Posted by Mark Goodstein on Wed, Feb 01, 2012 @ 09:18 AM
We recently were in the throes of trying to close deal with a client software company. The position was Software Manager with growth to Director of Engineering. The technology was Java, Hadoop, HBase, Spring, Hibernate, Multi-threaded, Concurrent, Distributed, Big data. For example purposes, the company offered 127K and the candidate wanted 130K. From my experience, the best way to go is to make your best offer. In a competitive job market, your offer creates feelings of value and good will. While companies and candidates do sometimes negotiate, you may lose the battle by not making your best offer first. Good many times will goes a long way to help you close the deal.
.jpg)
Posted by Mark Goodstein on Sat, Nov 19, 2011 @ 08:10 AM
I recently got a call from an it infrastructure vp turned php developer. My client job seeker had grown through the ranks as a systems administrator, then as an it infrastructure manager running linux, unix and windows servers, then vp of it, infrastructure and operations and then decided to make a career shift into being a web developer, software engineer coding in php, html5, css and javascript. His resume did not have an objective and it did not explain the career shift. It was what I like to call a 'just the facts' resume. When approaching potential hiring managers with this type of presentation, you are in effect saying "I'm here" What do you think you can do with me? A much for effective approach is to target companies that would be interested in your skills and develop a resume that positions you for that company. An effective resume should be targetted to the needs of the hiring manager or company and quickly show how you can ad value to them and their specific needs in the 1st half of the 1st page.
Posted by Mark Goodstein on Sun, Nov 13, 2011 @ 10:52 AM
Our client is a software company start-up looking for a senior javascript software engineer. They shared that this hire was critical for them and that they needed to hire this person yesterday. We presented them with a strong candidate who had javascript experience and a background in java and c++ development, along with a degree in computer science. The candidate had a great background for the position was very interested in the opportunity. They responded 1 week later with a high degree of interest, and a desire to bring the candidate in immediately. Unfortunately, it was too late. That candidate was off the market. Like many other start-ups, they were busy with lots of things on their to do list. In this market, while being busy is understandable, if hiring is truly critical for your company, it must become a priority. Don't lose a good candidate because of time.
Posted by Mark Goodstein on Wed, Oct 26, 2011 @ 08:30 AM
Recently, our candidate, a UX Manager was interviewing with a SaaS Software Company. He was doing everything right. He had gone on 2 full rounds of interviews and was the reviews were glowing into the 3rd and final interview round.
One comment was “Hire him! He is the best candidate we have so far!” This candidate was competing with one other person going in to the final round. Our client, as a SaaS, offered a free demo on their website to demo their product. Unfortunately, our candidate did not do the demo at any point in the process.
When the hiring VP asked did you do the demo? Our candidate said no. It was game over.
.jpg)
The fact that our candidate, who was interviewing for a role that would directly impact the look and feel of the product, did not do the demo sent a number of possible messages. Such messages could be a lack of caring or interest, a lack of effort, or general carelessness. In the end, our candidate would have been a great fit for this position.
Don’t lose out on an opportunity because you did not prepare for the interview.
Do the Demo!
Posted by Mark Goodstein on Mon, Oct 03, 2011 @ 09:23 AM
We are pleased to have David Roper, founder of A-Script, share 5 tips about building a better resume. Mr. Roper's background includes extensive and wide-ranging career development consulting and lecturing, and teaching. Techpros has been successfully referring clients to David Roper for a number of years and we have received many accolades about David for his work on resume writing. A well written resume is a necessary component to an effective job search. We are excited to be working in partnership with A-Script, to help make our clients’ job searches as successful as they can be.
Tip #1 - Keep Your Resume to One Page.
A resume is a snapshot of your qualifications as they match the needs of a particular position. And a snapshot is one thing, not two.
Tip #2 - Your resume's only goal is to prove that you're worth the time that an interview takes.
Your resume will have to beat the very quick first scan to lock the reader in; that initial look can be as few as five seconds! If successful, your resume will get a second chance; it will then have to hang on to the reader and communicate your key value points and experience in under 30 seconds. If it asks the reader for more time, it may instead get time in the waste basket. Beating the ‘first scan’ is essential. The media has known this for years, using headlines and short leads to grab the attention of the reader.
Tip# 3 -Your Resume is Usually Read by a Stranger About a Stranger.
The reader's interest level is often low as the page is unfolded; it is even lower as two pages are unfolded. In this day of junk mail and paper overload, the reading, not to mention the assimilation, of two pages of single-spaced text is a rare occurrence, even a phenomenon. Page two rarely gets read because readers know that the older, less-pertinent information resides there. Also, many readers feel that if you can't say it on one page, you are not a concise communicator. Why run the risk of encountering one of these two-page resume haters when you won't alienate anyone with one page. You may be thinking: "But I have twenty-five years of experience in the field. How could I possibly put all that on one page? It's an injustice!" Sorry.
