How to Write a Programming Resume

How to Write a Programming ResumeOne of the hardest things about writing a resume is that writing a resume for a programmer may not always be the easiest thing to do. Programmers are all different and it can be difficult to figure out just what kind of programmer you want to hire.First, it helps to know if you want to attend a traditional college or an online computer science program. If you plan on attending an online program, there are plenty of ways to accomplish this such as taking part in online classes and seminars as well as studying while working in a regular job.Most computer programs use an Internet connection to run. This is done for several reasons, one of which is that there are many distractions that could interfere with programming, so it is very easy to work without being able to concentrate on one particular program. For instance, if you have several classes going at once or several other jobs that might be doing most of the talking for you, it is not a good idea to be driving.Coding is one of the most important skills you will need to be good at. It is no coincidence that in the United States, people with the skills needed to be a programming professional are in demand.Most programs are very difficult to learn, but a computer program, especially one that has a powerful learning program such as Logo, can help you learn how to do a particular task by showing you the structure and how to work with a particular character. This programming is also a great way to get a chance to use a lot of the software out there such as Paint. The skills you acquire will be very valuable in your work life, whether or not you choose to enter the field of programming.Your resume will list the programs you have worked on, the level of difficulty and any awards or accomplishments. There should be a statement about your interests, hobbies and goals.No matter what kind of program you decide to specialize in, you will find that your resume is an essential tool in getting the job you want. Don't let a lack of experience stop you from achieving your dreams.

Resume amp; Career Advice Do Pain Letters Work

Resume amp; Career Advice Do Pain Letters Work Q: I wanted to know what your take is on “pain letters.” I have been reading up on career advice, and I ran across an article that recommended junking cover letters and resumes for “pain letters.” Should I try it? A: I’d advise against them. When I’ve received them, they’re generally cringingly off-base and sound like they were written by someone who will be all flash and no substance. For people who don’t know what a pain letter is, it’s a concept being pushed by at least one career writer â€" who happens to be selling a whole job search system based on it â€" where the idea is to send a letter through the postal mail to a hiring manager, outlining a problem you think the employer is experiencing (the “pain”) and how you can solve it. In other words, it’s a cover letter but with lots of added salesiness and a serious dose of presumption. Read More: Why do companies wait so long to contact candidates for interviews? I say that because it requires you to guess at what the hiring manager’s problems are, which can be hard to do from the outside and carries a high risk of coming across as insulting or uninformed or both. It is true that you should frame your application in terms of what the hiring manager needs, but you don’t need to go guessing at what problems she may or may not have. The main problem she has that you need to speak to is “I need someone to perform this job well, and preferably excel at it.” It’s really not more complicated than that. As for the whole postal mail thing, it will at best annoy most hiring managers (who now have to figure out how to get your materials into the electronic application system that you decided not to use, can’t easily forward your stuff to anyone else, etc.) and make them wonder if you’re a technophobe who’s out of touch with how this stuff works and/or someone who cares not for instructions, and at worst may actually get your materials tossed. The thing that this “pain letter” advice and so much like it ignores is this: Applying for a job doesn’t require gimmicks to stand out and be noticed. The way you stand out is by having a resume that shows a strong track record of getting results in the areas that they’re hiring for, writing a compelling cover letter that explains why you’d excel at the role as they’ve laid it out, and being friendly, responsive, and enthusiastic. That’s not anything you can sell as a system and it’s not especially exciting … but it works consistently. Read More: Should I go around HR and apply with the hiring manager directly? Q: Can my employer revoke my bonus after a direct deposit into my bank account? Can my employer revoke my bonuses after they’re deposited into my account if I put in my notice soon after?This will really help me figure out notice timing! A: They shouldn’t â€" once earned, that money is yours â€" but it is possible for an employer to revoke a direct deposit (within a limited period of time â€" I believe it’s five days, but you’d want to verify that with your bank) and take that money back. Generally they can only do this to correct mistakes (such as if they accidentally overpaid you); they couldn’t do it to, say, recover money for property of theirs that you took on your way out the door. But theoretically, an unscrupulous company could say that the bonus was a mistaken payment, and then you’d have a mess on your hands. If you want to be really safe, wait until a couple of weeks have gone by, or transfer most of the money in that account to an account at a different bank. Read More: Does “we’ll keep your resume on file” really mean anything? These questions are adapted from ones that originally appeared on Ask a Manager. Some have been edited for length.

