Today, the programmer may not find work in two cases: he is either a clinical woodpecker and inadequate, or wants a starship as salary. In all other cases, "in the girls," he does not stay long. However, the question "who is who on *** l?" interested in both sides of the "confrontation". Also, everyone wants to know the price of a question and how to expand the target audience, quickly find the best offer and discard any frostbitten people. And, of course, there is a purely programmer "so that the inner perfectionist is calm." All this is a little bit and I will reflect in text form.
About resume
Resume do not read
So yes, there has recently been an excellent article on this and neighboring reasons. The problem is not even that resumes are not read, but the fact that they do not open it at all.
Not so long ago, he personally conducted an investigative experiment: he described in detail everything that might be needed by the hr, published it, and began to wait. Over a week, about a dozen girls came to Skype with exactly the same type of questions: "territorial location", "level of English", "total experience of commercial development" and further on the list. After the third such young lady has prepared a standard answer: they say, see the summary, all the answers are there, and the rest, please send to the mail en masse - I will answer within a day. But this was not the case, half continued spamming with default questions, the other half sent the same questions to the mail.
As I understand it, the brain in this process of searching and communicating did not turn on at all. I can understand this attitude to the positions of the June. There are probably a lot of them, and there, more often, the June is interested in work, not work in it, but a higher approach needs a different approach. Save the applicant's time and he will be happy to answer any questions, and at the same time get a plus to the karma of your company in the eyes of the candidate (this is equivalent to increasing the chance of successful hunting).
Of course, I do not want to say that all hr-s are. But the proportion is not happy and the trend is scary. As a counterweight, I will give an example of the only European company that wrote during the experiment. There was the sweetest girl from the Czech Republic. She agreed on the first call, told about the company, asked what I was looking for and why. In general, everything in the case: constructive and pleasant. Time spent about the same as her colleagues in the shop, and the effect is much better.
It is appropriate to recall that many boys like the female organ of two letters. The same body allows high-quality hunt and not boring to live. So I advise him to develop recruiters. Otherwise, all this is reminiscent of the good old "what to think, you must jump . "
What can be done here?
Write quality and thoroughly. It is longer, but it allows you to arrange a small retrospective, to collect thoughts and practice their presentation, to satisfy the internal perfectionism and to provide the employer with a comprehensive description of their skills. Anyone who does not want to study can go to the forest, the benefit of a staff surplus in the market is not observed. And yet, yes, since hr-s are weird, what is going on in the company? After all, the resume is your face, and hr is the face of the company.
In all this, the main thing to remember is the key point: "you must be responsible for the market." If, for example, write that "an expert in PostgreSQL", then please kindly know how it works inside, and not run "explain analyze" every couple of months.
Maybe at least someone reads?
Taki read. Even in a few cases. But, in total, the percentage of all the cases listed below is quite small.
Firstly, there are just decent hr-s. One such wrote to me that very far away in my resume is shown dislike for js and it would be nice to put it in the summary heading. The bottom line: respect for hr-y, positive towards the company and an objectively friendly attitude during the interview.
Secondly, if a company has a modest budget and doesn’t wash anyone away with a resume, then all incoming resumes are likely to be read from cover to cover in order to know in advance about the candidate and find all possible aspects of his potential use in the company. And if you (the company) has a salary "in the market" and on the day of the five candidates, then they all look alike. Next heading rarely goes, because the interview is put on stream and in the course of the interview we shall understand what is what. As one friend, who had interviewed a lot of people in a short time, said: "I myself do not read the summary, I’ve gotten a maximum during the meeting in order to ask questions along the way, or the candidate is tupit and I leaf through the pieces of paper while he is thinking."
Thirdly, if you are a rare frame in the context of the company. When the developers are in the 20+ state, the hiring mechanism is debugged, and if you are a potential first architect solution, then the shortcut will be read to the holes and interviewed by the crowd of people, because the big risks and it is not clear how to find out if you are suitable for the company.
Conclusion: think about the target audience and adjust your text biography under it.
Use case summary
In an amicable way, any action should start with the question " fuck it why? ". And here is the same hat:" why do I need a resume? ".
- For a quick search of standard information about the candidate in the primary selection.
- For more thoughtful study on the subject of experience, correlated with the objectives of the company.
- To find common ground, if the standard interview process is not very.
- For the initial assessment of the level of the candidate and understanding where to start the conversation.
- For the initial evaluation of soft skills and character (with this all the trouble in any resume).
Here, it seems, everything is clear, with the last item. Soft skills and character can somehow be estimated according to the resume style, but in general no one reports anything about it. And in vain. I had a great example during the search for the admin. In the resume, one of the candidates had something like a “modest introvert.” Together with the rest of the description, the image immediately became much brighter and clearer. The result was a very memorable and informative interview, after which we worked fruitfully together for several years.
Of course, this is not a panacea, but only people rarely hire someone for their skills. Character and temperameter play a minor role. In addition, the skill of all is more or less described, and the image of a person is omitted as something secondary and unimportant. Although nifiga is not secondary and very, very important.