Tip #4 - On paper, you are more interesting to yourself than you ever will be to anyone else.
Besides, the reader rarely cares about in-depth details of your early career years. Your most recent years usually are most important, and need description. For example, if you are now General Manager at Ace Gear Company, a detailed description of your prior years as Assistant Manager, Manager Trainee, and Clerk won't be of interest to the reader. You need only show that you advanced through these levels and list key accomplishments in these positions.
Tip # 5 - Build your resume the way a skilled writer would build a short story, with every word playing an essential role toward communicating the story's central message.
Any superfluous words will weaken the power of the message. If you force yourself to think about the value and connotation of each word you put down, you'll build a resume with integrity. You'll build a resume that makes a strong, cohesive, focused, one-page statement about why you're worth interviewing. If something in your background is obvious, irrelevant, or pulls the reader the wrong way, leave it out! If you are in doubt, ask yourself the question: "Does putting this in strengthen my case in any way?"
At A-Script our resumes give the reader an appetite for meeting you. A good one-page resume will leave the reader with just enough of a taste to be hungry for more, rather than with a case of two-page indigestion.
David Roper | www.resumesbyascript.com
Click on the button below for a free resume assessment for Software Professionals!
Posted by Mark Goodstein on Fri, Jul 29, 2011 @ 09:00 AM
As a software product development executive I place a high value on professionals who take the time to stay current and on top of emerging trends in their field. Recently I recruited and interviewed candidates for 2 project team roles for one of my clients, and in doing so reminded myself how much I value these attributes. In one case a candidate had significant QTP automation experience (the tool used in his company) but nonetheless was very familiar with Selenium - an increasingly popular tool my client was planning to use for the project. In another case an information architect/UI designer had invested in understanding software development using the latest front-end web technologies in order to provide better UI designs.
As obvious as it may seem to stay current and fresh, not everyone makes the time to do so. When I'm interviewing, the candidate who makes the time and exhibits this passion stands out in the crowd.
One could call the act of staying current "continual self-improvement". Or you could call it a career mandate. But I think it goes beyond that.
The benefits include:
- Broadened skills make us more valuable to our current employer and to future employers.
- Learning something new is energizing, and the new energy helps us do better on our current assignments.
- Stepping out of the day-to-day often helps us solve problems in the present. I can't begin to tell you how many times I've been at a conference or listening to a panel totally unrelated to a current problem. I'm trying to solve a technical or managerial problem and the solution just appeared to me. Seeing how somebody else approaches a problem can give you insight into how to solve your own problems.
Like everyone else, I am busy. When I am working on a big project, I am "all in" and it's hard to allocate time to acquire knowledge that isn't directly related to the project I am working on. But I know it has to be a non-negotiable part of my week and I know that the benefits will be there.
Fortunately it has never been easier to access the tools one needs to stay current and on top of trends.
The web has a plethora of free information including seminars, webinars, blogs, and LinkedIn groups. There are many interest groups sponsoring low-cost events.
Personally, I find webinars an invaluable tool. If there's a topic I'm interested in learning about I sign up for webinars from 3 companies on the subject, and I can then triangulate the information into a complete picture, unbiased from the company who is marketing their wares. If you're a software engineer you might be inclined to define a side project, to experiment with a new tool, technology or technique that is not directly related to your current job. Or implement some current work in a new language/framework.
The challenge is that there is so much opportunity for learning that prioritizing is key. Some good questions to ask yourself, to help you prioritize:
- What emerging trends am I interested in that are the most germane to the next step in my career?
- What knowledge would make me more valuable to my current and future employer?
- What knowledge, if not obtained, will put me at a disadvantage or behind the curve in the next year?
There is a lot of opportunity to learn. So....know your priorities...make it a career mandate...take the time. It's not going to be painless but the efforts will pay off in the end.
Our guest blogger is, Melanie Ziegler, president and principal at MSZ Consulting, LLC. A consulting firm providing software development leadership services that help software companies build high performing software teams and high performing software products. Melanie has over 25 years of experience as a practitioner in Software Development, including 12 years in executive-level engineering leadership roles in companies such as VFA and Advanced Visual Systems.
Melanie can be contacted at melanie@mszconsulting.com. Or on LinkedIn: www.linkedin.com/in/melanieziegler
Posted by Mark Goodstein on Fri, Jun 17, 2011 @ 09:03 AM
Since a phone interview is typically a screening tool, your goal is to be invited to meet in person with the employer. Some high tech companies phone screen routinely, while others IT companies phone screen to overcome potential concern. Do you know which is the case? Either way, put forth your very best effort.
