What did you like about us? It isn't necessary to write a long and detailed summary of your experience here, and you shouldn't. One or two sentences that distill the most relevant experience will get us to the next step.
- mudywehy.tk: Job Tips For Geeks: The Job Search eBook: Dave Fecak: Kindle Store.
- Sixty squadron, R.A.F.; a history of the squadron from its formation;
- The Magical Murder Mystery.
- Euston Station Through Time.
- Dancing Gods Way Into The Tabernacle Of His Presence.
You can quantify years of experience in the industry and with a couple technologies listed in the ad, reference a noteworthy accomplishment, or briefly describe how a current or past role prepared you. A link to past work might help in certain cases. If you've covered what prompted your application and your qualifications nicely, a simple "I'm very interested in learning more about this position … " can suffice. If you feel you may need just a bit more to put you over the top, demonstrating that you did a minute of research on the company can help.
Is there a product we offer that you'd like to know more about? Did the way we described our culture have particular appeal to you? Doing this lets me know you cared enough not to send a pure form letter.
- More Links?
- The Garfield Show #2: Jons Night Out.
- Sounds of Distant Drums.
Applications that use generic phrases like "your company" or the worst, "your esteemed organization" name scream "I'm just looking for any job" and not "I'd like to be an employee of COMPANY". Creating a tone that you are desperate to work is not helpful, regardless of how true it is. Make the recipient want to hire you based on your skills and not on sympathy.
Don't ask me to hire you, just explain why I should want to. If you are uneasy about providing salary requirements, at least acknowledge the request tactfully as opposed to completely ignoring it. Try something like "It's difficult to provide an accurate salary requirement before knowing any other elements of employee compensation packages, as well as the job responsibilities and company's expectations for this role.
When we see a non-local address without any explanation, it is often safe to assume that you are applying for many jobs all across the country. There is nothing wrong with that, but the odds that we will hire you become much lower if you are looking everywhere more choices lower the chance you'll choose us. Combine this with the complexity of relocation—cost of living differences, moving costs and potential reimbursement, changing schools for young children, etc.
When targeting a move to a specific city, mention this in the body of your application. Companies will pay close attention to candidates that have concrete plans to move to their city, and agency recruiters are much more likely to work with you if you are only seeking jobs in one or two locations. There will be times when a job looks very appealing but your experience clearly falls a bit short.
Recruiters will often give at least one chance to underdog candidates who attempt to make up for a lack of years with some enthusiasm or an interesting story.
Dave Fecak is not your average IT recruiter. IT recruiters tend to be lame, but Dave is quite awesome. You may have read some of his blog posts here or on Job Tips For Geeks. He's given some of the best advice I've seen about interviewing, job hunting, and generally how to continue being attractive to employers.
- Posts navigation?
- Writing Job Descriptions to Attract Technical Talent.
- Tips from a Recruiter: Don't Make Me Read Your Resume.
- Professional resume writing that makes the difference between just a job & a great career..
- Resources for Job Interviews!
- A Mother by Nature (Mills & Boon Medical).
- CIG Elsewhere.
His advice is simply aimed at making you a better professional overall. This month, Dave released his first book and I wanted to share the news with DZone and ask him about the details of his new publication. Here is an interview I recently had with him links to the book are at the bottom of the page :. I can probably guess, but tell us what it's all about.
You won't find a lot of this material in traditional job search guides. It is written chronologically, so it starts with the decision to look for a job. This book starts with what you need to do before you look, analyzes the pros and cons of the primary job search methods, and even introduces a new method which I personally feel is the most effective way to search for a job.
It's counterintuitive, as it is a strategy to apply for jobs that probably don't exist. It then goes through a technical resume, phone screen and interview preparation and tips, and how to measure your activity and what metrics are useful. Eventually it comes around to how to evaluate job offers, how to handle multiple offers, negotiations, acceptance, resignations, and some stuff about counteroffers and maintaining the network you developed during the search. Those certainly have value, but my book is focused on the overall process.
Impress Recruiters and Get Hired
My book actually has material on setting the proper mindset and expectation. What if they ask a question you don't know? People who memorize algorithms and design patterns might not have a contingency plan for the possibility that they may get one wrong. I think there is much value in having that safety net, and my book talks about that. It does provide lots of material on building a technical resume and gives interview tips, but if you want answers to specific technical interview questions this is not that book. If you want to know how to answer technical questions in general, what to do when you don't know the answer, and even how to recover after the interview is over, this book could help.
My book is also written from a recruiter's perspective.
job | GeekGirlCon
What is your perspective on that? I've been very critical of the profession in my past writing and the book is no different. One of the unique things about my book is that I expose some of the recruiter's tricks and actually teach job seekers how to take control of the relationship and not fall victim to recruiters. For example, in the book I provide several asides that are what recruiters are trained to do at various points in the process that job seekers might not even realize.
Did the recruiter suggest you go to lunch with your new employer during your two week notice period or offer to write your resignation letter? Do you know why? I also provide the recruiter's counteroffer script, which is valuable to hear.