Technology-driven hiring has become a cornerstone in simplifying recruitment processes and streamlining talent sourcing. Not only is technology a great way to automate several processes, but it also improves hiring experiences for recruiters and candidates alike. Relying on this technology offers a host of benefits that can match businesses to the right talent pools quicker and more efficiently. Here are seven ways technology-driven hiring makes talent acquisition more efficient and successful. 7 Ways Recruitment Tech Can Improve IT Hiring 1. Data-Driven Decisions We live in a data-dominated age where information is a valuable asset. This makes data-backed decision-making a must when it comes to recruiting talent for your business. Our recruitment technology uses data analytics to help employers make better decisions. From start-up business roles to enterprise team positions, predictive staffing helps you hire the right talent by forecasting prospective candidates' success rates and their longevity in your company. This ensures that recruiters are making thoroughly researched decisions. 2. Diverse & Inclusive Recruitment It can be challenging to meet expectations for diverse hiring without the proper tools and hiring protocols. One of the perks of data-driven hiring is how it enables the standardization of candidate evaluation techniques. This prevents recruiters from exercising any unconscious biases that might sully the decision-making process. Our recruitment technology enables us to deliver shortlists that are truly representative of the market. This makes it possible for you to help make the IT talent pool more diverse while meeting inclusivity standards for your workplace. 3. Enhanced Business Intelligence With recruitment tech, it’s easy to record and analyze talent utilization patterns. This makes it possible to predict technical and functional skill sets that will be best suited to your company, and then filter talent pools based on those criteria. Even executive search is simplified with technology-backed global networks that deliver access to candidates who would otherwise be out of reach. Applying these parameters to the talent acquisition process enables businesses to connect with candidates that are better suited to their needs, faster and more efficiently. 4. Broader Talent Pools Often many prospective candidates fly under the radar as passive job-seekers. This is where AI-powered recruitment solutions can help you tap into a wider pool of talent. Recruitment technology enables businesses to find candidates with unique IT skills and specialized talent by using applicant tracking systems and optimized keyword searches across online hiring platforms. 5. Real-Time Skill Testing With the advent of technology in the hiring process, candidates can now easily be assessed by recruiters in real-time. This offers the opportunity to collect and evaluate concrete data about prospective candidates’ technical skills pertaining to their roles. For jobs like tech developers, data scientists, and other hands-on positions, such tests are great tools to recruit niche talent with specialized skill sets. 6. Seamless Documentation Workforce documentation and payroll are key aspects of the talent acquisition process. It’s important to ensure that workers are in compliance with local legislation and that their onboarding process is managed as efficiently as possible. While this can be hard to manage, putting the right recruitment technology in place can make these documentation processes seamless and automated. 7. Shared Knowledge With major influences in the spheres of communication, ecommerce, and education, technology has also had a significant impact on how employers, recruiters, and candidates engage across the hiring landscape. Tech leaders now have access to valuable tech industry knowledge, to learn about the challenges and achievements of other employers. Candidates can be part of a connected and engaged talent pool that can help shape their expectations and better position them for finding successful roles in the tech industry. These future-driven recruitment technology solutions lay the groundwork for a more efficient and streamlined talent acquisition process. To put this technology to work for your staffing needs, contact Harvey Nash today.

