[VIDEO đ„ ] Prepare for Your Interview at S&P Global with These Tips from Recruiter Kiana Labuhn
Watch time: 5:34
Kiana Labuhn, Recruiter at S&P Global, shares an exclusive take on the most important tips to keep in mind when preparing for an interview.
She talks about how S&P Global looks for candidates that not only fit the skills needed for the role but are aligned with their values.
Kiana stresses the importance of preparing for the interview in advance, first by researching the company and your interviewers and then identifying the core competencies needed for the positionâthinking of times when you demonstrated these skills in your past. Have you heard about the STAR model? It's a great tool that Kiana shows us how to use in the video.
"At S&P Global, we will embrace and support the qualities that make each candidate a unique fit. Building and embracing diversity is a priority for us, and we're committed to unleashing the potential of every individual who works with us," Kiana says.
Take a look at her list of resume dos and don'ts and her own experience when preparing for her interview process at S&P Global.
To learn more about S&P Global and their open roles, click here.
Want to join the engineering teams at Workiva? Learn more about them!
đWant to know what engineering teams are like at Workiva? Watch the video to the end to find out!
đŒ Engineering teams at Workiva are constantly hiring. Marie Yue, Senior Engineering Manager at the company, tells you what they look for in a candidate and what the dynamics of teamwork are like.
đŒ The typical path in the engineering teams at Workiva is that you grow into a senior, and then you move into a lead role. From there, there are a few different tracks that you can take depending on your interest. You can become a staff engineer, an architect, or even an engineering manager. What are you waiting for to apply?
đŒIn the engineering teams at Workiva every member should feel empowered to do their job effectively. For this, each has to understand how the work they do day to day solves customersâ problems. Managers will always seek to be aware of membersâ career path aspirations so that they can look for opportunities and projects to help each person reach the next step in their career.
Engineering Teams At Workiva: A Safe Space
Marie Yueâs team is a safe space for people to make mistakes and ask for help, and each member feels a sense of belonging and inclusion. She wants to make sure that everyone is individually empowered to lead and make decisions. For this, the team has regular meetings where they do fun things like play virtual games or eat lunch together, and they also like to re-review and add to their team working agreement once a quarter.
đ§đŒ Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Marie Yue
If you are interested in a career at Workiva, you can connect with Marie Yue on LinkedIn. Donât forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they doâfrom how they build their software, to how they serve their customers, to how they treat their employees.
Careers in Web Development: Which One's For You?
We all have our favorite websitesâ the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that youâve found yourself wondering why they arenât more popular. Or maybe youâve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If youâve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you letâs start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
Think of front-end development as the dĂ©cor of a house. The color scheme, furniture, manicured lawns, and overall aesthetic. In terms of a website, front-end development is laser-focused on the appearance of a website and its presentation on different devices. If youâre considering a role in front-end development, itâs important to learn programming languages such as HTML, CSS, and JavaScript. These three languages go hand-in-hand. HTML allows you to create user interface elements, CSS helps you with stylistic elements, and JavaScript allows you to incorporate online tools and connect your website to back-end functions.
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, itâs incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Since this role is more code-heavy, itâs important that you learn numerous programming languages and understand algorithms and data structures. Some languages that are essential to back-end development are Ruby, Python, SQL, and JavaScript. Back-end developers also ensure that users can successfully retrieve and access data. This requires creating and using APIs (Application Programming Interfaces) which act as messengers that relay data related requests. Additionally, developing the code for the inner workings of a website also requires back-end developers to be conscious of the user interface features designed by front-end developers and to internally mitigate potential security risks. Due to the increased technical aspect of this position, back-end developers normally earn higher salaries than front-end developers. The average median salary for this role is around $118,000 per year.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the userâs experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 â $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
Never Done Shining â âIntroducing the 2022 NIKE, Inc. Internship Program
After two years of remote programming, weâre excited to welcome the 2022 NIKE, Inc. Internship Program back to our U.S. offices this week!
This yearâs class of 318 represent the top 1% of 34,000+ applicants from 113 universities â including 10 Hispanic Serving Institutions and five historically Black colleges and universities. And thatâs not all! Many of this yearâs interns are Division 1 student-athletes, representing Track and Field, Rowing, Soccer, and Volleyball, to name a few.
During the nine-week internship â built around the theme of Never Done Shining â interns will work across Nike, Jordan and Converse taking on meaningful projects for the business areas theyâre supporting. We canât wait to watch this talented, diverse group kick off their Nike journey and shine!
