Advice for Job Seekers

Leverage Certifications

·       Certifications are more than acronyms; they’re proof of commitment and technical ability.

·       Place them at the top of your resume and in the headline or “About” section of your LinkedIn profile.

·       When possible, connect certifications to real-world outcomes: “AWS Certified Solutions Architect – applied to design a cost-efficient cloud migration for a nonprofit.”

·       Keep them current—expired or outdated credentials can raise questions about readiness.

Showcase Projects

·       Employers want evidence of hands-on skills. Build a portfolio that demonstrates what you can do.

·       Examples:

o   Create a home lab with virtualization tools (VMware, Hyper-V) to practice network setups.

o   Volunteer to help a local business migrate email to Microsoft 365 or secure their Wi-Fi.

o   Document troubleshooting steps for common IT issues and share them on GitHub or a blog.

·       Treat these projects like case studies: outline the problem, your solution, and the impact.

Network Strategically

·       Job boards are crowded; relationships open doors faster.

·       Attend local meetups, hackathons, or training sessions hosted by groups like Techlahoma or Tulsa Tech Insight.

·       Online, join LinkedIn groups or Discord communities focused on IT careers.

·       Approach networking with curiosity: ask questions, share resources, and follow up with genuine interest. Over time, these connections can lead to referrals or mentorship.

Tailor Your Pitch

·       Employers care about outcomes, not just tasks. Translate technical actions into business value.

·       Instead of listing tools, explain how you used them to solve problems:

o   “Configured firewalls to reduce security incidents by 30%.”

o   “Automated backups to ensure zero data loss during outages.”

·       Practice delivering this pitch in interviews, networking conversations, and even on LinkedIn posts. It shows you understand both technology and its impact on business.

Advice for Hiring Managers

Look Beyond Years of Experience

·       Traditional job postings often emphasize “3–5 years of experience,” but this can unintentionally filter out strong candidates who are certified, motivated, and technically capable.

·       Certifications like CompTIA Security+, AWS Solutions Architect, or Cisco CCNA demonstrate readiness to perform in real-world environments.

·       Consider practical assessments or scenario-based interviews to evaluate skills directly, rather than relying solely on tenure.

Value Transferable Skills

·       Many candidates pivot into IT from industries like customer service, retail, or operations. These backgrounds often bring:

o   Strong communication skills for explaining technical issues to non-technical colleagues.

o   Problem-solving under pressure, honed in fast-paced environments.

o   Empathy and patience—critical for help desk and support roles.

·       By recognizing these strengths, you can build teams that are not only technically competent but also highly collaborative.

Offer Entry-Level Opportunities

·       Entry-level roles are the gateway for new talent, but they need structure to succeed.

·       Best practices include:

o   Structured Onboarding: Provide clear documentation, shadowing opportunities, and access to training resources.

o   Mentorship Programs: Pair new hires with experienced staff to accelerate learning and build confidence.

o   Growth Paths: Outline how an entry-level role can evolve into network engineering, cloud administration, or cybersecurity. This motivates retention and reduces turnover.

Invest in Potential

·       Aptitude and attitude often predict long-term success better than a resume alone.

·       Candidates who demonstrate curiosity, adaptability, and eagerness to learn can quickly grow into specialized roles.

·       Investing in potential creates a pipeline of loyal employees who feel valued and supported. This not only strengthens your IT team but also reduces recruitment costs over time.

·       Consider offering tuition reimbursement, certification support, or internal training programs to nurture this growth.

Thanks for reading Tech Partners Pulse. We’re proud to be part of Tulsa’s growing tech community—and even prouder to support the professionals who make it thrive.

Call to Action Options:

We’d love to hear from you!

·       Job Seekers: What strategies have helped you land your first IT role?

·       Hiring Managers: How do you evaluate candidates with certifications but limited experience?

Share your feedback, insights, and experiences—and don’t forget to pass this article along to colleagues or friends who might benefit. Together, we can strengthen the IT talent pipeline in Tulsa, OKC, and beyond.

Want to spotlight a local tech event or share your hiring needs? Email us—we’d love to feature you.

·       Follow Tech Partners on LinkedIn for daily insights and open roles.

·       Forward this newsletter to a colleague who’s ready to level up.

Brought to you by Tech Partners—where talent meets innovation.