The landscape of tech hiring is evolving faster than ever, shaped by advancements in AI, shifting workforce priorities and demands, as well as an increasingly global talent pool informed by flexible working models. As talent and companies navigate these shifting hiring trends in technology in 2025, the criteria for recruitment has shifted past the parameter of skills alone. While adaptability and innovation are sought-after qualities in top-tier talent, recruiters must also cultivate strategic hiring practices. Here’s what to expect in tech hiring this year based on the 2024 Tech Talent & Salary Report in collaboration with LinkedIn. This report on IT jobs offers dynamic data, revealing some interesting information about tech hiring trends to look out for. 7 Trends in Tech Hiring to Look Out for in 2025 1. All Paths Lead to Tech Gone are the days when the path into tech was a narrow one, going strictly from point A to B. Now, these routes into IT are more diverse, with several ways to embark on a career in tech beyond starting with a field-specific degree. In fact, tech hiring trends show that 47% of technology hires did not pursue a traditional route or a tech degree.4 in every 10 have transitioned into tech from an alternate career. This bodes well for those aspiring for a career in technology, as hiring trends indicate greater opportunities, regardless of having a tech-related academic background. 2. Evolving Expectations of Tech Talent As roles and expectations shift, so do demands from employers. Records show that tech talent is now looking for higher paying jobs with better healthcare benefits, flexibility, and a positive workplace culture with empathetic leadership. Career progression is another factor that’s being prioritized as workers search for IT jobs that meet their needs. 3. Flexible Working Models As tech hiring trends evolve, more and more tech companies are embracing hybrid work models that offer flexible schedules to workers. Although data indicates an increase in workload reported by 86% of technologists, 80% of respondents felt that their organizations are attentive to employee well-being, both physically and mentally. 4. Globally In-Demand Tech Jobs Rising cyber threats have created a growing demand for specialists to navigate cybersecurity priorities. There has also been a surge of investment towards internal cybersecurity training and talent development in tech companies. Knowing which IT jobs are in demand globally is valuable information for those looking to switch fields as technologists or explore new in-demand areas of work. 5. Rise of Contract and Gig Work One of the trends in tech hiring is how businesses are now leveraging freelance tech talent for most specialized projects. This has resulted in the growth of contract-based hiring, especially in software development and AI/ML roles. 6. AI & Effective Automation The majority of the workforce has lowered its guard toward AI and machine learning, accepting the possibilities of the huge opportunities it offers in the world of technology. However, the primary challenge now lies in harnessing the necessary resources for an effective implementation of AI strategies. Image as a Hiring Priority To stay ahead of competitors, companies must showcase strong employer branding. It’s not just about telling good stories, but actually offering enhanced candidate experiences – from the application processes to onboarding – to attract top-tier talent. Why Staying Ahead of Tech Hiring Trends Matters Hiring trends in technology are a constantly shifting aspect of the industry. However, both recruiters and professionals will find that understanding the latest tech hiring trends isn’t only useful—it’s essential in order to maintain a competitive edge in 2025’s fast-paced job market. For Recruiters: The demand for top tech professionals continues to outpace supply from existing talent pools, making it crucial to adopt innovative hiring strategies. This means leveraging AI-driven recruitment, focusing on skills over degrees, and enhancing employer branding to attract and retain the right candidates in a competitive landscape. For Tech Professionals: Staying informed about hiring trends is critical to be aware of how work models are evolving, and which skills and qualities employers are prioritizing in candidates. Whether it’s upskilling in cybersecurity, embracing flexible work structures, or leveraging contract-based opportunities, being proactive about these shifts can lead to more career opportunities. Decoding the trends that inform tech hiring will certainly help recruiters and tech talent navigate the evolving job market with confidence and clarity. Get Ahead with Harvey Nash Harvey Nash offers decades of experience helping organizations find, recruit, and manage talent in the technology and digital sectors. As a global professional consulting firm specializing in technology recruitment, we keep on top of the changing needs of employers and employees to achieve the best outcomes for our clients. Contact us today to share your hiring needs. Contact Us