Difference between CV and CV
If you look at the above described casebooks, you see two target audiences that “consume” resumes: they are hr-s and technical specialists conducting interviews. It seems like an obvious statement, but what follows from it? In my opinion, subjectively, this means that the form of presenting information for these groups should be different, because their goals are fundamentally different. Here two objects appear: a resume and a CV (Curriculum vitæ - “the course of life”). Below I will try to describe these two entities from my bell tower.
Summary
A short one-page description of all your exploits for the whole working life. It is studied by hr-s for 3-6 seconds and is characterized by a "corner" view ( http://hr-portal.ru/article/teplovaya-karta-rezyume ). No details are needed here. You need a good structure and general, a little pretentious, phrases, as well as numbers that describe your achievements.
CV
Detailed biography of several pages. His target audience is the engineers who will interview you and with whom you may be working directly. There, you need to honestly and technically describe everything you did: how to debug production, raise CI and profile wonderful queries in an exotic database. Details and intimate details will be a plus, but do not need to dig in too deep. If necessary, they will ask at the interview and there you can at least draw class diagrams on the blackboard and describe the trick of the situation from which they heroically got out.
Conflict
And somewhere around here one can already see the problem of stretching a hedgehog. Sites like hh make it possible to write full-fledged CVs, but they look at their hr-s and it turns out garbage. Either you will be discarded for a cloth of text or they will ask the same type of questions that are already written in the resume, or technical specialists will be very bored, and in their eyes you will merge with dozens of other candidates.
From this point of view, LinkedIn’s approach looks more advantageous and correct. You have a short summary, where 1-2 paragraphs for each place of work and it is viewed by a crowd of hr-s. I liked it - let's go and talk, and there you can ask for more details, that is, CV.
What is it for me? And besides, it is not customary for us to separate resumes and CVs. And I would very much like to understand, for many people get stuck in the middle and a hybrid description is obtained, where the shortcomings of both forms of description are collected without preserving the merits of even one of them. Western experience and common sense help us all here.
How are things with the indication of the desired salary in the resume?
Asymmetrically. The salary fork works only in one direction: if you specify a smaller market, they will pounce on you and will happily tear to pieces, especially if it turns out that you meet the stated skills. If you specify above the market, then the majority will ignore the figure and still climb with the same job offers for food.
Of the benefits: most companies quickly reveal their financial capabilities, especially if you show that you are not a fool. If they resist and do not say the numbers, this is a serious reason to think: either they think you are a fool, or there’s really nothing to offer.
How much can you get on the web?
We talked a lot about it. For example, here they gave a link to statistics for Germany for 2017, and here statistics for 22 countries of Zababahali, but you always want to know more. Therefore, some personal observations.
The ceiling into which you can rest when looking for a job through open sources without recommendations and dating is $ 3000. After 3000 $ of vacancies with the indication of the price list becomes very small. In the region of $ 3000-4000 you are found yourself, or there is no price tag for vacancies. And in the region of $ 5000, almost all the remaining offers end.
We are talking about the Russian Federation and the surrounding area. The indicated amount is in hands (net). Market giants such as Nvidia, Google and the like are not taken into account. They have their own wonderful world. It also does not take into account cloudy startups with unknown lifetime and irregular work schedule.
Nobody cares about your experience.
In the words of the health uncle Alfimov : "a ticket for the exam is a reason to talk." So with the summary - this is a reason to go to the interview and there already, as Sergey Ivanovich Vetoshkin used to say: "do not look at what is on your chest, but look at what lies ahead."
Programmers - introverts, but does it interfere with the interview?
Once I interviewed 2-4 hours and this, as it seemed to me, was barely enough to talk a person and talk in detail about most aspects of web development. In those days, no one left offended or dissatisfied, and the majority (except for the hard-nosed and impenetrable comrades) left with enthusiasm and something new in their heads.
Now interview for 30-80min. This is more like an interrogation with partiality. Business does not see any use in long conversations: interrogated, described impressions, the next one. It seems like hell should turn out for the programmer. After all, they regularly say that IT-shniki are malicious introverts. It may be so (to be honest, he is an introvert himself), but for some reason I haven’t met a closed and reticent (with the exception of very young djuns who simply don’t have enough confidence). It turns out that either soft skills began to grow at everyone, or the problem was not so terrible at first, as they say around, or I was extremely lucky and I can’t remember such people in the sample of ~ 100 people over the last year.
Moreover, if you start communicating in an objectively benevolent manner, many people themselves tell the car interesting. Therefore, the problem is more likely in those who will interview, and not in those whom they interview.
What is wrong with job descriptions?
I have done a CV and CV, now I would like to say a few words about the job description. There, now, is also not all right. You can view them for the same 3-6 seconds with the same "corner" and throw them away almost without looking, for all the descriptions are similar to each other: at the beginning there is an abstract crap about a friendly and ambitious team, in the middle is a list of technologies, half of which are in fact, tea, cookies and something about TK are used in homeopathic amounts and at the end. Resolutely not to catch the eye for anything. I will try to go through and describe especially "inducing" points.
