Home > Articles by: Infovision

Author

  • Mobile AppWith more and more high tech smart phone devices surfacing each year, people are climbing aboard the mobile app train. Mobile applications make life easier for the user because they don’t have to use their computer or go to an actual website on their phone in order to find out any information about the product, service or company they are interested in.

    If you struggle between having a mobile app for your website and having a mobile friendly website, go the app route and have both! The majority of mobile device owners have some type of smart phone, whether it’s an iPhone or an Android, and they use their phone for everything. One of the most frustrating things that can occur is when you are using your phone to surf the web and you visit a particular website, only to find out that it’s too difficult to navigate around because it’s not mobile friendly. Mobile apps are perfect for getting all of the information on the website out in a clean and easy-to-navigate manner.

    At InfoVision, we want to provide you with mobile app solutions and mobile app development tips to help you create the best app for your needs.

    Before creating your mobile application, you need a strategy.Here are some tips to follow:

    What to include in your mobile app

    The point of a mobile application is to make the navigation of a website on a mobile device easier by appearing in an application. Avoid trying to include every small detail that is on your main website and only stick with the important ones. The user is utilizing their mobile device instead of their computer because they’re on the go and don’t have time to navigate through an entire website. Decide which information is the most important and make that information easily accessible in a straight forward navigation pane once the app opens up. Some important aspects to include are:

    • Contact information
    • About us
    • Login section if applicable
    • Link to your website
    • Any section needed that adheres to your site in order for them to be able to complete a task or read what they are most likely looking for

    Don’t forget that the user interaction that you desire goes beyond the functionality and interaction the app has with its user since it also has a lot to do with the visual appeal. Make the user want to engage with the app based on how it looks. First impressions mean something when it comes to applications.

    Promoting your mobile app

    Your ultimate goal when creating your mobile app is for it to be accessible through the application stores on mobile and tablet devices. In order for your app to get recognized, you have to do your work promoting it. Once it is completed, you should begin to place ads for your mobile app among different platforms including the:

    • Website
    • Blogs
    • Emails
    • Newsletters
    • Social media, etc.

    A key to exposing your app on social media is having ‘share’ buttons on the app itself, allowing the users to share information they find from it as well as help it gain recognition.

    Once the creation of the app is completed and the continuous promotion of your mobile app is underway, it is essential that you keep your users interested. You want your mobile app to be the source that they go to when they have a problem or when they need the service you offer. Make sure you are constantly making updates and engaging with them.

    The key is to maintain your customers by making them want to keep your app and make it worth their time. As a result, they’ll do some free promoting for you by telling their friends and spreading the information about your mobile app through platforms such as social media.

    If you would like to learn more about creating a winning mobile app strategy, please contact InfoVision today! We specialize in android and iPhone app development along with Blackberry app development.
    All data and information provided on this site is for informational purposes only. InfoVision,Inc. makes no representations as to accuracy, completeness, currentness, suitability, or validity of any information on this site and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. All information is provided on an as-is basis.
  • Hi I'm newAfter a company hires a new employee, it’s essential to make sure that they are brought into his or her position with guidance and a little supervision. Helping new employees have a smooth transition into their new office is often overlooked because of the lack of time a supervisor may have, or a lack of knowledge about how the process can affect the entire company’s success.

    At InfoVision, an IT staffing services and solutions company, we help companies acquire dynamic staffing solutions in order to gain the ability to possess a successful onboarding system for new employees. We want to make sure that with each hire, not only is he or she successful, but we also strive to make sure the company becomes more and more successful as the team grows.

    Although it may take some time to ensure a successful transition, it will end up saving the company time and stress in the long run. By correctly implementing the new hire into the company processes and being there to answer any questions or solve problems, any unnecessary issues later on will be avoided. If the new hire is unaware of how the company works, it will result in causing a headache for the team, and it wouldn’t be the new hire’s fault if they were never properly brought onboard.

    There should be a program that can provide the new hires with proper training and answers to any questions in order to help them learn all of the company processes, and this training should always be available to them to avoid wasting time finding the right person to ask their questions to.

    Please read further to learn about some helpful tips that could help make onboarding easier for new hires.

    Create an onboarding process document

    If there hasn’t been an onboarding handbook already made before the search for new hires begins, there should be time set aside to create a document that outlines the entire process for a new hire. It should cover everything the new team member needs to know and as they get to know and understand the steps and programs, less supervision will be needed and more time will be saved in the end.

    Tailor the program to the new hire’s needs

    There should be a handbook for each department and each specific handbook should be tailored to the new hire and how they work best. Since everyone learns differently, the process should not be the same for every hire. This will ensure that your company gets the best results from every team member.

    The program should also be recreated to play to the new hire’s strengths in order to ensure success. For example, if they explain that they have a photogenic memory and don’t need to write things down, allow them to learn the way they claim to learn. Watch the process to see how it goes and if they work just fine without notes, let that be the way they work.