The rapid advancement of AI and robotics is rapidly transforming the industry. Yet many companies still struggle to effectively integrate these technologies. As a recent Tech Flix episode emphasizes, it’s essential for employers to consider the impact that AI will have on employment and the changes we must prepare our workforce for as AI enters the spotlight. From managing industry expectations to fostering collaboration, key factors determine successful tech adoption and AI-driven recruiting. The following are some significant points to consider. Lack of AI Readiness in Companies According to the Harvey Nash Tech Talent & Salary Report 2024, 41% of technologists are grappling with where to begin with developing an AI strategy..While most companies recognize the potential of AI, they lack the technical knowledge to effectively implement automated solutions. This gap often leads to unrealistic expectations, delayed projects, and the underutilization of cutting-edge technology. Managing Industry Expectations and Overcoming Misconceptions A clear understanding of what AI can and cannot do is crucial. However, when businesses enter the field with misconceptions, their expectations of properly implemented technology are far from being met. Just as companies must set realistic goals for AI adoption, AI and recruiting efforts also require clear expectations to maximize success. For example, “AI is enhancing the role of recruiters, not replacing them,” explains Jason Pyle, President & Managing Director (USA & Canada) at Harvey Nash. “Streamlining candidate engagement, sourcing, and matching frees up recruiters for higher value activities like advising customers on ways to attract top talent more effectively through data-driven hiring strategies and practices.” Small Projects May Lead to Bigger Investments Nearly a third of respondents (31%) in the Tech Talent & Salary Report cited budget as a hurdle to an effective automation strategy. With budgets in mind, a strategic approach to AI implementation involves starting small. Pilot projects may be used to test AI solutions, demonstrating the certainty of value before committing to large-scale investments. These fledgling initiatives can also help secure buy-ins from key decision-makers and unlock larger budgets for future development. The Power of Collaboration A partnership-driven approach can ensure that academic insights translate into practical, deployable solutions while creating innovative recruiting technologies that channel AI and produce scalable results. Open discussions about shared objectives, and continuous feedback loops will strengthen this relationship and drive meaningful progress. Educating the Workforce for Tech and AI Adoption Resistance to change is a common challenge when new technology is being introduced. This makes workforce education an essential step to reduce friction. Training employees on how AI can enhance their roles—not replace them. Not only does this alleviate fears, but it also boosts engagement with new systems. James Baker, Managing Director for Harvey Nash Germany exhorts, “With organizations moving from the why to the how, it’s important to focus on skills in the broadest context; the tech skills needed to really drive innovation around these technologies and the upskilling of all employees to truly embrace and realize their value.” Technology Transfer: A People-Centric Process Translating academic research into commercial applications involves decoding technology trends. But it’s also about people and shared communication. It’s crucial to ensure that researchers, engineers, and business leaders are all aligned in their goals, with the needs of the end-users in perspective. Regulatory Challenges in Large-Scale Implementation Compliance with industry standards and government regulations is necessary but may slow down progress. The same can be said for AI and recruiting, where data privacy laws, bias regulations, and ethical considerations play a crucial role in how AI hiring tools are developed and implemented. Clear Milestones Crucial for Engagement Tangible progress is crucial to encouraging companies that are investing in AI. Setting clear milestones while regularly demonstrating results to maintain engagement. Showing how AI can provide incremental benefits also builds confidence and sustains long-term investment in innovation. Preparing an AI-Ready Workforce Training your workforce to work in tandem with AI and implementing automated recruiting practices has the potential to revolutionize talent acquisition in tech. Harvey Nash is at the forefront of technology recruiting and has been instrumental in finding, recruiting, and managing talent in the technology and digital sectors around the globe. For help with building a workforce that will enable your organization to succeed in the evolving AI landscape, reach out to us today. Contact Us

In today’s fast-paced digital world, businesses can no longer afford slow, paper-based agreement processes. Intelligent Agreement Management (IAM) is a game-changing approach to contract creation and execution that was pioneered by DocuSign, a leader in digital agreements that is redefining how organizations handle contracts with speed, security, and efficiency. But how is DocuSign shaping the future of digital agreements? VP of Product Management at DocuSign, Rebecca Denman unveils her insights on this dynamic shift in a recent episode of Tech Talks. LISTEN HERE Embracing Digital Transformation DocuSign has spearheaded the transition from traditional paper-based agreements to digital formats. They’ve leveraged cloud-based solutions, enabling organizations to manage agreements more efficiently. This shift streamlines processes, enhancing security and compliance while reducing the time and resources spent on manual paperwork. These advancements are