#1 Secret To Being A Savvy Recruiter - Work It Daily

#1 Secret To Being A Savvy Recruiter - Work It Daily In today’s world (a world where Google is a verb used daily), recruiters can’t just rely on job boards to find top talent. When you look at the Global Talent Spectrum, you can see that the talent you want to recruit is at high end of the spectrum - these are “passive job candidates.” (Or, as we like to call them, the sophisticated job seekers.) You won’t find many of these candidates scouring the job boards. These highly qualified candidates are happy in their current jobs but (lucky for recruiters) if the right opportunity presented itself, they would be interested in making a job change. Unfortunately for recruiters, they’re not going to leave for just any ol’ job. Instead of desperately scouring the job boards each day, sophisticated job seekers take time to figure out what they’re looking for and monitor companies they’re interested in. A recent study by LinkedIn shows 70% of the professionals following your Company Pages are interested in working for you. As this study shows, sophisticated job seekers don’t waste their time applying to jobs they don’t think are a good fit for them. And why would they? Since they’re reasonably happy with their current jobs, they can afford to be extra picky about finding new opportunities. That means recruiters have to go the extra mile to snag them. If you want to recruit these elusive sophisticated job seekers, you’ve got to play their game. You have to intrigue them somehow - get their attention, get them interested. But how? Storytelling Is The Key To Snatching Top Talent Showcasing a story about your company and its employees is your “hook” for your target job candidates. This is called a “Tribal Story.” It makes a candidate feel part of something special and important. For the right candidate, this story will not only make them feel more connected to your company - feel like they share something with it - but it will also make them feel inspired to apply and excel in it. Funny enough, savvy recruiters have been using this technique for years. During every email, phone call, and conversation they’ve had with potential candidates, they’ve told them stories about the company to help pique their interest. Here’s the good news: Now every recruiter can learn to use this same strategy to attract top talent. Crowdsource Your Tribal Story The first thing you need to do is figure out which Tribal Story will evoke the right emotions and inspire top talent to apply. How can you determine this? Crowdsource! DIY Method â€" Survey your existing staff and ask them to share what parts of the business inspire them to work for the company. Outsourcing Method â€" Hire a specialist to help you define your talent brand and identify the story that will resonate best with the talent you seek. Either method works, the important thing is to find that emotional connection between your employees and their work - It makes it easy to create a genuine story to share with potential candidates. “Fostering the bond between the two sides is what makes the Tribal Story powerful,” wrote J.T. O’Donnell, CEO and founder of CAREEREALISM. “The more you can showcase real examples of how employees feel aligned with your talent brand, the better.” EXAMPLE: The Grommet shares what makes great team players The Grommet, a company based in the Boston area, understands the importance of sharing their Tribal Story. The post “5 Key Characteristics Of The Best Team Players” gives potential candidates an inside look at the company and the employees. Not only that, but gives readers an honest idea of what the company is looking for in their employees. Through this story, the company is able to reveal their REAL culture to those sophisticated job seekers. If you’re not honest about who you are as a company, you’re going to attract job candidates who aren’t a good fit, which can result in them quitting and costing you money. Or worse, they could cause problems within your existing culture, which can result in the following: Poor performance Workplace conflict Loss of existing employees When you showcase your REAL culture thought these Tribal Stories, candidates who don’t identify with that culture won’t apply. And that’s a good thing! These honest stories filter out those ill-fitting candidates and attract the RIGHT candidates for your company. And here’s another reason NOT to lie about your culture... Before you start thinking about “creating” a great brand to attract the “right” talent, let me stop you with this fact: Sophisticated job seekers can spot a fake fast. In fact, 50% of professionals in this survey claim they can tell when a company is lying about its culture. That’s not exactly a great start to your professional relationship. You might think it’s okay to bend the truth a little bit in order to appeal to a certain type of professional, but when that professional gets to work and doesn’t see what was promised, they will likely leave - frustrated and resentful of your company. Not only that, but an inauthentic Tribal Story will make it impossible for your recruiters to snag talent effectively. The best talent brands aren’t created, they’re revealed… You can’t manufacture a corporate culture because it already exists. (If you can’t identify compelling aspects about working for your company for your Tribal Story, it might be time to take a closer look at what can be done to elevate the culture.) You don’t have to be perfect, you just have to be accurate about who you are as an employer and convey it effectively. Otherwise, you’ll waste time and money on those ill-fitting candidates. FACT: A good Tribal Story can improve application rates by 25% The best part about having Tribal Stories is that you can share them with all of those sophisticated job seekers on social media to strengthen your inbound recruiting strategy. A LinkedIn study shows posting talent-related articles (like your Tribal Story!) each week on your Company Page can increase applications to your job postings by as much as 25%. (For more tips on how to build an inbound recruiting strategy, download this free e-book!) All it takes is one story to start recruiting smarter. Recruiting can be a tough job. And with the talent shortage on it’s way, it’s going to get even more challenging. The best thing you can do to help them succeed is to give them the tools and resources they need to recruit smarter, not harder. Savvy recruiters are the future, and Tribal Stories are a great way to showcase the talent brand they’re selling to those sophisticated job seekers. These stories give recruiters the support they need to recruit more efficiently. But they can’t do it alone! They need internal support to get these inbound recruiting strategies started. I hope this article inspires you to engage your HR team in a discussion around creating your Tribal Story! Have you joined our career growth club?Join Us Today!