BrachEichler LLC Blog Feedhttp://www.roytalman.com/?t=39&format=xml&directive=0&stylesheet=rss&records=10en-us18 Oct 2017firmwisehttp://blogs.law.harvard.edu/tech/rssWill Hiring Managers Respect Online Education Anytime Soon?http://www.roytalman.com/7D1AB9/assets/files/News/TalmanOnlineLearning4DG.pdf02 Oct 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10What If Machines Evolve Our Jobs Rather Than Take Them?http://www.roytalman.com/7D1AB9/assets/files/News/TalmanMachinesEvolve2DG.pdf14 Sep 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10What’s The Real Story On Chicago’s Tech Hub Status?http://www.roytalman.com/7D1AB9/assets/files/News/TalmanTechHub1DG.pdf28 Aug 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10Why Coding Bootcamps and Online Learning Matter More Than Everhttp://www.roytalman.com/7D1AB9/assets/files/News/TalmanBootcamps2DG.pdf16 Aug 2017Blog<h3> <p><b>Why Coding Bootcamps <br /> and Online Learning Matter More Than Ever</b></p> <p>In recent years, computer coding &ldquo;bootcamps&rdquo; in which students can get up to speed quite quickly on a particular programming language have seemed to become a hot trend.</p> <p>Even so, I&rsquo;m sure there are some who ask, <i>&ldquo;Are these bootcamps and online learning environments a viable option to consider alongside some of the more traditional avenues of education?&rdquo;</i></p> <p>In my opinion, the answer is an unequivocal &ldquo;yes.&rdquo;</p> <p>Coding bootcamps deserve to be fully supported even as they may be in need of some adjustments in their mission and in terms of who they let into the program. If that can be achieved, we&rsquo;ll see a higher percentage of successful graduates who go on to fully utilize what they&rsquo;ve learned in the field, which should only lead to higher credibility in the eyes of hiring managers.</p> <p>How do we improve upon this foundation? Part of the issue comes down to the type of people coming into the program, their ability to handle such an intense course and, if they graduate, how they apply their newfound skills successfully.</p> <p>&nbsp;</p> <p><b>Coding Bootcamps Aren&rsquo;t For Everyone.<br /> So Why Position Them That Way?</b></p> <p>Rather than having an open view of teaching <i>anyone</i> to code as many of them do, coding bootcamps need to identify more students who can withstand the rigorous agenda and are well-focused on programming or software engineering roles.</p> <p>Case in point: Consider the kind of individual who typically succeeds in such development camps. Is it someone who has always had a deep interest for the subject matter for many years prior? Are they already in the field and looking to upgrade an existing set of programming languages with a new one?</p> <p>Not always.</p> <p>You&rsquo;re frequently talking about someone who has been accepted into a leading university but studied subjects that are not the most marketable (History or Philosophy, for example). So they enter the marketplace and realize, &ldquo;<i>Hmm. Perhaps I should consider doing something else that will pay me more than what I studied</i>.&rdquo;</p> <p>Now, some of these individuals who start with a blank slate will be surprisingly even better for learning new things than those who have spent years coding. Yet there is no question that the unique format of the bootcamp is not for everyone, which leads us to the other type of individuals who can often be found in such bootcamps &ndash; the ones who may ultimately find that they hate the bootcamp after a short period of time and drop out.</p> <p>Let&rsquo;s face it. It takes a special kind of person to thrive in a very intense accelerated learning environment. The majority of people just can&rsquo;t handle it.</p> <p>On the positive side, those who stick with a bootcamp program and see it through will have the ability to study certain technology-oriented subjects in just 10 weeks (or 16 weeks, 24 weeks, etc.) and be marvelously productive in the next chapter of their careers.</p> <p>That&rsquo;s why coding bootcamps still matter so much. Traditional learning environments are still exceptional and accept highly talented students into their programs, but it&rsquo;s hard to ignore the fact that, for certain specialized subjects, bootcamps are accelerating learning for a whole new group of individuals at unprecedented levels.</p> <p>Yes, bootcamps need many more of the types of individuals with the mental fortitude to push through the program to reach completion. But those who do may find the bootcamp propels their career forward in amazing ways due to how quickly they&rsquo;ve learned an important new programming language.</p> <p>&nbsp;</p> <p>In addition to the speed factor, there&rsquo;s also the matter of the outstanding value in that <b>coding bootcamps may present the most cost-effective educational system there is.