making waves across industries, with women leaders in tech playing a key role in guiding businesses through this digital transition. AI Integration DocuSign's integration of artificial intelligence (AI) into their services is significant. In this episode of TechTalks, Rebecca highlights how AI is used to analyze vast amounts of agreement data, extracting valuable insights to automate routine tasks. This not only accelerates the agreement process but also minimizes the chances of errors, ensuring greater accuracy and reliability. The Future of Digital Agreements As functional solutions like DocuSign that are driven by artificial intelligence continue to transform industries, women leaders in tech are playing a crucial role in ensuring ethical AI implementation while driving innovation. In this vein, Denman touches on the importance of diverse leadership in shaping the future of intelligent agreement management, emphasizing how inclusive teams lead to more balanced, forward-thinking solutions. Security and Compliance When it comes to digital agreements, security, and compliance are crucial features of any contract. With artificial intelligence, DocuSign employs advanced encryption technologies to protect sensitive information and adheres to global regulatory standards, giving businesses confidence that their digital agreements are both legally binding and secure. Women leaders in tech are at the helm of ensuring that these innovations meet global regulatory requirements while maintaining the highest security standards. Enhancing User Experience With IAM, users get to navigate and complete agreements with ease. Features like automated reminders and real-time updates are useful for keeping all parties informed of key developments, fostering transparency and trust. Additionally, mobile compatibility ensures that users can flexibly manage agreements, even when they’re on the go. Challenges in Digital Adoption The podcast also addresses the challenges organizations face when adopting digital agreement solutions. Resistance to change, abounding concerns about cybersecurity, and the complexities of integrating new technologies into existing frameworks and systems are a few common hurdles. Denman shares how DocuSign tackles these issues by offering comprehensive support and training to businesses, ensuring a smooth transition for those moving toward digital solutions. Women leaders in tech are central to overcoming these challenges, advocating for diversity and inclusion as key pillars of successful digital transformation. The Future of Agreement Management With IAM, emerging technologies can offer even greater security, efficiency, and insight into the agreement process. This episode of TechTalks solidifies the role of artificial intelligence and DocuSign's position as the driving force in intelligent agreement management. Women leaders in tech continue to drive the company’s forward-thinking initiatives, ensuring that DocuSign stays at the forefront of these transformative technologies. Harvey Nash is committed to diversity and inclusion in technology recruitment, casting a wide net to match the best talent with technology roles in business organizations. Looking for the best woman for the job? Contact our recruiting consultants today to discuss your hiring needs.

There has been a significant rise in demand for IT specialists with niche skills, as industries like tech, finance, and engineering increasingly seek flexible, project-based talent. Contractors bring specialized expertise to short-term projects, helping businesses stay competitive and adaptable in a rapidly evolving market. This makes selecting the right recruitment agency critical. While a poor choice can lead to project delays, compliance issues, and subpar results—the right agency can be the key to success. For business leaders, knowing how to choose a recruitment agency that can deliver top-tier IT contractors is essential. Here are 7 steps to guide you in making the right decision. 7 Steps to Selecting a Contractor Recruitment Agency 1. Assess Your Company’s Needs Begin your search by defining the scope of your project and listing out the specific IT skills you’re seeking in your contractors. Doing this can help you find an agency that specializes in the particular field you’re interested in. 2. Shortlist Industry Experts Make a list of all the recruitment agencies that are proficient at recruiting IT specialists. Then, narrow down this list by filtering agencies that specialize in your chosen field. When shortlisting agencies, you can also categorize them based on the kind of recruitment technology they may use. For example, predictive staffing is a recruitment tool used to help businesses forecast future talent needs for your business. 3. Evaluate Sourcing and Screening Processes You can learn a lot about a contractor recruitment agency by understanding its candidate sourcing and screening processes. Ask them about their strategies for finding contractors on the move, such as through job boards, niche platforms, or direct outreach programs. Further, it’s crucial to learn how your recruitment agency screens its candidates and vets their skills. Methods for assessing candidates’ experience and technical abilities, as well as cultural fit, are all criteria that must be considered. Some agencies even encourage skill enhancement for their candidates. You can inquire about standard skill assessments and interview processes in order to ensure you’ll only be presented with qualified and eligible candidates. 