How Technical People Can Sell Themselves Better

This past week, my firm was assigned a few technical IT jobs - a Web Applications Manager, an AS 400 Manager, and some others.

As you probably know already, my firm specializes mostly in less technical areas like Marketing and Communications, and we are used to seeing candidates sell themselves with a bit of, well, flair. So my eyes really had to adjust to the lights, as it were, when I gazed upon some of the resumes we received for these highly technical jobs.

What we found, basically, was that the majority of the resumes were like reading some sort of computer code. One resume started something like this:

- Five plus years experience in software engineering.
- Well-experienced in application development using J2EE, Servlets, JSP, Struts, Oracle, SQL Server.
- Operating Systems: Windows NT/2000/98, Unix, MVS
- Tools: WSAD, Eclipse, Dream Weaver, COOL:Gen 5.0
- Visual SourceSafe, Test Director 8.0
- Web Development: J2EE, HTML4.0, JSP 1.2, JavaScript1.3, Java Beans, XML
- Framework: Struts 1.2, Hibernate 2.1

Some of the resumes went on for pages and pages, spouting this kind of stuff.

Now if you are a marketing person, you are probably laughing right now because there is no way you would ever present a resume like this - "Where is the sales pitch? Where are the accomplishments? Where is the flair? You techno-geeks are too much!"

I guess I need to remind the marketing people that many technical people are contractors. And contractors play by a different set of rules. Employers seeking technical contractors usually judge people by the particular set of skills they possess. So consequently, the resumes of freelance contractors need not display much flair, just the skills. "If you've got the skills, you're hired."

But the game is a bit different if you are seeking a permanent job. Permanent employers are looking for more than just a set of capabilities - they want someone who is likable and professional - someone they would not mind having around for awhile.

If you are a "techno-geek" and you are seeking a permanent position, I strongly advise that you add some "humanity" and "business savvy" to your resume. Use your resume to promote your management capabilities, your creativity, your professionalism, your communications ability, as well as specific examples, not only of your skills, but of your accomplishments - anything that enhances your overall image as a "person."

Now I fully understand that for some technical people, writing about your non-technical attributes can be a challenge. After all, technical people tend to think in technical terms, right? So if you are incapable of adding the human touch to your resume, might I suggest hiring someone or asking a friend you trust to do it for you.

But whichever way you are able to accomplish it, adding some humanity to your resume is something you must do if you are to get the job you really want.

In effect, resumes are not just a list of capabilities, they are a reflection of who you are - as a business person and as a human being. So avoid the lists and put things in context for the person reading your resume. It could mean the difference between getting the job you really want - and not...

"Respect" And The Recruiter

I don't want to say this is true for everyone, but over the years, I have noticed a distinct difference between the level of courtesy and respect offered up by job candidates toward management recruiters like me, and the level of courtesy and respect afforded to individuals within the actual hiring organization.

Not many job seekers are willing to admit their innermost feelings on this subject, but from what I have been able to gather, there seem to be two basic reasons why management recruiters are afforded less than the respect and courtesy they should be receiving.

First, as a rule, we are much more approachable and less "formal" than someone in Human Resources. Candidates often regard me as a "friend" or a "buddy." I often catch job candidates saying things to me that they would never say to a hiring manager. Or, they might speak to me in a tone that is completely inappropriate. When I point out to them that they just committed a faux pas, they usually come back with, "oh, I would never say that to the actual hiring manager - I was just letting you know how I feel."

The second reason, I believe, why management recruiters are treated in a less than courteous manner is because, quite frankly, candidates look down upon them. They view them as flesh peddlers who do not add any value.

Sometimes, recruiters bring this upon themselves - not everyone in our field is the most thoughtful or "classy" person. But like any other trade group, management recruiters come in a variety of flavors, and I can safely say, there are some exceptionally intelligent, thoughtful, savvy individuals who chose to enter recruiting as their profession.

But that is neither here nor there - my advice to any job candidate is to approach management recruiters as if they were the hiring manager in the flesh. You are not helping yourself one iota by getting too familiar. After all, management recruiters were hired by their clients to test and evaluate candidates from the very first "hello." So why start off on the wrong foot?

There's a lot more to be said on this topic of "Respect" and the Management Recruiter. I'll be writing more on this topic, but would love to hear your opinions.

Thanks!

Are You A Great Storyteller?

Let's pretend for a moment that you are interviewing someone for a job, and you ask the candidate if he considers himself to be a good manager. The candidate answers, "Yes, I do," but offers no proof or elaboration. He just goes on an on about how great a manager he thinks he is. He almost convinces you.

Later that day, you see a second candidate. You ask her the same question you asked the first candidate - "Do you consider yourself to be a good manager?"

The candidate also answers, "Yes, I do." But then she launches into a compelling story about how she was able to lead a cross-functional team and drive that team to a successful outcome. It is an excellent story, and every time you ask her a question, she backs it up with evidence.

Later that day, you consider the two candidates. Which one would you want to hire --the one who just answered, "Yes, I'm a good manager." Or, the one who consistently told convincing stories to back up her claims?

The answer is obvious, isn't it? People who can present "proof" of their "claim" in a job interview are more likely to get the job because they are able to bring the claim to life and generally sound more legitimate.

Do YOU know how to tell a great story about yourself and your career? Before you even send out your first resume, prepare an arsenal of convincing stories about your accomplishments. I personally view this as the first and most important step in preparing for an interview.

Are you having trouble telling stories about yourself? Write in, and we'll help.