Want to learn more about the program? https://jobs.nike.com/internships
#nikeintern2022 #swooshlife #internprogram #nikeinterns#nikeinternprogram
Clydeâs Joseph Arquillo on the 6 Things Leaders Need to Do to Build Inclusive Spaces
Joseph Arquillo doesnât work in Human Resources â he works in People Operations. And the distinction matters.
âIt was named âhuman resourcesâ because it saw humans as resources, utilized for certain tasks or behaviors. But thatâs not really what itâs about,â says Joseph, who is a Senior Manager of People Ops at Clyde.
âCalling it âpeople opsâ adds back what you lose with âHR.â My philosophy is that I am there to support you. I am there to work with you, empower you, and enable you so you can be your best self.â
For Joseph, a key element of helping employees become their best selves is making sure that the workplace, whether in-person or virtual, is an inclusive space for all. That doesnât happen by accident â it requires a dedicated DEIB strategy and leaders who are committed to asking hard questions of themselves and others.
We sat down with Joseph to hear more about his professional journey, and the practices of leaders who create environments where everyone feels included.
More Than Just a Number
As a college freshman, Joseph planned on sticking with liberal arts when it came to choosing a major. But then he took a class in Boston Collegeâs School of Education, and loved its holistic approach to applied psychology.
This inspired him to switch his major to psychology and human development, and select minors in political science, and management and leadership, where he enjoyed learning about organizational psychology.
After graduation, he explored the consulting space to put theory into practice, but found out during an internship at a multinational consulting firm that finance or accounting werenât the places he wanted to build his career.
âSince Big Four companies have 250,000 employees, you become just a number,â he says of the experience. âIt wasnât my cup of tea. Too corporatized.â
That kicked off Josephâs interest in startups.
âItâs always fun to get in the weeds! One thing thatâs very interesting to me is a challenge,â he says. âWhen youâre helping a company like Clyde grow and scale, joining when theyâre at a Series B and helping them get to the next level, you really get to focus on the interaction between people, process, and product,â explains Joseph. âYou need to hire the right people to work towards increasing efficiencies in all areas, but also make sure that weâre enabling them to create a strong product.â
6 Keys To Building Inclusive Spaces as a Leader
Across the different industries and companies that Joseph has worked in, heâs identified the behaviors that create truly inclusive environments â as well as those that discourage them.
Hereâs what heâs seen:
- First, recognize your own privilege. âIf youâre a man, you have privilege, even if youâre a gay male. If you are a white woman, you have racial privilege. Itâs really important that youâre cognizant while you interact with somebody how they might interpret the interaction based on your identity.â
- Leaders should always speak last. This is important always, but especially in in-person spaces, where it might seem even more nerve-wracking to speak up in a crowd, says Joseph. âYou want to make sure youâre creating that space for employees who arenât as senior to feel comfortable voicing their thoughts.â
- And, leaders should use check-ins liberally. âYou need to ask yourself how youâre supporting your employees. Are you checking in on them as people before you ask about certain tasks? You want to foster a workplace where employees from all walks of life can feel supported,â he says.
- DEIB isnât just about adding new initiatives â sometimes itâs about removing barriers. âYou need to remove unnecessary bias,â explains Joseph. âThat can mean making sure you have appropriate policies and practices that donât hinder people depending on who they are or where they live.â
- Maximizing participation requires planning with a diversity lens. Joseph has helped the Clyde team gather together and bond as a group. Along the way, heâs been careful to consider physical and psychological safety for everyone involved. âFor instance, if youâre doing an event, do you have someone whoâs not drinking? Have you set up the environment for people who might have a physical disability, or carefully planned the flow of activities for people who might be neurodivergent?â
- Saying you want to be better isnât enough â articulate actions you will take. âPride is a great example,â explains Joseph. âYes, June is a time to celebrate. But itâs also a time to march. And beyond that, how do you show up and celebrate with the LGBTQIA+ community throughout the year?â
Embracing the Unknown
If you visit Josephâs LinkedIn profile, youâll see his personal motto: âWithout challenge, change, and a bunch of unknowns, itâs no fun.â
That belief has led him to study what heâs passionate about, to take on new and exciting roles at growing startups, and now, at Clyde, to help formalize what world-class people operations looks like at a fast-growing company.
âI view myself as a connector that really empowers people, challenges teams, and helps drive us towards what I consider to be an improved future,â he says. âI feel like itâs my responsibility to be the chief advocate for each of our employees, and remove any barriers in the way of their growth.â
Want to learn more about what opportunities Clyde offers? Check out their open roles!