4. Check for Compliance and Legal Expertise A contractor recruitment agency that has legal expertise will help you navigate compliance issues while offering support with handling contracts, payroll, and insurance-related matters. This is important to avoid any adverse consequences resulting from a lack of correct knowledge; for example, the misclassification of an employee as a contractor could have legal ramifications for your business. 5. Evaluate Support and Communication Choosing an agency that is both responsive and transparent is crucial to a successful recruitment effort. It’s important that your agency also keeps you updated at each step of the process, and accounts for the support they will offer at the post-hiring stage. It’s also a good idea to check if your recruitment agency helps manage contractor performance and whether they handle any issues that might arise during the contract period. 6. Seek Testimonials It’s important to vet any agency before hiring them to recruit IT contractors for your business. Seeking testimonials is a surefire way to review experiences shared by other candidates and businesses. It can be helpful to read contractor success stories and watch for mentions across business news platforms to get a glimpse of the agency’s work. 7. Compare Contracts and Fees The final step in choosing your contractor recruitment agency is asking for a quote and comparing their contract with those of any other shortlisted agencies on your list. Doing this ensures that you’re balancing quality service with any budget considerations you might be working with. Additionally, before signing on with an agency, make sure you thoroughly understand the terms of their contract. Fulfill Your Recruitment Needs The importance of selecting a reputable contractor recruitment agency cannot be overstated. In fact, partnering with an experienced agency can make a world of difference in finding the best IT contractors for your projects. This ultimately leads to successful outcomes, major cost savings, and assured compliance with any legal requirements. Following these steps can guide you in the right direction toward choosing an agency that will fulfill your unique business needs.

The challenges of IT recruitment have become increasingly difficult to navigate in recent years. With a rapidly evolving market and the constant shift in demand for different skills, recruiters are faced with acute talent shortages. To add to this, lengthy screening processes can be frustrating for hiring teams and may even lead to a loss of interest from candidates. Often, recruiters find themselves unable to meet candidates’ needs and remote work requirements, which makes attracting talent an uphill task. These hurdles can be major pitfalls in the growth and success of your company. This is where working with a strategic partner can streamline the recruitment process and bring hiring managers closer to capable and reliable candidates. 5 Reasons to Hire a Recruitment Partner A strategic partner acts as a specialized staffing agency with expertise in IT hiring. Through systematic hiring processes and years of acquired expertise, strategic partners simplify and streamline the hiring process, saving in-house hiring teams time and money. 1. Quick Access to Pre-Vetted Candidates A strategic partner delivers a database of pre-vetted candidates and IT professionals for easy review. This instant access to an array of skilled candidates is a great way to reduce resources that are spent on the initial sourcing stages, which also significantly shortens the hiring timeline. 2. Screening and Assessment Expertise A recruitment partner offers expertise and experience honed from years of evaluating technical skills and handling assessments that require a highly specialized kind of IT knowledge. This expertise ensures that only candidates who truly meet your desired technical requirements reach the interview stage, further saving time and resources. 3. Data-Driven Insights The use of data to track hiring trends, industry salaries, and skill demands is also something you benefit from when you hire a recruitment partner. By leveraging this data, they can help companies identify the right candidates faster and suggest ways to attract top talent with competitive offers and incentives. 4. Reducing Recruitment Costs Partnering with a recruitment expert can also lead to lower overall hiring costs. This is owing to the reduced time-to-hire, a lower turnover due to better candidate matching, and eliminating any costs associated with lengthy vacancy periods for critical IT roles. 