You want a job, but you make stupid mistakes.

Look, recruiting is a nightmare. Specifically technical recruiting is a nightmare, both for recruiters and future employees. This article is for candidates.

As recruiter, the process could be as follows:

  • A department in your company has a necessity and contact HR or an external recruiting agency.
  • They detail the position and (sometimes) the economic offer.
  • The position is published through the usual suspects: LinkedIN, specific portals, recruiter’s databases, etc
  • They wait (and sometimes actively search) for CVs to arrive.

And there it comes: Candidates, usually, only care about speed. If you are within the first ten in place your CV for an offer, chances will rise.

See the problem? Both recruiter and candidate search for different things. While recruiters want somebody that (hopefully) fits in their needs, candidates mainly want to be seen. This is the first issue.

There are other kind of problems with the market. In technical positions the market is huge, so the amount of possible candidates. But there is a lack of good professionals. I mean, really good ones.

So, who is a bad job seeker? A few examples:

  • The professional that shoots to everything that moves. He hopes that, at the end, he’ll catch something.
  • The freelance who doesn’t care that the text says “permanent position”.
  • The candidate whose resume is just a mess. It says everything he has done in the past. Yes, even that time working at Domino’s.

After twenty received CVs in the process, with luck, you finish with one person to interview. And praying for this to be “the chosen one”. Insane. In some ways, recruiting it’s worse than dating

This is something that everybody who is involved in recruiting knows and has experimented at any point in the past. As said: A f*cking nightmare.

I can’t talk for other recruiters but, from my experience hiring technical people for my own teams, these are a few tips on what I search for and what I expect from somebody who applies for a position:

  • Read the position: No, seriously, do it. If your experience only “could fit”, don’t apply. You don’t have a chance. You’re wasting my time and your possibilities.
  • Read the position: If we want a full-time, permanent employee, and that is not what you offer, don’t apply. No, we’re not going to change our minds. No.
  • Read the position: It says “in our office at Soho”. It’s not remote. It’s not partially remote. No, we’re not going to change our minds. Again, no.
  • One CV doesn’t fit all: This is key. The person who is in charge of filtering CVs is going to see A LOT of resumes. If we want a Java developer, it’s easy for you to stand above the rest if it’s easy to see that you are a Java developer. How do you remark this? Customize your CV for every position you apply for. — “But it’s a lot of work…” — “It is, indeed. NEXT!”.
  • Cover letter: I’m not going to tell you how to write a cover letter, as there are millions of tutorials over there. But what I’m telling you: I’m not going to read more than three paragraphs and yes, you and a hundred like you “would love to work for us”. Be original, boy. Don’t be just one more.
  • Size matters, but this isn’t Tinder: The less, the better. Do you think I’m going to read 6-page CV? Good luck with that. Be concise. Most of the CVs that took my attention were one-page resumes. — “But I can’t resume all what I’ve done in one page!” — “You should. That shows you’re organized. And, aside from that, your work is to have a face to face interview. You’ll explain yourself later in that interview”.
  • Creativity: Unless you’re applying to a creative work, like marketing, designer, those things…, be careful with creativity. Mom thinks you’re great, but she’s your mom.
  • A site. A mail. Examples of your work. Three subjects are key here. You must have your own domain. A recruiter is going to google you, try to be in control of what is found. Use a professional email. Gmail is ok, but try to have name.surname@gmail and avoid nicks, years, etc. And the examples… if something isn’t up to par, don’t show it. Only show works you’re proud of.

Ok, there is more but it’s explained all along internet and this is just a first post about it.

And I have lied to you: Job seeking IS like Tinder. In Tinder you have to appear (and be…) better than the average to get a date and it’s exactly the same with recruiting processes. Your goal is to get an interview, a date. How you perform in that date is up to you but the main part is to get the date, the possibility to shine in front of the person who is going to hire you.

And that starts with a CV and a position. Pay attention to it, man.