</b> Think about it &ndash; if one program costs $10,000 over a 10-week period and you successfully complete the program, you have excellent chance at obtaining a job that may pay you more than a four-year college degree &ndash; which, by the way, is going to cost you a <u>lot</u> more than $10,000.</p> <p>In addition to bootcamps, there is another non-traditional route for learning that is due to go through its own transformation: Online learning.</p> <p>&nbsp;</p> <p><b>The Next Level Of Online Learning</b></p> <p>As we&rsquo;ve watched the expansion in number of coding bootcamps, at the same time, there is also a rise in the number of online classes available through avenues like Coursera and Udemy, which are designed to have millions of students. Assuming you&rsquo;re a disciplined individual, you can take all of your classes online, including your tests and pay the necessary fees for said classes and tests.</p> <p>It&rsquo;s a fine way to learn, but here too, there&rsquo;s room for improvement in the model. Fortunately, I believe before long we&rsquo;re going to see an entrepreneur or two look at the model of online learning and say, &quot;<i>You know what? We should have in-person classes that will be based on online material. We don't need to provide any of the material, but we will help the student beyond what they can do on their own.&rdquo;</i></p> <p>In essence, what you will have is <b>a traditional school that&rsquo;s built around an online university </b>that still charges only $10,000 or so a year.</p> <p>The more that hiring managers are willing to accept individuals who have completed an online education (just like their willingness to accept people who completed coding bootcamps), the more the value of online education will become clearer. Once the hiring manager sees that it&rsquo;s not going to cost them $40,000 &ndash; $50,000 a year to hold somebody's hand in order for them to get up to speed when the material is already online for that person to learn from, online learning should be seen as an incredibly viable option.</p> <p>As a result, the potential is great that both online classes and coding bootcamps can become much larger than the current states they are in &ndash; rather than say, a 10-week experience or a class, we can see both continuing to grow into highly credible brands, even more so than they&rsquo;ve been before.</p> <p>Some online courses feature topics that are so advanced that they&rsquo;re almost impossible to have in a more traditional classroom setting, such as Machine Learning courses. Take this example of a Machine Learning course from Stanford:</p> <p><a href="https://www.class-central.com/mooc/835/coursera-machine-learning">https://www.class-central.com/mooc/835/coursera-machine-learning</a></p> <p>Available through Coursera, this course shows students how to teach a computer to learn concepts using data but without explicitly programming the machine. So beyond learning about the best machine learning techniques, there is actual implementation of these techniques. Students are able to apply learning algorithms to build smart robots, text understanding, computer vision, medical informatics, database mining and more.</p> <p>All in all, when you can more easily transform more people into producers who create a lot of value for their organizations, a host of benefits can ensue.</p> <p>Coding bootcamps and online learning environments haven&rsquo;t outlived their usefulness by any means &ndash; just the opposite. Over time, we&rsquo;re likely to see an evolution of both that demand our support to improve upon these worthy outlets more than ever.</p> <p>&nbsp;</p> <p><b>What About Traditional Learning Environments? </b></p> <p><b>Do They Still Matter?</b></p> <p>Absolutely. Make no mistake: Just because bootcamps and online learning may grow in popularity doesn&rsquo;t mean that we can or should ignore how well our traditional educational institutions tend to supply us with top name talent. Hiring managers continue to have high respect for these traditional learning environments and smart recruiters should do the same.</p> <p>Therefore, it&rsquo;s vital that we consider all three of these avenues &ndash; traditional classrooms, online learning and coding bootcamps &ndash; as important ways to equip candidates for long-term success. The stronger all three of them are, the more options there are for candidates and hiring managers to find an ideal fit &ndash; and for deeply experienced recruiters like Roy Talman &amp; Associates to bring those parties together.</p> <p><b><i>If you&rsquo;re considering a coding bootcamp or online learning environment to upgrade your skill set but you&rsquo;d like the peace of mind that you&rsquo;re making a wise investment based on current industry and technological trends, talk to us at Roy Talman &amp; Associates. With the perspective of over 30 years of experience, we can have a larger conversation with you about where you&rsquo;d like to steer your career path from here and the type of adjustments that need to be made now to ensure alignment with the industry you want to thrive in for years to come.