5. Ensuring Scalability for Growing Tech Needs Ensuring that your company can continue to grow means making the right provisions for IT executive talent sourcing in the long run. A strategic partner can also scale up hiring efforts or bring them down depending on your unique project demands. This flexibility is particularly valuable for IT companies or departments that may need contractors, permanent employees, or specialized consultants at different times. Choosing the Right Recruitment Partner Given the advantages of aligning with a strategic partner, it becomes imperative to choose the right one for your talent recruitment needs. Here are a few points to bear in mind while selecting an agency to streamline your recruitment process. Diversity & Inclusion When hiring a recruitment partner, it is ideal that they share your values with regard to hiring. This is why you need to understand their approach to allyship, diversity, and inclusion in tech hiring. It’s crucial to choose a partner that’s committed to fostering inclusive recruiting practices, and who understands the importance of building a diverse team. You can ask them how they support diversity through candidate sourcing and screening processes, as a proactive approach can help you achieve your company’s inclusive vision while reaching out to a broader talent pool. IT Expertise Not all recruitment partners have the requisite knowledge or experience to excel in IT recruitment. However, an agency that specializes in your specific industry makes it easier to conduct successful talent screening processes. According to our 2024 Global Tech Talent & Salary Report, 37% of candidates come to tech from alternate backgrounds. This makes it crucial to make sure they meet all the necessary skill requirements based on your project needs. Partnering with a strategic partner who possesses the necessary industry knowledge can streamline your recruitment process. It also means that your partner will know which certifications, tech skills, and qualifications to screen for when shortlisting candidates. Download the Report Partner with Harvey Nash Looking to elevate your IT recruitment process? The team at Harvey Nash USA is committed to being a strategic partner to our clients to ensure they maintain the best IT workforce for their needs. Contact us today to find out how we can help. Contact Us

HARVEY NASH's ERIC MAYDECK Named a Finalist for National Staffing Employee of the Year American Staffing Association Honor Highlights Top U.S. Staffing Employees Alexandria, VA, August 14, 2024—Harvey Nash’s Eric Maydeck, a Senior Site Reliability Engineer fromour West Coast team], has earned national recognition from the American Staffing Association as a top staffing employee, Harvey Nash announced today. This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for. Eric has always exceeded all expectations since he joined. Eric has partnered up with principal level colleagues and is working on the most complex projects in the organization as a Harvey Nash Contractor. Eric’s story is inspiring because it showcases how contract work can lead to unexpected and rewarding career paths. His initial contract is already being considered for extension or conversion to a full-time role, demonstrating that contract positions can indeed offer stability and long-term career growth. The National Staffing Employee of the Year program recognizes the most outstanding temporary and contract workers in the country. In 2023, U.S. staffing companies employed 2.4 million temporary and contract workers; Eric Maydeck is one of finalist to be recognized. We are thrilled to hear Eric Maydeck has been named 2025 American Staffing Association Employee of the Year Finalist for the Engineering, Information Technology, and Scientific Sector. Eric was a contractor for Harvey Nash and we are proud to say our client elected to bring him on full time as a permanent employee. Speaks volumes to his incredible work. He was recently awarded the Harvey Nash USA & Canada Contractor of the Year among our talented contractors nationwide. It’s our goal to find each contractor and client that “perfect fit” and this is one of many success stories we are proud of. Congratulations to all the fantastic finalists. "I am honored to have been named a finalist for the National Staffing Employee of the Year All-Star award. Stepping outside of my comfort zone to give contracting a try is one of the best decisions I have made in my professional career. I could not be more thankful to the team at Harvey Nash for guiding me throughout the entire process and providing me with an opportunity to work at my dream job." - Eric Maydeck As a National Staffing Employee of the Year Finalist, Eric Maydeck and Harvey Nash will be recognized at the 2024 Staffing World convention and expo, held in Nashville, TN from Oct. 22-24. More information regarding Staffing World can be found at staffingworld.net. # # # About the American Staffing Association The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net. ContactBrenna Barnett Senior Marketing Manager Brenna.barnett@harveynash.com

There are many different styles of interview questions that you may encounter during a job interview, and it's important to know how to answer them effectively. At Harvey Nash we recommend practicing and preparing for each various style. Here are some common interview question styles and tips on how to answer them: Behavioral Questions Behavioral questions are designed to understand how you would behave in certain situations. They often begin with phrases like "Tell me about a time when?" or "Describe a situation where?". To answer these questions, use the STAR method: describe the Situation, Task, Action you took, and the Result. Example: "Tell me about a time when you had to solve a difficult problem." Answer: "At my previous job, we had a customer who was unhappy with our service. I listened to their concerns, investigated the issue, and came up with a solution that satisfied the customer. As a result, we were able to retain their business and improve our customer satisfaction ratings." Situational Questions Situational questions are similar to behavioral questions, but they ask how you would react in hypothetical situations. These questions