I’m writing about a post a week for ITJobBlog. I’ve already written a couple of posts about how to develop your interview skills when you’re a candidate, part 1 and part 2. Please join us over there, too!
I spoke with someone who wants a senior level management position. (He’s currently a mid-level manager.) I asked him about his experience with assistants. “I’ve never had one.” Oh. Senior people have assistants because they need them. Other people need them, but our organizations have decided we can do all the grunt work ourselves. Don’t
Some of my readers appear to be new to reading and commenting on blogs. Here’s how I manage my comments: I moderate (personally) all the comments. That means I read them and approve them Any comment that has content, I approve. I don’t care who writes it. If I read a comment from anyone and
I was talking with a junior colleague recently. He can’t find a job. I offered to help network with him. He said no, he’d look for a job himself. Big mistake. If someone offers you help networking, take it! No matter who you are, how many years of experience you have, how sure you are
In the comments to Why Hire Junior Contractors?, one of my recruiter colleagues, MN Headhunter, asked a great question: …if we do not hire junior developers how they gain the experience to be a senior developer? I was not clear enough in my original post. I believe in hiring a diverse team, especially in diversity
I wa just reading recent grad frustrated by job search, and want to highlight something many candidates, even experienced candidates, forget: Remember, a hiring manager is going to spend maybe a minute (or less) on the initial scan of your resume. What do you want her to see in that minute — a list of