A Last-Minute Checklist For Submitting Your Best Tech Resume

A Last-Minute Checklist For Submitting Your Best Tech ResumeA Last-Minute Checklist For Submitting Your Best Tech Resume Job hunting in the tech industry can differ from other industries. As an IT professional, your job search is affected by things like technical jargon and the speed at which technologies change or become irrelevant. If youre serious about landing a good IT job , you need a resume tailored to this industry,its variety, and the hiring managers in it. Heres a quick resume checklist built by IT recruiters with years of industry experience. This list will ensure your resume is particularly appealing to hiring managers in the tech space and technical recruiters.1. Does your resume match up with your LinkedIn profile?IT staffing companies and hiring managers often use LinkedIn as part of their hiring process- even if they already have your resume. If your resume doesnt basically match up with your LinkedIn profile, its time to fix that. You especially w ant to avoid making it seem like youre hiding anything or lying about anything in your career history or skill-set. Appearing dishonest is the fastest way to be blacklisted with IT recruiting firms and employers.2. Is your resume full of quantifiable, concrete, professional achievements?The bullets under each job should be used for statements like Increased web traffic by 50%. Hiring managers are more likely to pick people who they can picture working with their gruppe and contributing to their companys goals. This is especially true in tech, where the salaries are higher and a bad hire can cost the company a lot. Nobody wants to be the manager who failed their team by hiring a programmer who cant code fast enough or a network architect who designed a faulty network. Make it easier for hiring managers to picture you succeeding in their open roles. List the concrete contributions you made at previous employers, using numbers and percentages whenever you can.Did you focus on your last 10-15 years of experience? Did you use a simple font with basic, even spacing? Did you use a conventionalresume format, or did you make a creative one that might be challenging for people to understand? Did you forgo giving every single technical detail of your work at every previous job? Keep in mind that IT recruiting agencies and hiring managers dont have the time to pore over every line of your resume. In fact, youre probably taking yourself out of the running for a job if you apply with a 7-page resume thats crammed to the gills with technical details, or if you post a resume thats in a creative format that cause recruiters to pause. Make your resume simple to read and keep it brief and efficient. If your experience and skills are a good fit, youll get a option to give more detail about your career in a phone or in-person interview.Samantha Keefe is an Interactive Marketing ManageratAVID Technical Resources.AVID Technical Resources is a leading information technology recruit ing company with offices around the country.

Millennials have work-disrupting anxiety at twice the rate of everyone else

Millennials have work-disrupting anxiety at twice the rate of everyone elseMillennials have work-disrupting anxiety at twice the rate of everyone elseAt work, Millennials are filled with anxiety. A new poll for Quartz by SurveyMonkey Audience shows that 18-34-year-olds experience anxiety or depression that interferes with their work at a rate of 30%. Thats almost twice as much as the other age groups, which clocked in their work-disrupting anxiety and depression at 18%.Aside from Millennials, the Quartz poll gathered some interesting data on mental health on people of all ages.Mental health days a no-go for the nervousSome interesting attitudes arose when workers of all ages were polled about the mental health day. According to these results, the practice leise doesnt seem to have gained steam and is leid seen as particularly important.53% said that on days they felt they needed to take a mental health day, they went to work anyway33% didnt feel mental health was a valid enough reaso n to miss a day of work33% felt their managers would agree32% . said they would just call in sick rather than say they were taking a mental health dayQuartz notes that there is no historical data that measures whether or not older generations were anxious at work between the ages of 18-34, so its hard to put the findings into context. While its tempting to blame such data on debt and total immersion in social media culture, it may not be accurate to do so.Just a thought Its fair to suggest that if these self-reported anxious people actually took some mental health days (or sick days, as most are calling them) and prioritized their mental health as worth missing work occasionally, they might not have so much work-interfering anxiety and depression to begin with.

Why the next text you get may be the start of your job interview

Why the next text you get may be the start of your job interviewWhy the next text you get may be the start of your job interviewWhat would you think if you submitted an application, and your first contact with a potential employer or recruiter was a text from a bot? Thats already the case for scores of potential employees. Welcome to your job text-interview.One of the primary benefits is giving the candidate the benefit of convenience of conducting this interview at their own time and schedule, says Kurt Heikkinen, president and CEO of recruiting technology provider einbau. Its about the candidate experience. The traditional recruiting process is oftentimes very slow and disrespectful to the candidates time.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreHeikkinen is speaking of that unfortunate part of job-hunting where candidates fall into a black-hole where they wait for a recruiter to have the time to call them or email them to set up an interview.On-demand, as its called, is supposed to help solve all that.How it worksPotential employees are aware that the text is coming from a bot, because of a message or notification that says that Mira (the bots name) is serving as a virtual assistant to the recruiter. The questions it might ask could concern shift preference, work location preference, ability to travel, and the like.Companies are finding texting a way to speed up the hiring process, and an easier way to hire a large number of hourly or seasonal employees.The texting is typically used early in the process to determine fit and answer some basic questions, says Heikkinen. Think of it as the new phone screener. There are usually six to eight preliminary questions. Theres no traditional schriftart of worker text interview bots are used with, but everything from truck drivers to warehouse positions to travel nurses all present great types of profiles for us, says Heikk inen.After the text interview, the next step may not be an in-person interview. It could be an on-demand voice interview or video. Think of call center hiring or truck driver or field technician, says Heikkinen about the voice option.Or nurses. BJC Healthcare in St. Louis, Missouri is made up of 15 hospitals. With 31,000 employees, theyre one of the largest employers in the stage. About half of these hospitals hire nurses right out of school using Montages system. After answering questions over text about their shift and hospital preferences, the nurses were invited well, not to a job interview, but to create an on-demand video where they answered behavioral-based questions. (Retakes are available.)Sean Peterson, a recruitment marketing systems specialist with BJC Healthcare, says the recruitment program with the graduating nurses was the most successful BJC Healthcare has had so far (theyve been using Montage for seven months) because thats really where weve seen the most usage. W e sent out 300 invitations to do the on-demand text interview and had an 81% response rate, and then a 55% response rate for the on-demand video.He concedes We know those numbers are skewed because the graduate nurses are a highly engaged group.Texting is the future?Besides nurses, BJC Healthcare has used AI recruiting for some of the hospital systems higher-volume roles like housekeeping, patient access, and food and nutrition.Asked if there was a type of work he wouldnt use AI recruiting with, Peterson was optimistic. BJC Healthcare needed AI, he said, because they were in a highly competitive area, and they wanted to speed up recruitment time and make sure they were seeing the best candidates first.The idea is to use it for as many positions as it makes sense for, says Peterson. It isnt going to work for every job, every candidate, or every recruiter, but for whatever jobs we can use it for that will drive efficiencies, thats what wed like to use it for.Correction regarding the r esponse rates for the graduate nurses, BJC clarifies that out of the 300 invitations to do the on-demand text interview, the response rate was 97% and the response rate for the on-demand video was 71%. The overall response rates for BJCs text interview requests are 81%, and 55% for on-demand video.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people