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We just announced something huge; it took long hours, which turned into days, weeks, and months of market research and development, to bring us to this point. We even asked some of you to share your thoughts on our logo design options to help communicate our new positioning via our social media, and your feedback was very helpful.

It is evidence of our very intention to believe in our community cooperation and understand that we could create an ecosystem that would mutually benefit individuals and collectively. 

A journey we started in 2020. We accelerate with the support of the community that has stood by us from the beginning of Zarttech.

We have expanded, yaay! We are the new solution to diversity and inclusion in the tech industry.

We Will Think Global but Act Local: The Why?’

Initially, we focused on providing our clients with African-based talents due to the abundance of IT Experts in Africa, the entrepreneurship spirit, resilience, similar time zones and languages, significantly reduced hiring costs and much more. However, as we grew as a company and began to conduct more globally-driven research, we identified talents from diverse groups in the West who faced the same challenges of unemployment and underemployment. 

So, in line with our mission and vision, we decided to spread our wings and foster a more inclusive and diverse workforce on both sides of the divide. We expanded to bridge that gap and offer all IT Experts access to global job opportunities to improve quality of life and prevent or minimise brain drain. As a result, we now provide our clients with global talents from Africa, Europe and South America.

We believe in Diversity

Zarttech is all about people. A diverse team means a successful team. Diversity to Zarttech means bridging the gap between Race, Gender and Identity so that anyone from any social or racial group can be included in the current global workforce.

Conclusion

We are happy to take on this new challenge in line with our mission to Bridge the opportunity gap by connecting diverse IT Experts with global work opportunities.

Let’s be your partner today in meeting your hiring needs and increasing the diversity ratio in your company.

Zarttech – Bridging the Gap.

Everyone, techy or not may have at some point heard of the word, Java. It is one of the most popular programming languages and has been widely used for app development since the 90s. It has also been the most trusted and go-to language for most tech companies, entrepreneurs and developers.

Whether startups or existing, businesses always look forward to achieving dynamic and strong digital capabilities to grow their businesses and stay at the top in the industry. As per the report of Statista, as of 2021, 56 per cent of the respondents use Java, Python, SQL, and HTML/CSS as the top five programming languages in the world.

However, despite it being a popular language, hiring an efficient and well-experienced java developer may be an extreme sport. A thorough check on the skill and quality of work of the developer is a prerequisite to finding the right fit.

In this article, we will explore the skills you should pay attention to before hiring a java developer;

Basic Java skills:
To explain the role of a Java developer in clear terms, She/He is responsible for developing various software from desktop to web to mobile applications. Therefore, no matter what company you may be hiring this developer from, ensure they are familiar with the basic Java skills and technologies. Some of which include: — Object-oriented programming skills
– Relational databases such as MySQL, PostgresSQL, and MariaDB.
– Design patterns in Java to solve routine problems faced in the software designing cycle
– Popular version control systems like Git and BitBucket
– Web frontend technologies like HTML, CSS, and JQuery

Java Build Tools:
Each programming language has certain tools unique to them which perform different tasks. Having knowledge and efficiency in different Java build tools will increase the chances of Java developers getting hired by growing businesses.

These build tools help to automate the source code applications. A few of these build tools are Apache, Sonatype, Gradle, Nexus, and Cmake.

Java Testing Tools:
Apart from coding, it’s an added benefit if Java developers are proficient in testing tools as well. Testing tools allow the developers to test their code through a separate database without using a web browser.
Tools like TestNG and Selenium allow the Java developers to test multiple processes together and develop a high-quality, powerful application.

Additional Languages and Technologies:
Hiring a Java developer skilled with additional languages and technologies is always an added advantage to the team. Being skilled in other languages and technologies such as SQL and JavaScript is an upper hand.

In addition to the language, the most popular Java skills that Java developers should have are Android, Selenium, Spring/Spring Boot, and JPA/Hibernate.

Since different languages and technologies are meant to perform different tasks, being efficient in them will come in handy for a Java developer.

DevOps Tools:
Having knowledge of DevOps tools is considered a must-have among the top Java skills. A Java developer will be much in demand if they regularly update their skills and learns DevOps tools along with Java tools.
Some of the important DevOp tools worth learning are Docker, Kubernetes, Jenkins, Chef, and Maven. Thus, it would be great if the Java developers you hire are knowledgeable about DevOps tools.

Final thoughts:
As a non-technical person or a technical person, we understand how difficult it is to find talent with all the skills stated above especially if you are working in a short time frame or between projects. At Zarttech, we have a pool of experienced and vetted Java developers who can join your team in 24 hours if needed on a remote, hybrid or on-site basis. Send an email to [email protected] and we will find you the right fit.

With the increasing knowledge in software development and the rising competition, being great at your job or having the finest codes may not be enough to help you advance through the ranks and earn the right to lead teams, projects, and, ultimately, companies. 

