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@FrodoSwaggins I don't know whether I'd get interviews since I'm not looking. However, job requirements have become ridiculous because there are usually several positions merged into a single ad - and HR looks for the unicorn that can match everything.
Btw., if there were a scarcity of devs, then the profile wouldn't need to stand out, it would need to fit. -
@FrodoSwaggins Calm down. Jesus.
I am working right now, thank god. I am not looking for job.
When it comes to resume builder, I have tried many resumes/CV. 1 page resume. 3 pages. I don't use plain text MS-Word. Usually I use EuroPass CV builder and the percentage I get contacted from companies in USA is low compared with the ones in Europe. -
There's a lot of job openings and a lot of candidates, but not a lot of *quality* candidates. Too many hacks who are only jumping on the IT bandwagon and otherwise have no interest or talent for the craft.
Also, a LOT of super junior folk. I mean, there is only so many of those you can take before you end up running a school instead of company. -
Huh... that's wide... From my experience here in Germany:
1) Your resume must be good and fit standards. 3 pages maximum, with your most recent position first. Don't go back to kindergarten. Only go into detail on positions that matter for the applications. Same with hobbies/side projects.
2) When applying, make your application letter (often an E-Mail you apply with) appealing and individual to the job you apply for. Most HR people don't even look at your resume when your entry letter looks copy&pasted with default platitudes. The apartment you want to work in wouldn't even get your application then.
When I announced at my previous employer that I would go back to my old company, they immediately started to put out ads for the position. I announced in October. Until today, not a single applicant was invited to an interview.
The main reasons are:
A) Very bad form of the application, but more importantly
B) Very low skills. -
@Yamakuzure I got a job at Lufthansa in the first try. That's what I am saying. Europe is easy. At least for me.
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@Yamakuzure "Most HR people don't even look at your resume when your entry letter looks copy&pasted with default platitudes."
Which means that HR thinks there is no shortage of qualified applicants - because otherwise, they would look at the resume. -
@Fast-Nop Yes and no. There is no shortage of applications flooding in. But quality?
Maybe this is just a German thing, but the application letter is almost more important than your resume and your job references.
IF it says nothing in many words, your application *will* be discarded by most HRs. If you enter your application with a statement that the company can stop looking, because *you* just applied for *your next job*, your chances will rise a tenfold.
You have to write this letter especially for that position and already make clear why and how you fulfill all the requirements.
Resume and references are then just testimony.
But of course, if the need is very grim, HR might have orders to put any application through to the department in need... But will you bet on it? -
@Yamakuzure interesting... Must be a culture thing... I would roll eyes on souch arrogance.
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@Yamakuzure then maybe companies should start reviewing their broken hiring process. Acting like there is abundance of good applicants and at the same time crying about a shortage doesn't compute.
Sure, if the company is, say, Google, they can afford such silly games. But average companies are completely out of reality if they think they're Google. -
@Fast-Nop you misunderstood me, or I was unable to make myself clear. Qualified applicants are rare, and to find them between the flood of applications is a challenge.
If your application letter does not sound like you are really interested in the job and the company, you are out.
After I started to write my letters like a direct answer to both the company profile and the job description, and got 3 interviews out of 4 applications.
Before I did that, the quota was more like 1 out of 10... -
@Yamakuzure and why would exactly the good applicants, which are allegedly rare, need to take extra care?
If broken HR at company 1 screens them out, well so what, they get snatched away by company 2. It's company 1 that will have a problem then, not those applicants.
Besides, what's that BS with really interested in that job and that company? A job is a job, and companies are just as exchangeable as employees. And how on earth would "interested in that job and that company" even correlate with "actually being qualified for that job"? -
@Fast-Nop I didn't make the rules. And I don't defend them.
For me an application letter like:
"Hi,
here's my resume and job references.
Cheers"
should be good enough. But it isn't.
Related Rants
Stackoverflow.
I have seen in a lot of forums (here, Imgur, reddit, LinkedIn etc) that there are a lot of developers without a job.
And most of them live in USA. I have not seen a person who is struggling to find a job in EU or some other place.
Why is this the case? In USA where the demand for developers is very high.
I read a post on LinkedIn: "40 INTERVIEWS and no one HIRED! Yet another friend telling me she can not find good talent. My thinking - If you interviewed 40 people and did not hire someone, then it's time to look in the mirror. The problem is recruiters and hiring managers are looking for the 'PERFECT" candidate. NEWSFLASH! There is no 'perfect' candidate. If you have someone with the right attitude and skill set, and they fit in with the team, why not HIRE them? There are so many qualified individuals still job searching. Yet I see the same jobs re-posted, over and over again, being left vacant for months. Who took a chance on you? Maybe it's time you a took chance on someone."
I don't think it is the "competition" because I see everywhere. I have seen entry-level or JR. open positions that are not filled for months.
It took me 1 month, sending nearly 20 applications every day to find a job in USA.
And the second one I got lucky. I applied in Europe and after some month I got transferred in offices in USA.
I do not know how true this is, but seriously, what's wrong with companies in USA that require the PERFECT candidate. Or is it something else?
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