May 20, 2013

Technical Professionals and Recruiters

Category: Life, Management, Technologies — David @ 2:46 pm

On another breakfast meeting our PMI group, we had one of the best Sr. Technical Recruiters I have met. After brief introduction, his transparent view regarding recruiting, dilemma surrounding our job market, and the Q-A exchange of ideas among our members are what keeps me attending our meetings. Any day I get a full basket of new ideas.

Below are excerpts from our meeting. I am sure that every reader this short note can write passages regarding every point raised! These are just a-tip of floating icebergs:

  • Staffing firms shall be prompt and accurate when qualifying candidates for a specific position. They shall also retain their contacts’ information current. Recruiting firms must also avoid RADD (Recruiter Attention Deficit Disorder)!
    Note: recruiters read the first paragraph of resumes, and glance through it looking for a few keywords. All recruiters find candidates for their available positions, not fitting a “proper” position for a candidate! Recruiters are paid for finding people to fit jobs not for finding jobs for people!
  • Recruiting and staffing life cycle is broken, or very weak! Having the three components of the equation (recruiter, manager, and candidate), unfortunately the outcome is not as desirable as it’s supposed to be! The reason might be due to recruiters not being as knowledgeable! They sometimes do not get exact needs of their hiring managers. Instead of having a list of responsibilities, they need to understand the nature of needs and requirements to overcome the needs by appropriate skill set!
  • Hiring managers sometimes relax matching their needs and requirements! Often the requirements are “boilerplates”, job functions (or even the position itself) may change during the interview, skills are not prioritized, etc.
    Note that if the job description has too much fine-details, then the position might be a target req. (for someone who is already selected)!
  • Keyword-stuffing in resume leads to misunderstanding – massive use of keywords utilized by resume-screening applications may place a candid applicant in different categories. It might even make a skilled experience look over-stuffed!
  • Candidates are confused with multiple resumes and varied experience / responsibilities! Resumes must be prepared for at least a job-class / job-field, chronologically explained, with a short sales pitch atop (i.e. 1/2 or 1/3 page). Resume shall not be circulated online! Send resumes to recruiters that you know.
  • Professional and experienced managers pay more attention to skill-set; they screen-in, not screen-out!
  • The best strategy is using personal networks. Quarry your contact list; old friends, professional contacts from past, contacts of friends, and whomever you may find with links to the hiring organization / manager.
  • Note that recruiters are on the hook as well. As a candidate, we shall craft our resume for the position (without fraud and scam a skill with no experience!)

This list can go on and on! There are so many points that need to be expanded and thoroughly examined. However, there is a point that I would like to pause for a second, and that is the “discrimination” issue that one way or other we face it time to time! Without breach of legalities, as a technical professional with over twenty years of experience I am constantly compared to younger generations in many different ways (energy level, technical knowledge, offering hip solution to a problem, etc.)! Not crossing discriminatory line, an emigrant I have been dismissed due to accent in conversation – that is among engineers talking technical issues! Yet again, our elected officials are looking aboard for technical professionals to work her while we still have high percentage of unemployment!

I welcome any input to this short excerpt from any reader. Send your input or comment, please.

Up-ward and On-ward,

PS. This entry is posted on as well.
May 13, 2013

Interviewing skills & behavioral understanding

Category: Management — David @ 1:58 pm

Below are just a few points regarding interview skills of professional (project / program) managers. I have just inserted a few points that we talked in our PMI-Silicon Valley Chapter’s breakfast meeting. Please feel free to comment and take this post to a dynamic level.

We have seen many interview skills on the Net such as top 10 skills, the best approach, etc. One of the notions that came up in our meeting was how to successfully give the assurance that you can do the job you’re being interviewed for. In a nutshell, you shall persuade the interviewer that you fit the technical and professional requirements. In other words, while responding to the questions, a colleague said “you are evaluating the interviewer as well, to see if you are fit for the rank - and if you would like the environment to stay-in”! These feedbacks are not easy to grasp in a short conversation, yet very important for anyone’s career. This requires a homework in Behavioral Analysis such that you and your interviewer delicately “manage” the interview for the benefit of both; a win-win situation.

However, one needs experience to affectively -yet rapidly analyze the question and behavior of the interviewer(s), and then assuring that you are a good fit for the position.

Boiled down, we need to accomplish three basic objectives in less than an hour:
Statement; if we are good for the position – for a meaningful length of time
Questions; what to do to proceed to the next step
Action; how to follow up and consequently succeed the employment

This topic can be expanded to many areas! I just added a couple of points I got from many experienced professionals in our team. I would love to have your input and comments.

Note: This post is inserted to David’s blog at as well