Nobody writes details about the team.
Everyone has a stylish / fashionable / youth / ambitious, but no details. Is that the Rocket Bank at least made some specifics about hookahs and bars. And, meanwhile, would love to see something like that.
Option 1We have a very merry team, one is the soul of the company and arranges the wildest booze and spree, but without self-mutilation and administration, the other is an asshole how rare, how much clever, but for some reason everyone tolerates him, several promising midles who can be trained , and in the balance simply sane person with skill, but without deep specialization. And at leisure, our guys melt the rails, forge knives and fry kebabs. You, too, can bring in some game, or join an existing one, or just work and follow this frenzy from the outside.
Option 2The team we have is motley: sane Timlids arranging quests and quizzes, business analysis arranging kicker tournaments, red DevOps is the master of all * nix and white rabbit, which is regularly walked by neighbors on the floor. More guys ride on boardwalkers, go to the forest for adventures and are hired by sailors on large sailing ships. Join you too. We do not force anything, but we will offer all that is.
I would send a resume to such guys just for the sake of interest and talked with them. Suddenly they are not only funny and contused, but also adequate. Then you need to urgently throw everything and run to them.
The funny thing is that such a paragraph is written in 5 minutes, and use is a car. But no one is in a hurry to describe "insights" and stand out from the crowd. All the toli do not care, the toli do not understand that the image of the team creates about half of the overall impression of the company and just as much (in the same half) influences the decision to change jobs or to accept a job offer.
General phrases about TC do not work
It's like that in the market at the merchant ask: "And the tomatoes are fresh?". Have you ever been answered: "no, sluggish, the day before yesterday and fairly crushed"? So here: the company has no other options, except in the white one. And even if there is, then honestly no one will recognize you. Therefore, the general phrases about "registration by TK" and "paid vacation", it seems, all zadolbali. Moreover, each company these phrases have a different meaning. Why not to write: "the salary of the 1st and 15th days of each month in equal shares" or "the 25th day we have a small advance payment and the 15th day the remaining 95% +". It is immediately clear what to hope for and whether it fits with your lifestyle. And there are a lot of them: someone wants a little, but often, because he spends any amount in a week. Give to others a lot, but rarely, otherwise there is no "Wow!" effect of size. In short, be specific and honest.
Same hat about vacation. For example: "leave is a bit cooler than TC: 28 calendar days, 1 part is not less than 14 days, you can beat the rest as you wish (even one day) and no-limit days at your own expense." After all, someone does not give a beat on the day, someone even sends one at a time, but it is unrealistic to take it from someone at his own expense. This thing is absolutely obvious to the staff, but it’s insanely interesting to the job seeker and in the priorities of many is right after the description of the company and responsibilities.
Give at least some specifics in the requirements
Standard requirements and job description: "we have a download on a bunch of Postgres + ElasticSearch, on the front - React, on the back - RoR, all on Scrum, lies in Git-e." Give at least some numbers and a little specifics. Do not hesitate, about your insides, and so know everyone who is at least somehow interested in them. For example: "we have each installation - it is 20+ servers, a database in the 500GB area and 5+ year-old legacy for 100k lines of code, so the ability to understand antiques, as well as the skills of administration and query optimization is a necessary condition for the applicant." It is immediately clear why you need a ninja and what he will do.
Tell us a few details about the development process: "we have GitFlow, but with features; only ff in the master and tricky brunching. Why so? Tell us at the interview."
Tell me about the business processes. Something like this: "we have deliveries every month, so each task should be evaluated in no more than 3 days and carry specific customer benefits, that is, there can be no semi-working versions in the master." Immediately it is clear how and for the sake of whom you work, that you are not fools and you have a streamlined process, not a continuous delivery of the kind "hrenak-hrenak and in production".
Target description - rare beast
Almost no one writes about the purpose of the company. Everyone writes turnover figures / customers / sales, or abstract lubuda about the area of activity. That is, either no one pays attention to the goal, or is embarrassed by its banality (“we just want to make money”), or have none at all. The latter, it seems, is typical of the entire post-Soviet space, but this is not a reason to leave everything as it is! There's the same Mosigra just doing the best desktops and the goal of the company clearly reports this. And that's cool. Recently I saw a wonderful description of the company Artec 3D (it is not connected with them at all, it just passed by):
We make the world's best three-dimensional scanners and three-dimensional facial recognition systems. And our clients make the world's best cars, computers, clothing, consumer electronics, computer games, special effects in film and security systems.
It sounds great, especially if the words do not disagree with the case.
Again, why am I? In addition, if you need good developers (middle + and above), then you simply won't get them with money, a macbook, an armchair and a smoothie. They would have an idea, but more specific. And it’s good to talk about the idea through the company's goal.
the end
It seems everything. Thanks for getting to the end. I note that all of the above is a subjective opinion, which appeared under the corrupting influence of common sense, curiosity and the books / posts of Comrade Milfgard .
UPD
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