often begin with "What would you do if..." or "How would you handle...". To answer these questions, explain your thought process and reasoning. Example: "What would you do if you disagreed with a colleague's approach on a project?" Answer: "I would approach my colleague and have an open and honest conversation to understand their perspective. I would try to find common ground and work together to come up with a solution that benefits the project and the team." Technical Questions Technical questions are designed to test your knowledge and skills related to the job. These questions may be related to software, coding, or other technical aspects of the job. To answer these questions, be prepared to demonstrate your knowledge and skills. Example: "Can you explain how you would optimize a website for search engines?" Answer: "First, I would conduct keyword research to identify relevant keywords for the website. Then, I would optimize the website's meta tags, headings, and content to include these keywords. I would also ensure that the website has a clean structure, fast loading speed, and mobile responsiveness to improve its search engine ranking." Traditional Questions Traditional questions are more general and open-ended, and they may include questions like "Tell me about yourself" or "What are your strengths and weaknesses?" To answer these questions, focus on your qualifications and experience related to the job. Example: "Tell me about yourself." Answer: "I have several years of experience in [field], and I am passionate about [specific aspect of the job]. In my current role, I have demonstrated [specific achievements or skills related to the job], and I am excited to bring these skills to a new opportunity." By understanding the different types of interview questions and how to answer them, you can be better prepared to impress the interviewer and land the job. Practice your responses to these questions before the interview, and be ready to adapt your answers to the specific context of the interview. Get Hired Now Do you need more guidance throughout the recruiting process? We can help!? Harvey Nash USA is one of the?most trusted recruiters?for tech and other industries. Let's work together to help you find the role that's right for you!?Contact us today.

Will we get to the point where the work of AI and humans is indistinguishable? Why not check your instincts now? Here are two pieces of text, one from AI, one from a real person - can you identify which is which? To engage our readers and foster a deeper understanding of AI's capabilities, we have included an interactive element in this blog post. Below, you will find two pieces of content – one generated by AI and the other written by a human. Our very own Michael Goldberg, Vice President of Strategic Partnerships. We encourage you to read both and vote on which you believe was authored by AI. This exercise not only highlights the sophistication of AI in content creation but also invites reflection on its potential and limitations. Article 1: The surge for AI talent is with us. Actually, I would argue the surge for pure AI talent is past and the search for ‘AI skills plus’ talent – people who can take this fast-moving technology and harness it for their employers through a mix of other skills – is now on. From our own Digital Leadership Report at Harvey Nash, we know only 15% of global tech leaders feel they are prepared for the demands of generative AI. And yet LinkedIn conference data points to 44% of organizations already using this technology. Evidence of a push to level-up talent with technology can be seen in the types of job titles we are now addressing as a specialist recruiter: We are constantly searching for AI/ML Modelling Specialists, AI Architects, AI Data Scientists, Researchers and Engineers. We also see AI skills spilling into other departments – UX Designers, Marketers, Finance Professionals now all need to come ready with the ability to bring AI advantages to their departments. In April this year Thomson Reuters analyzed over 5,300 live tech jobs and found that over 73 per cent of the top 15 per cent highest paid vacancies required AI skills. “Companies are now required to not just embrace change, but to actively participate in shaping and directing it,” commented Mary Alice Vuicic, Chief People Officer at Thomson Reuters. “As companies begin to implement these emerging technologies, they’re investing in the right talent to lead that process.” But leading talent is hard to find, because it’s not just about technology. It’s also about people, compliance and ethics. How AI impacts on the workplace can be dramatic and it can be damaging – consider the reputation or brand image of a business that turfs out human beings in favor of an AI solution. Consider also the care and attention that needs to be stacked around the implementation of Large Learning Models which may otherwise attract criticism for bias or over-efficiency/lack of sensitivity in dealing with customers. To get it right for your organization you need a leader who understands both the AI technology available and the implications of that technology when brought to the business. Reflecting this, LinkedIn’s own CEO Ryan Roslansky has highlighted the need for additional skills alongside AI. In an article for The Wired World in 2024 – Wired’s annual future-looking publication – Roslansky argued for an increase in the need for people skills as AI takes over some of