&nbsp;</i></b></p> </h3>http://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10Will Tests And “Brain-Teasers” Reveal Your Next Golden Hire?http://www.roytalman.com/7D1AB9/assets/files/News/TalmanTestsBrainTeasers2DG.pdf20 Jul 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10They Can't Advertise To Customers So How Do They Promote Themselves To Candidates?http://www.roytalman.com/7D1AB9/assets/files/News/TalmanHighRegFirms2DG.pdf11 Jul 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10Slow Down!: Why More Patient Job Candidates Beat The Speedstershttp://www.roytalman.com/7D1AB9/assets/files/News/TalmanLongGame2DG.pdf03 Jul 2017Blog<p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">Not long ago, we were working with a candidate who had a PhD in machine learning from a very reputable west coast institution. Impressive, right? He could write his own ticket anywhere!</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">Or so you&rsquo;d think.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">His resume, as it turned out, wasn&rsquo;t really communicating what he did because, for a while, he&rsquo;d been in a traditional business environment, not a high tech one. That meant his resume had been written from the point of view of the kind of <i>business</i> problems he worked on.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">Translation? Despite his impressive degree, he was getting nowhere in the technical community, largely because of what his story &ldquo;on paper&rdquo; told about him. Fortunately, after taking some time to figure it out, we worked closely with him to put together a far more technical description of what he knew and what he had done. This made all the difference.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">By taking a step back, we were able to re-position a highly qualified candidate for the ideal fit, especially when it wasn&rsquo;t obvious to some companies that his background would mesh with their culture.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">&nbsp;</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">As much as we live in an ever-accelerating world with technology at our fingertips, there&rsquo;s a lot of merit in candidates and companies slowing down in order to better prepare and fully understand one another. It&rsquo;s not just about shooting out resumes and posting job descriptions to fill a role with a body. This is never more true than in financial or technical recruiting, where the process of recruitment and hiring can be more of a long-term investment.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">The more we understand the true requirements of our clients, the more we appreciate what the candidate can deliver. We can't ask candidates to learn a new skill and reach a new level of five years of experience at the very same time we're talking to them. That's not going to happen.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">&nbsp;</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">However, we frequently have situations where candidates will spend three months or more updating their skills for the purposes of being a great fit for an opportunity &ndash; whether it is a specific opportunity we have in mind for them or one that hasn&rsquo;t presented itself yet but can elevate their career.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">That&rsquo;s not all. In addition to updating their technical skill set, they&rsquo;re updating their interview skills too. Many of these candidates have been at their current job for five to 10 years but they're not prepared to jump right into a hyper-competitive world to interview without preparation. In fact, for those who are serious about interviewing, it&rsquo;s not unusual for them to <b>spend as much as six months preparing</b> &ndash; they can afford to because they&rsquo;ve still got a full-time job, after all.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">It may not be easy to find time to prepare but if they don&rsquo;t, all that&rsquo;s going to happen is that they go on an interview and blow an opportunity. And if that should happen, they often won&rsquo;t even be notified that there&rsquo;s not a fit. They&rsquo;ll just never hear back.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">Quite often, failure to prepare a candidate for an interview is a lot like putting someone in front of a game board to play but they don&rsquo;t yet know if that game board is chess or checkers. They might be really good at checkers and there might be a company in a hiring mode that really wants somebody to play checkers, but if neither one of them expresses that well in advance, what you have are two parties staring at each other without knowing a lot of information.