Your objective is to convince the interviewer that you are worth inviting in for a face-to-face meeting.
Phone Interviewing Tips:
Preparation - Before the Call:
• Know the job for which you are interviewing.
• Focus and preparation for a phone interview are as important as for a live interview.
Do your homework first – take an hour or so to review background information on the company. Most companies offer product information and management profiles on their web site, along with corporate accomplishments, channel information, etc. Search for common ground both in domain and product experience, and general background – be prepared to reference technical information, and to identify the points in your background that are most relevant.
Be sure you are in a place where you can concentrate without distraction, can hear and be heard clearly, and can take notes and read.
Some experts say you'll sound more professional if you look and feel as if you're in a live interview. Consider dressing the part for the phone interview.
This is not an informal chat – treat it as an Interview -- have the following at hand:
• Your resume, so you can remember highlights of your software and IT experience and accomplishments.
• A list of professional accomplishments and results delivered, to remind yourself of key points you want to cover with the interviewer.
• Outlines of stories that demonstrate your competencies and problem-solving abilities.
• A list of intelligent questions you might want to ask the interviewer, specific to the company and to the position based upon what you hear in the interview. Keep in mind you will be assessed by the questions you ask as well as the answers you give.
• Have your calendar ready for a future face-to-face interview with available times and dates.
Phone Call Mechanics - The Scheduled Call:
• Busy people, hectic schedules, you know the drill... Phone interviews don't always take place right on time, therefore it is advisable not to box yourself into a tight schedule, but rather leave “slush” time of ½ hour on each side of the scheduled call.
The Phone Interview - Content and Context:
A phone conversation does not afford the ability to convey or interpret body language or facial expressions. Your challenge is to communicate effectively and make a personal connection. Everything depends on your articulation and tone.
• Mentally prep yourself. Be prepared with answers to the most common of questions, i.e., the dreaded open-ended "tell-me-about-yourself" – have a tight sense of what you want to convey.
• Be enthusiastic, but do not dominate the conversation.
• Use concise, fact-filled sentences and phrases. Do not ramble or over explain. Conclude responses with "check-back" phrases such as, "Does that answer your question?" and "Is that what you're looking for?"
• Don't feel you have to fill in silences. If you've completed a response, but the interviewer hasn't asked the next question, don't start babbling just to fill in airtime. Instead, ask a question of your own related to your last response.
• Show that you've done your homework by asking a few intelligent questions based on factual information you have obtained about the opportunity. Demonstrate industry knowledge by asking thoughtful questions. For example, "The IT industry seems to be moving toward [emerging software technology]. How does your company plan to compete?"
• DO NOT ask self-serving questions about salary, benefits and vacation time!
After the Interview - Follow-Up:
• The interview is behind you - if you came away with clear feedback and a defined path forward that's ideal, but this won’t always be the case. Any feedback short of “sorry, you're not what we’re looking for just now” leaves an open door to initiate further communication.
• Follow up with a brief email of thanks, including a few short lines that re-enforce your strong fit for candidacy, and your sincere interest. Do copy your high tech recruiter and remember you are being judged on your every action – spelling and grammar count, as does content.
Good Luck!
Joanne Faille
Blackbird Technical Staffing
www.blackbirdstaffing.com
Guest Blogger, Joanne Faille of Blackbird Technical Staffing, a High Tech Recruiting Firm located in Beverly, MA.
Prior to having founded Blackbird Technical Staffing in 2002, Joanne has 20+ years in the high tech sector. Joanne's SQA management career has trained her to focus on career goals and personal satisfiers of her clients. She brings to Blackbird Technical Staffing unique and critical dual perspectives, having been both a high-tech career professional and a top-performing high-tech recruiter -- with a passion for both.
Posted by Mark Goodstein on Wed, May 11, 2011 @ 07:00 AM
As a software / IT recruiter for over 20 years I am amazed that over and over again, I hear from Software Managers, Software Directors and Vice Presidents of Engineering of software companies that there are candidates who come to interviews unprepared. They did not familiarize themselves with the company’s website. They did not try to understand where this company fits in the market. They did not try to research the backgrounds of the people who are part of the interview process line-up. They did not try to understand what some of the issues that this company is facing might be, and why this role is open. These candidates did not do their homework! Unfortunately, the verdict is always the same. Most of the time, my client company hiring managers will say they are not interested because of the candidate’s lack of preparation for the interview. They just did not show enough excitement or interest in the software/IT company or the job opportunity.