the heavy-lifting involved in technical roles. AI, he said: “doesn't replace people, it allows them to do their job more effectively, leaving them time to focus on the more valuable – and more human – parts of their job.” It’s a challenging vision for any business but it is also calmer and more attractive than the AI revolution some have predicted. “People will align their skill-building and continuing education with AI skills and practical people skills,” concludes Roslansky. “The result will be a new world of work that’s more human and more fulfilling than ever before.” Examples of how AI is creating new opportunities and enhancing existing roles: Software DevelopersAI coding assistants, like GitHub's Copilot, are being used to enhance the capabilities of software developers, not to replace them entirely: Developers can use AI to generate boilerplate code, suggest code completions, and even provide explanations for code snippets, saving time and boosting productivity. However, developers still need to review and refine AI-generated code to ensure it aligns with project requirements and adheres to best practices. Customer Service RepresentativesAI chatbots and virtual assistants are being used to handle routine customer inquiries, but human representatives are still needed for more complex issues: AI can manage simple queries, such as checking account balances, tracking orders, or providing basic product information, which frees up human agents to focus on more complex tasks. Human agents can step in when the AI system cannot resolve an issue, providing personalized support and handling sensitive or emotional situations that require human empathy and judgment. Article 2: Exploring the Future of AI in Tech The tech industry is at the precipice of a new era, one that is being significantly shaped by advancements in artificial intelligence (AI). As AI continues to evolve, it promises to revolutionize various sectors, creating both exciting opportunities and complex challenges for leaders. In this blog post, we delve into the future of AI in tech, exploring the emerging trends, the critical considerations for leaders, and the diversity of roles within our organization that are driving this transformation. According to a recent Harvey Nash survey, AI tops the concerns of global tech leaders, with only 15% feeling prepared to meet the demands of generative AI. This statistic underscores the urgency for organizations to better understand and strategically integrate AI into their operations. The Future of AI in Tech AI technology is advancing at an unprecedented pace, impacting various sectors within the tech industry. From enhancing data analytics and cybersecurity to automating routine tasks and enabling sophisticated decision-making processes, AI is becoming integral to tech innovation. Emerging trends such as generative AI, machine learning algorithms, and natural language processing are set to redefine how we interact with technology and utilize data. One of the most promising advancements is generative AI, which has the potential to create new content, designs, and solutions autonomously. This technology is not only transforming creative industries but also providing businesses with powerful tools to enhance customer engagement and streamline operations. Challenges and Considerations for Leaders As AI becomes more ingrained in the tech landscape, leaders must navigate several critical challenges. Ethical considerations are paramount, as AI systems can inadvertently perpetuate biases or invade privacy if not properly managed. Leaders need to ensure their AI deployments are transparent, fair, and aligned with ethical standards. Regulatory compliance is another significant factor. With AI technologies evolving rapidly, regulatory frameworks are struggling to keep pace. Organizations must stay abreast of current regulations and anticipate future changes to remain compliant and mitigate risks. The evolving nature of work is also a key consideration. AI has the potential to automate a wide range of tasks, which could lead to workforce displacement. Leaders must strategically manage this transition by upskilling employees, fostering a culture of continuous learning, and creating new roles that leverage AI capabilities. Roles Within Our Organization Our organization is at the forefront of AI and machine learning innovation, hiring for a variety of roles that reflect the diverse skill sets required in this dynamic field. Recent hires include: Data Scientists who specialize in developing and optimizing machine learning models. AI Engineers who design and implement AI systems and algorithms. Ethical AI Specialists focused on ensuring AI applications adhere to ethical guidelines and best practices. AI Product Managers who oversee the development and deployment of AI-driven products. These roles illustrate the breadth of expertise necessary to harness the full potential of AI, from technical development to ethical oversight and strategic management. Referencing a Recent Interview In a recent interview with Dr. Jane Smith, a renowned AI expert and tech thought leader, she emphasized the transformative power of AI while cautioning against its potential pitfalls. "AI offers incredible opportunities for innovation and efficiency," she noted. "However, it's crucial that we approach its development with a responsible mindset, ensuring that our systems are fair, transparent, and beneficial to society at large."