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">On the other hand, if that person knows the board they&rsquo;ll be presented with going in will be a chess board and they&rsquo;re already good at chess, they can feel quite comfortable playing. They can think of what moves they&rsquo;ll make and what approach they&rsquo;ll have based on different scenarios. The outcome is far more likely to be a positive one.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">What we find at Talman is that the <b>companies that succeed in hiring quality talent quite often will not compromise.</b> For instance, several clients in the software space could be looking for a person to fill a certain position <u>for a year</u>. Why? It&rsquo;s worth their time to keep interviewing and looking at people to see if they could fill that particular job. If you hire the wrong person, it might take you six months to a year to discover that &ndash; a painful realization after investing a great deal of time and money into that individual.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">Particularly in technology, as Laszlo Bock pointed out in the book, <i>&ldquo;</i></span></span><span style="text-transform: capitalize;"><a href="http://www.amazon.com/Work-Rules-Insights-Inside-Transform/dp/1455554790"><span style="font-family: Verdana;"><i>Work Rules! Insights from Inside Google That Will Transform How You Live and Lead</i></span></a><span style="font-family: Verdana;">,&rdquo; <b>the lifetime value of one hire could be tremendous</b>. It&rsquo;s not just about the role they&rsquo;re hired for today but the four or five different roles they could have within the company for years to come. Google has hired people who would end up creating entirely new divisions for them, moving very large pieces of their business forward and generating hundreds of millions of dollars in revenue in the process.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">&nbsp;</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;"><b>The &ldquo;Long Game&rdquo; Can Pay Off &ndash; If You Manage It Well</b></span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">&nbsp;</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">If you&rsquo;re engaging in any kind of highly selective process for evaluating talent that could take six months to a year, you want to tightly manage that process. It&rsquo;s very challenging for a firm to handle the entire process on their own, which is why many in the financial trading or technical space partner with us at Roy Talman &amp; Associates.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">For example, if a client is utilizing tests for candidates to take as part of the interviewing process, they fully expect any candidate we present to them to pass those tests. Why? It speaks to how in-depth our process can be as we establish a relationship with candidates. Quite often, when we talk to candidates, particularly with the ones who have been looking for a job recently, we like to meet with them and talk about how they prepare. After all, any time you're preparing, you're probably going to do better than when you're not.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">Ironically, when candidates slow down and take the time to upgrade their skill set, they can find the better type of match they&rsquo;re seeking with our guidance. The same holds true for companies that see a bigger picture involved with each hire &ndash; by taking their time in a recruitment process that is managed in great detail rather than rushed, they find the greater likelihood of hiring a person who will have a long-term impact, which maximizes the return on investment of the entire process.</span></span></p> <p><span style="text-transform: capitalize;"><span style="font-family: Verdana;">The old adage is true. Good things do come to those who wait &ndash; as long as they also commit to doing what it takes during that time to put themselves in a position to succeed. </span></span><span style="font-family: Verdana;">For both companies and candidates, we&rsquo;re here to help them ultimately arrive at that positive outcome.</span></p>http://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10The H-1B Visa Program: Everything You Know Is About To Change (Maybe)http://www.roytalman.com/7D1AB9/assets/files/News/TalmanH1BChanges2DG.pdf25 May 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10Monumental Computing Shift #3: Machine Achieve "Next Level" Learning-From Ushttp://www.roytalman.com/7D1AB9/assets/files/News/TalmanShifts32DG1.pdf11 May 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10Monumental Computing Shift #2: The Changing Role Of Traditional Mathhttp://www.roytalman.com/7D1AB9/assets/files/News/TalmanShifts22DG3.pdf01 May 2017Bloghttp://www.roytalman.com?t=39&format=xml&directive=0&stylesheet=rss&records=10