The bottom line is that if you are going to invest the time to interview, you should do your homework before you go on that interview. You should be prepared. If you want to be successful, you need to show that you care, and that you are interested and excited about the job opportunity.
I call this the “iCare Principal”.
Recently, I went to hear a panel of speakers for Software Product Managers talk about interviewing best practices. The panel consisted of several recruiters for the software industry and Human Resource Vice Presidents at several of the leading software companies in Massachusetts. Unanimously, everyone agreed that those candidates, who did their homework for the interview and came in prepared, stood out amongst everyone else and ultimately ended up with the greatest likelihood of getting an offer for the position.
One hiring manager recalled a specific candidate who came to the interview and dazzled him with information about the company, the job opportunity, and really put an effort in to learn about the position she was interviewing for, and why the company had the opening. This candidate impressed the hiring manager so much that she ended up getting the job offer.
The “iCare Principal ” is about being prepared, knowing about the company that you are interviewing with and putting forth the effort to show that you care about the company and the people you are interviewing with. The “iCare Principal “really works and goes a long way to helping you to be successful on your interviews. In an extremely competitive job market, don’t lose out because of something that was within your control! Remember, if you have accepted the invitation to spend 3 hours interviewing at a software company, you have implicitly agreed to invest your time. You may as well be the best that you can be! It is a relatively easy thing to do, and can significantly increase your chances of getting a job offer!
Posted by Mark Goodstein on Sat, Apr 16, 2011 @ 08:00 AM
I feel like my grandfather when I say “in the olden days” but I’d like to talk about a situation and would welcome any feedback and input. I know, speaking as a recruiter, that recruiters can get a bad rap, but the truth is that recruiters are no different than software engineers and software companies in the sense that there are some great recruiters and well.. we won’t talk about the others J
Here is the scenario. We are recruiting for Company A, a start-up software company in the e-commerce space looking for a Senior Software Engineer with Web 2.0, Java, MySQL HTML and Javascript. After a lengthy interview process, where the candidate and the company invested substantial time, our client, Company A hired Candidate A. Candidate A accepted the offer, signed the offer letter and agreed upon a start-date. After that event of offer and acceptance, Company B called and recruited Candidate A, knowing that he had already accepted an offer with another company. Candidate A then decided to reneg on his signed acceptance at Company A and is now going to Company B.
In the olden days, there was an honor system. If you accepted an offer, it was assumed that you did your due diligence on the company and you also could have turned down the offer. It was your choice to accept. You made a commitment to that company by accepting and signing an offer letter and you went to that company, no matter what. If the opportunity wasn’t a good fit after you started working at that company, that was a different story. Also, if a candidate was approached by another company and said they had accepted an offer, the other company would typically say congratulations! and say let’s keep in touch. They would not pursue that candidate any further. It was hands-off.
Here are my questions: Assuming there are no extraordinary circumstances, is it OK for a candidate to reneg on a signed and accepted offer or not? Is it OK for a company to convince a candidate who has already accepted an offer to reneg and join their company instead? Is this a question of Integrity and Honor or not? Please let me know your thoughts and opinions on this topic.
Mark Goodstein
Techpros
V: 617-965-1516
Posted by Mark Goodstein on Tue, Apr 05, 2011 @ 12:12 PM
Your resume is your calling card. It is a representation of you. A well written resume can make all the difference between getting interviews and not getting interviews.
1) Keep it simple and be concise. Say what you need to say, however, unnecessarily lengthy resumes will lose the attention of the hiring manager quickly.
2) A resume should contain a few sentences on what the companies you have working for do, along with a few sentences on what your role(s) have been, and in bullet form, a list of your accomplishments and achievements.
3) Accomplishments and achievements are what sets you apart from your competition. These are things that but for you, wouldn’t have happened. This is the sales part of your resume. This is a key component for an effective resume. List your accomplishments in order of the significance and relevance.
4) What’s in it for them? Make sure your resume talks about why a company should hire you. Put yourself in the shoes of the specific company you are applying to.
5) Send fewer resumes. You are not a fit for 1000 companies. Target opportunities and target resumes to highlight skills you have for the particular job opening you are applying for.
6) For every position you apply to, you have a short window of “eye time”. Make sure it is clear quickly in the resume that you are a fit for the position you are applying for.
7) Spend more time on your most recent efforts and less time as you go back in time.
8) Keep your language standard. Stay away from proprietary language that only someone who works at your company would understand.
9) Stay away from language that could apply to anyone. We are all quick learners. Keep statements focused on your special, unique attributes that relate to the position you are applying for.
A well written resume will open doors that should be opened, create opportunities, and will help your recruiter present you more effectively to client companies.