Unfortunately, just as there is a gap in the educational system fueling the extreme shortage of technical talent, there is also a gap in the tech world when it comes to learning the soft skills that translate into not just a “good job,” but a great career in technology.

In this article, we will be sharing 6 non-technical skills every developer needs in other to move from a good employee to a great one. 

1. Curiosity: 

To move up the ranks, developers need to start asking questions and attack problems from new angles. Moving along with the daily grind is not enough.

 Those who get ahead look at nagging problems and elegant solutions and ask themselves questions like “why does this happen?” or “why does this work?” They look at issues from multiple perspectives to find new solutions.

Curiosity drives projects and companies forward, and catapults careers. To stimulate that curiosity, read up on topics of interest. Look at the latest research. Ask questions.

2. Be open to new experiences

As a developer, be open to saying “yes” to new things. Avoid a repetitive and predictable life.  

Be willing to take risks, experiment, and try out new methods. The tech industry moves fast, and those who are willing to push boundaries and jump on board with new processes and systems will be the most successful.

Taking on new roles and responsibilities can also help move your career forward quicker.

3. Think with the future in mind:

What is the bigger picture for you? What kind of life are you seeking to build? 

Despite pressure from managers, great developers take the time to create high-quality work. They understand that they, or someone else, will need to clean up their mess if they do a poor job. Spending extra time to complete projects right will save time and frustration in the long run by avoiding unnecessary mistakes and corrections. 

Producing consistent, quality work not only saves the developer from unwanted headaches down the road, but also establishes their reputation as attentive, thorough, and precise.

4. Be disciplined: 

Coding is a lot like sports especially when done repeatedly. Building muscle memory is essential to operate at maximum efficiency and just like athletes, this is developed through disciplined practice.

Build muscle memory by setting aside 20 minutes each day to code. This will enable it to move from a chore to a habit

Over time, gradually increase the time spent in practice. Building coding habits will boost muscle memory and increase productivity.

5. Fuel Your Creativity:

Doing the same thing every day could be boring and make one lose interest quick. Develop a hobby outside work, it could be games, art, music, or something different that keeps your mind active and excited.

This will encourage a creative flow and give you something to look forward to beyond your work.

Conclusion:

If applied, these skills above will not only add spice to your work-life but also make you stand out from the rest of the crowd.

At Zarttech, we are constantly sourcing for senior IT experts to fit the various available positions from our clients, send an email to mi[email protected] and we will reach out to you if we find a role that suits you.

As an HR-tech company, we are in sync with corporates and scale-ups regarding their human resources needs, projects development or cybersecurity needs, we understand the human dynamic and the pressure that comes with managing the stress levels between work and personal lives.

We had a chat with our HR team and they shared some tips and tools that would help developers and non-technical employees prevent burnout. 

The classical definition of burnout is the mismatch between the demands that our job puts on us and the resources we have available to meet those demands. 

What are some of the burnout indicators?

• Exhaustion – Just like you get tired when you over-exercise, the effort that you put into work produces fatigue. Exhaustion is triggered by excessive effort over time. Remember that exhaustion can be triggered by emotional and cognitive effort as well as physical exertion. 

• Cynicism – One of the core markers of burnout. Cynicism is a detachment you feel from your work. When you no longer feel that your work provides you with purpose and that you have nothing left to give. In short, you just don’t care anymore.

• Depersonalization – While cynicism is an emotional detachment from the task at hand, depersonalization relates to your relationship with other people. These could be clients, colleagues, or your boss. When you feel disconnected from the people you interact with, it’s a clear warning sign of burnout.

• Self-inefficacy – While the previous two markers relate to your work and to other people, self-inefficacy is much more personal. Self-inefficacy means you no longer believe that you can complete the tasks that you need to, both in a personal and professional capacity.

These are some of the indicators that signify burnout and should make you begin to seek active steps to alleviate it.

Here are some of the tips that could help you

1. Name the problem: Just as in any classic horror movie, knowing the name of the demon is the key to defeating it. If you can identify and call out the markers of burnout, you can start to address them before they combine and defeat you. Speak about how you’re feeling. Once you’ve identified the markers of burnout you should speak to your manager about taking steps to address them. It’s in their best interest to protect your mental health, so letting them know that you’re struggling is an important first step.

2. Track your burnout levels. If you know what the markers are then keep notes about how you’re feeling and get help before it becomes a problem. Don’t expect that what works for one person will work for everyone. Mindfulness training and yoga are great, but it’s not a cure-all. Find what works for you.

Also, we advise managers to pay attention to the team’s dynamics so as to take the necessary actions to protect them from burnout. 

While it’s important to capture the mood of the company, relying on a single large survey every six months isn’t the way to do it. Rather, find ways to continuously check in with team members and show that you’re taking the issue of burnout seriously. And don’t ignore the signs yourself. If you’re not taking care of yourself then how can you expect those who report to you to do the same?

On an organizational level, it’s also important that leaders use the same language to discuss mental health with employees. Having a consistent message means that people are more likely to take the topic seriously.