    Always keep the document up-to-date

    It is extremely important to make sure that time is spent updating the employee’s handbook whenever there is a change to the company. Be sure that the new hire is aware of the new processes the company follows to avoid any problems either between employees or between the employee and client.

    Onboarding handbooks are great staffing solution documents that can help make sure companies don’t keep hiring people that may be detrimental to the business, and also ensure that new hires are exactly what they need to succeed. Think about creating documents of strategic resources for the new hire to turn to in times of trouble or confusion. Include presentations, webinars and small exams or evaluations as the weeks and months go on to ensure they are completing the processes correctly.

    If your company would like to learn more about how to correctly transition new team members, please contact InfoVision today so we can provide you with the best IT staffing service possible!

     

     

    Information Source:

    How to Build an Onboarding Plan for a new Hire

    The 10 Commandments of Employee Onboarding

  • Lean Six SigmaIf your organization is contemplating new technology solutions to help make your enterprise run more efficiently, the term “lean” has probably been part of your conversation. Lean manufacturing, Lean Six Sigma, Lean production, Lean enterprise, Lean IT – regardless of the industry or application – the basic concept makes sense.

    Where did the Lean concept come from?
    Simply put, Lean-based processes are designed to offer value to the customer while increasing profits. The term Lean production was introduced in 1990 in the book The Machine That Changed the World.

    It was inspired by the evolution of production systems developed by the auto manufacturer Toyota (known the Toyota Production System or TPS). As history has shown, Toyota went from being a minor player in the auto manufacturing market to the largest, because they were able to produce a high-quality product at a fair price.

    Where does Lean Six Sigma come in?
    In 2002, the concept Lean Six Sigma was introduced. Lean Six Sigma combines the traditional Lean methods with the Six Sigma process of improving business performance that was introduced by Bill Smith, a senior engineer and scientist at Motorola, in 1986. The Motorola program effectively addressed quality issues the manufacturer was struggling to resolve. Six Sigma then gained renown in 1995 when Jack Welch adopted it as the center of his business strategy for General Electric.

    Do I have to work in manufacturing to adopt Lean strategies?
    No! Lean strategies and processes are being utilized in:

    How can I start running a Leaner operation?
    Look for areas of waste in your organization. Lean Six Sigma puts a major emphasis on the reduction of waste that really makes sense. When enterprises can keep waste to a minimum they can reap the benefits of reduced production/process times and expenses (and that means increased profits). Lean Six Sigma separates waste into six categories that your business should consider:

    • Transportation.
    • Inventory.
    • Motion.
    • Waiting.
    • Overproduction.
    • Over-processing.
    • Defects.

    Lean Six Sigma programs typically operate under a set of progressive phases – DMAIC (Define, Measure, Analyze, Improve, Control) for established projects and DMADV (Define, Measure, Analyze, Design, Verify) for new projects. These processes cover all project phases, and research and analytics are used to identify opportunities for improvement or success while establishing solid benchmarks to gauge how well the implemented processes have performed.

    If you’re in the process of launching a business intelligence solution for your enterprise, the team at Infovision is here to help. We offer the right mix of strategic resources and IT staffing solutions to help make sure your next project operates to maximize efficiencies and boost profits. Visit the Infovision website, email us at info@infovision.net or call us at 972-234-0058 to learn more.

    Photo Source: Shutterstock

    Resources:

    The Genealogy of Lean Production

    About Motorola University: The Inventors of Six Sigma

    The Evolution of Six Sigma

  • Hire ITFinding the right candidate to hire for your open IT Consultant position can be a difficult task. The position is a very in depth one that requires an employee with a deep and vast knowledge in the industry due to their experience, certifications and overall work ethic. It is one position that you cannot just say, “Let’s wing it” and pick someone because you like their personality. The candidate you hire must be able to contribute in multiple ways to your company, whether it’s through developing technology to improve a business process or to thoroughly, yet simply, explain systems to clients that will not have a great understanding of the proposed technology, making your company a strategic resource company for clients. Here at Infovision we can assist you through this entire process, read on to learn about what you should look for when hiring an IT professional.

    Experience 

    When shuffling through hundreds of resumés don’t just jump on one because you see years of experience. Thoroughly read what their experience entailed at each position so that you can understand their background. Avoid hiring someone from a completely different field, such as the sports industry when you’re looking for someone to work with you in the finance industry. Do some research on the companies they’ve worked for; are they the same or similar size as your company? It may be hard for a candidate to transition from a larger Fortune 500 company to a small agency of ten or so people, and vice verse.

