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Brad Yaun

Recruiter Info

Name: Brad Yaun Title: Talent Ambassador Email: brad.yaun@sdgblue.com LinkedIn: www.linkedin.com/in/bradyaun Phone: 859-685-3477

Company Info

Company: SDGblue, LLC. Location: Lexington, KY Website: www.sdgblue.com Careers Page: www.sdgblue.applicantstack.com/x/openings LinkedIn: Company Page

For Job Candidates

Preferred Method To Be Contacted By A Candidate: Email Preferred Process For Following Up On Application: Every applicant will receive at minimum 2 correspondences from me. The first to confirm I've received their application. The second to let them know that we would like to set up a phone screen or that we aren't interested (and usually I give a why). From there, we have our phone screen and will usually confirm that we want to move forward or that we do not within 48 hours. This is followed by an Assessment that we provide to all candidates, an in person interview, a proctored version of our assessment, and potentially second round or third round interviews depending on the level of position and how many candidates are still remaining that we want to give attention to. After an official offer for hire, we also have new team members take the Gallup Strengths Finder 2.0 Assessment and walk them through how to best utilize their talents and develop them into strengths to succeed. Things That Impress You In A Candidate: Job candidates that can take the technical talk and communicate it simply show me that they fully understand what they are experts in, and even more, understand that not everyone they speak with is an expert. This is a person who can stand in front of a board of directors and provide the details in a way that helps everyone understand. Full disclosure. Candidates who are confident enough that they don't feel the need to hide information that may look bad or may be perceived in a certain way. They're self-assured and they are willing to talk about mistakes and how they've grown from them. I'm more interested in how a person has failed, recovered and grown then someone who has never made a mistake. Things Candidates Must Include To Be Considered For Job: For job seekers who are actively looking for work, including an up-to-date resume as well as a cover letter that clearly details how they have used their skillsets (pentesting, python, linux, etc.) and specific technology experience (Nmap, Wireshark, Metasploit, Nessus, etc.) in their previous work is key. For job seekers who are passive and wanting to learn more about our organization before jumping into the deep end, connecting with me on LinkedIn and starting a conversation about the organization is a great way to let me know you are interested and want to know more information. Things That Will Disqualify A Candidate From Getting Considered: The #1 thing that will disqualify a candidate is dishonesty. Trust is key for me and my team. We have to know that the people we are working with are not going to withhold things from their teammates, regardless of the situation. It ensures that we are all on the same page and can collectively approach situations together without being concerned about missing information. Can Candidates Apply For Multiple Positions And Not Get Penalized?: Yes

Recruiter's Perspective

What's your favorite quote? "In any moment of decision, the best thing you can do is the right thing, the next best thing you can do is the wrong thing, and the worst thing you can do is nothing." Theodore Roosevelt What do you like to do in your free time? I'm a bit of a history buff. I really enjoy reading presidential biographies. Other than that, I try to wind down by running and then following it up by making sure I eat a lot. Chipotle is my life. In a sentence, why do you enjoy working at your company? The variation in work, the relationship building opportunity and the chance to build teams is what makes everyday fun and exciting. In a sentence, how does your company have fun on a regular basis? Daily, it has to be nerf guns. Many of the team have them in the office and will take 5 min and let loose to unwind. Ping Pong is another outlet that gets used quite frequently. In a sentence, how would you describe the employees at your company? A place where everybody knows your name and they're glad you came in today (Probably the greatest line from Cheers). It really is not a joke, there is a great amount of collaboration and comradery on the team.
Learn how to land a career you love

Everyone needs to feel their voice is heard and their contributions are important. Something as simple as sharing a drink the last hour of the day on a Friday with the team to recap wins and give praise can build camaraderie within the team.

All of the above are fairly simple to implement but can make a huge difference in morale and motivation. Have any of these tips worked well for young the past? Do you have other tips to motivate your creative team? If so, please share them with me!

Encourage curiosity. Spark debate. Stimulate creativity and your team will be better at handling challenges with flexibility and resourcefulness. Create a safe space for ideas, all ideas, to be heard. In ideation, we need the weird and off-the-wall ideas to spur us on to push through to the great ideas.

Sure, there are a ton of studies done on this, but here is my very unscientific personal take. When team members can make decisions about how they work on projects, they are more engaged and connected to the project outcome. When they see how potentially dropping the ball would affect the entire team, they step up. When they feel like what they are doing is impactful and valued, they are naturally motivated to learn more, and be even better team members.

Rarely does a one-size-fits-all style work when it comes to team motivation. I have found that aligning employee goals with organization goals works well. Taking time to get to know everyone on your team is invaluable. What parts of their job do they love? What do they not enjoy? What skills do they want to learn? Even going so far as to where they see themselves in five years career-wise. These questions help you right-fit projects, and help your team see you are committed to creating a career path for them within the company.

Most designers I know love a good challenge. We are problem solvers by nature. Consistently give yourself and your team small challenges, both design-related and not. It will promote openness within the team to collaborate, and it will help generate ideas faster in the long run. Whether the challenge is to find a more exciting way to present an idea to stakeholders or fitting a new tool into the budget, make it a challenge just to shake things up.