitor brain waves, helping reduce problems such as burnout.

11-21-19 Wall Street Journal

Posted on November 21, 2019

11-21-19
Wall Street Journal

Kenneth Chenault, the former CEO of American Express and now a venture capitalist with General Catalyst, comments on companies today and their social responsibilities that have not changed for years.

He mentions the “soul” of a company and if senior leaders truly understand this term. Are their core values built upon the integrity of their leadership? Does their leadership have at least 30%-50% women and minorities?

Mass. Jobless Rate Dips Below 3% for 1st Time Since 2000

Posted on May 20, 2019

NECN
May 18, 2019

The monthly unemployment rate in Massachusetts has dropped below 3% for the first time in more than 18 years.

The state office of Labor and Workforce Development reported Friday that the jobless rate fell one-tenth of a percentage point in April to stand at 2.9%. The U.S. rate stood at 3.6% last month.

State Secretary of Labor and Workforce Development Rosalin Acosta said the last time the seasonally adjusted unemployment rate was lower than 3% was in December 2000.

Preliminary estimates from the federal Bureau of Labor Statistics' show Massachusetts added 4,100 jobs in April.

The bureau estimates the state has added more than 37,000 jobs over the past 12 months.

https://tinyurl.com/y2huf9am

America's strong job market just got a little better.

Posted on July 19, 2017

July 7, 2017: 12:02 PM ET
U.S. economy gains a strong 222,000 jobs in June
by Patrick Gillespie @CNNMoney

America's strong job market just got a little better.

The U.S. economy added 222,000 jobs in June, much more than economists were expecting, the Labor Department said Friday.

It's welcome news after the prior two jobs reports had hinted at a possible slowdown in job growth.

The unemployment rate rose slightly to 4.4%, hovering just above its lowest level since 2001.

http://cnnmon.ie/2sOj4sp

U.S. added 235,000 jobs in February; unemployment rate dropped to 4.7 percent.

Posted on March 13, 2017

The unemployment rate ticked down to 4.7 percent, compared with 4.8 percent in January, and wages rose by 6 cents to $26.09 in February, after a 5-cent increase the month before.

“It’s definitely a solid report,” said Tara Sinclair, an economist at George Washington University. “This is the kind of number that the Federal Reserve was looking to receive before their meetings next week.”

http://wapo.st/2mj3TzV

Second #GirlHackathon Event to take Place, October 1 as Part of #HUBweek

Posted on September 26, 2016

Beacon Hill Times
September 22, 2016

Second #GirlHackathon Event to take Place, October 1 as Part of #HUBweek

The October 1st Hackathon is made possible through the support of Becker College, the Nantucket Conference, New Dimensions in Technology (NDT)

The Girl Hackathon, a program founded by Beacon Hill residents to spark a lifelong interest for girls in technology, is hosting its second program at MassChallenge as part of HUBweek on October 1, 2016.

https://hubweek.org/events/girl-hackathon

http://bit.ly/2cWxnB8

Founder/President Beverly A. Kahn enjoyed an exclusive Red Sox experience!

Posted on July 26, 2016

Bank of America® celebrated with their small business clients at an exclusive breakfast at Fenway Park’s EMC Club on Tuesday, July 26, 2016 from 9am to 12:30pm.

New Dimensions in Technology’s president, Beverly A. Kahn, joined them for an exclusive Red Sox experience that started with breakfast at Fenway Park. Sam Kennedy, President of the Boston Red Sox, kicked off the morning with a warm welcome followed by a discussion on Small Business Leadership presented by Jim Czupil, Senior Vice President, Leadership Development Executive at Bank of America.

In addition to delicious food and great networking opportunities, our president enjoyed a tour of the ballpark; a guest appearance by Steve Lyons, former Major League baseball player who currently works as a television sportscaster for the New England Sports Network (NESN); and a chance to win a pair of complimentary tickets to a game, courtesy of the Red Sox.

New Dimensions in Technology (NDT) returns to MIT for our 9th year!

Posted on January 13, 2016

New Dimensions in Technology (NDT) returns to MIT for our 9th year!

NDT’s Tech-Recruiting Experts will provide Interviewing techniques and valuable insight into how to select the best Job opportunities to navigate a successful career path.

January 20th 2016 - 5:00 to 7:00pm - Stata building 36-112
Enrollment: Unlimited - No advance sign-up - ALL ARE WELCOME!

Discussions to be led by Beverly A. Kahn, Founder/President of NDT, a Boston-area recruiting firm that has worked successfully to place many MIT students and alums over the past 37 years and Risa Kahn, Recruiting Manager at NDT, who offers 15+ years of coaching "early career" tech professionals. NDT has successfully partnered with generations of MIT students and alums to build and grow their successful and promising careers!

Sponsor(s): MIT Electrical Engineering and Computer Science Departments

Mass. unemployment rate dips in September

Posted on October 15, 2015

Oct 15, 2015, 9:17am EDT
Boston Business Journal
Mass. unemployment rate dips in September

The state’s total unemployment rate dropped slightly to 4.6 percent in September, the Executive Office of Labor and Workforce Development announced Thursday.

But preliminary job estimates from the Bureau of Labor Statistics indicate Massachusetts lost 7,100 jobs in September, according to the state. The job losses occurred in education and health services, trade, transportation and utilities, construction, and manufacturing sectors.

http://bit.ly/1NJjWlN

Happy Holidays!

Posted on December 15, 2014

2014 Holiday Graphic
With appreciation at the Holidays, we thank you and wish you and yours a joyous Holiday Season!

Risa Kahn attending the MA Conference for Women

Posted on December 1, 2014

Risa Kahn, Recruiting Manager at New Dimensions in Technology (NDT), will be attending the 10th Anniversary MA Conference for Women on Thursday - December 4th at the Boston Convention and Exhibition Center.

http://www.maconferenceforwomen.org


Some of the Keynote speakers this year include Hillary Rodham Clinton, Tory Burch, Lupita Nyong’o (Academy award-winning actress), John Jacobs (co-founder and chief creative optimist, Life is Good company) and Anne Finucane (Global Chief Strategy and Marketing Officer, Bank of America).