    Samples

    When hiring for a position in the IT field, a business intelligence strategy mindset is essential. Many people may think that thinking from a business standpoint is obvious when hiring, but often times people are too busy to thoroughly check a potential employee’s previous work and may just hire them based on reasons that should be non-factors. Be sure to ask for samples, think about how you would want your company to be represented. Since they are in the IT field, a candidate with a vast amount of experience most likely has developed their own applications or at least contributed to the development of one, whether it has to do with mobile application development or web application development, among others, but make sure you check it out for yourself.

    Determine the success of their work and the quality, as well as whether or not you would be satisfied with that kind of work coming from your company. Also, ask the candidate if they are certified in the field at all, this can be an indication for whether or not they would be a solid contributor to your team and can verify the knowledge they claim to have.

    Background Checks and References

    When you have a team member in the IT department, they are going to have access to anything and everything you have about your clients and your company on the computers, so be sure to conduct a background check before hiring someone. Look out for candidates with a criminal history that includes crimes that relate to money or of course, violent crimes, since they will be working with clients.

    Make sure that you ask for professional references that have worked with the candidate previously. Call them and ask questions about their performance, personality, attitude and if there were any problems while he or she was an employee at that location.

    Research

    Get to know the candidates by surfing through social media outlets, or forums that relate to the industry. See if they have a presence or not, if they have a strong following on Twitter, Facebook or any other mobile applications than they fulfill the expectations of an IT professional’s social life; meaning that if you work in the IT field you should be involved in what’s going on in modern technology.

    A great source is LinkedIn, see how many connections they have and what their interests are. If they have a large following and have a presence on the discussion boards related to IT then they are a credible candidate.

    Personality

    And finally, one of the most important factors you have to consider when hiring someone is to think about your strategic staffing process and determine if their personality would fit well within your company and with your clients. In the IT world, the consultant will have to work with fellow employees and communicate clearly to clients to remain a positive relationship. When checking with references make sure you also ask about whether or not the candidate had experience with clients and how successful he or she was at it.

    To learn more about what to look for when hiring an IT professional through our dynamic staffing solutions and our IT staffing services, please contact Infovision today!

  • IT Staff in DemandMany Americans are still facing the challenges of unemployment today, and in most industries, it isn’t easy to find work. As you are probably aware, this isn’t the case for those lucky people who work in IT. According to an InformationWeek 2012 IT staffing report released last fall, 18% of big data and analytics focused companies were looking to add to their staff by more than 30% over the next two years – though 53% stated they didn’t think it would be easy to find the qualified people they needed.

    At Infovision we know the need for IT talent such as mobile app developers will continue to grow. At the same time, dealing with big data challenges and solutions will put technology personnel with analytics expertise in high demand. What can your business do to hire and maintain qualified technology staff ? Think outside the box.

    Hire a highly-networked and successful IT recruiter (or two). A good recruiter, regardless of his or her field of expertise makes it a point to connect with highly-desirable talent – especially those who are currently employed. And they know just where to look. Outsourcing your recruiting to a headhunter can be costly, so if you can find one of the best and put them on your full-time payroll, do it. You can always contract with an outside recruiter if you need to – but you can save a lot of money if you bring a talented recruiter in-house. Either way – it’s worth the cost.

    Seek out talent at events and on LinkedIn. If you’re looking to grow your IT talent pool, you and the principles on your team should dedicate time every week to connecting with IT superstars at seminars, conferences and on LinkedIn. Join LinkedIn groups that cater to the talent in the industries that align with your business and initiate and participate in LinkedIn group conversations. You will often run across people with the skills that you want on your team.

    If you don’t already have a LinkedIn business page, you need to add one. The page should promote both your business and your career options. LinkedIn offers a variety of tools for finding talent. You can promote your company and your job openings in LinkedIn groups or by posting ads that target IT professionals. Visit LinkedIn to learn more tricks of the trade.

    Reach out to technology-focused schools. Fortunately, more universities are adding programs for students interested in the analytics and data-driven technology that IT businesses are looking for today. In 2007, North Carolina State University launched a masters program through their Institute for Advanced Analytics that focuses on careers pertaining to the management of big data.  Other schools that offer programs that focus on analytics and data-focused careers include University of Ottawa, Northwestern University, DePaul University and the University of Connecticut. Contact by phone or online (remember LinkedIn?) instructors and administrative personnel who facilitate the programs at these schools and find out what type of events and services they offer to help students find a job. Let them know you would like to participate and offer your mentorship.

    Show the love to current employees. If you have bright and dedicated personnel who want to become experts in up-and-coming technologies, invest in their training and education. You likely know the work habits and capabilities of current staff and your business has invested in them already, so why not help them grow (while they help you grow)?

    At Infovision, we have invested in our talent and are proud to have some of best and brightest on board. If you’re looking for a partner with IT expertise, we offer an array of strategic resources, enterprise applications and technology solutions to help your technology business grow. Contact us today!

    Resources

    Big Data and Analytics Expertise: Beg, Borrow or Steal?.

    2012 State of IT Staffing

    Memo to recent college grads: Big data jobs are your future