Whether it’s a large corporation relying on an individual salesperson (or team of salespeople) to make a mark on a new territory or demographic, or an individual needing to choose the right realtor, attorney, talent agent, etc., to represent them during an important time in their life, CHOOSING WHO becomes one of life’s great quandaries. WHO do we engage to handle such an important touch point? HOW do we decide between all of these experienced realtors, lawyers, talent agents, or salespeople? Do we choose someone who we’re friends with (to hook them up?) Do we go off of a referral (and who’s giving that referral?) Do we use our own series of checks & balances? Do we go with the most experienced? OR - do we just go with our gut? The short answer….there is no blanket template that works for everyone….but fair warning, the decision SHOULD BE evaluated with care.

The super agents of our time (both on the big screen and in real life) come in many forms, ranging from the boisterous “Entourage” star Ari Gold, played by Jeremy Piven, or the sensitive, “change the world”/ heartfelt nature of Jerry Maguire, played by Tom Cruise…and there’s everything in between Short answer - they both can work. There are good agents and there are bad agents….and there are REALLY good agents and REALLY bad agents. The question is…which profile works for YOU? Who translates YOUR message the best? Who is the alter ego of YOU? Who do you want “playing YOU” during that important negotiation or presentation? Have you even put the right amount of thought into it? Have you even thought of exactly how well (or how poorly) that negotiation or presentation COULD go if not in the right hands? If not, it’s probably (actually, it’s definitely) time you should….

It absolutely boggles my mind when I see intelligent people [or corporations] spend SO MUCH time, effort & money on their own branding and “message” - whether it’s for marketing purposes, hiring needs, expansion plans, etc., only to then skimp on (or gloss over) the salespeople they’re hiring or the individuals they’re engaging to go out there and PROPERLY SELL their message and represent them. Sales (and the ability to accurately & successfully represent someone OR something) is truly an art form, and like my most art, it should be evaluated & handled with care.

Sell me on ME

In my industry of staffing & recruiting (specifically in the cut throat world of technology hiring where I’ve spent 20+ years), I’ve literally seen it all. On the client end, companies like to many times use a multitude of outside agencies & recruiters to generate the greatest # of candidates in the shortest period of time. On paper, it sounds like the logical answer. Why NOT get all of that free groundwork executed and canvas the local area for everyone possible….only having to pay for the end result? Sounds awesome - right? Sure. But, in practice, it’s a HORRIBLE idea. Do you even know how these different firms are REPRESENTING you? Have you even asked them? What, if anything, makes them different from one another? Have they asked you all the right questions to understand your company culture or your specific job opening at hand? Do they even understand it enough to be able to successfully “sell” it? How many people at that agency are pitching your company? Who are they? What’s their process? What are they saying on those calls? Are they accurate? Are they misleading? Did you even think to ask “sell ME on ME” BEFORE engaging them (after the salesperson had a change to digest your message)? What are the benefits of working at your company? And, conversely, what are the potential limitations/downsides of working at your company (after all - it’s not all roses & butterflies all the time).

HOLY SHIT! That’s a lot of questions - right? YES - but shouldn’t you know the answers? Have we just programmed ourselves to “skip” these steps? Sure, once engaged, it’s easy to quantify the hit ratio of resumes they’re sending you that result in interviews, but by then, it may be too late. It’s this TOTAL package & process that creates winning results if done correctly. Personally, (only speaking of myself here), I can only “sell” people and companies I BELIEVE IN…..and that is NOT everyone. BUT, once I believe in you or your company, I’ll package together ALL of the important/noteworthy elements needed and create an amazing presentation which can attract anyone to your cause and fill your inbox with results. But - I ask, are you sure everyone else you’ve engaged can do the same thing? If you’re not sure…it’s time to test them.

There’s no prouder moment I have as a salesperson than when a candidate or company says to me “Wow - I literally could not have said that better myself.” It makes me feel great, but then again….isn’t that my job???

On the candidate / job seeker side, it’s really a similar path. “If I use a bunch of recruiters to find me job opportunities, I’ll see all kinds of stuff.” TRUE. However, be forewarned, you MUST consider the source. If the person on the other end of the phone is not very experienced, does not project excellent communication skills, or cannot answer many questions about what they’re selling you (the company, the specifics of the job, etc.) - what does that say? My friends, common sense goes a long way! Is this recruiter or agency trustworthy? Are they well-reviewed? Are they experienced? Do they know what YOU are looking for? Are they local…or are they from the middle of Michigan or from another country pretending to know “the Philly area well.” Are they calling you with good solid job opportunities every time b/c they truly KNOW what you want or are they just throwing spaghetti at a wall, hoping a piece sticks, basing their pitch on a buzzword down on your resume from 15 years ago? (yes - that happens all the time). Honestly, once these questions are answered, you probably only need one GOOD recruiter (maybe 2) versus a sea of marginal ones. Personally, I’d rather have one NICE car, then 10 crappy ones - no?

So - as we evaluate these questions, I think it’s important to realize that it’s no coincidence why grade A+ agents stay at the top of their games for what seems like a lifetime. Sports agents like Drew Rosenhaus, talent agents like Michael Ovitz, super realtors like Ryan Serhant, Josh Flagg, James Harris, & David Parnes, the list goes on and on - they’re all CONSISTENTLY GREAT. They stay on top by being the best each & every day, making every encounter matter and by doing right by their clients. They’re informative about their fields, constantly educate their clients, do am amazing job, show results, and in return, are the ones tapped to represent “the sale.” These are the types of people that should be representing you.

So - as I leave you today, I only ask one favor. The next time you need representation for something….anything at all….stop and think to yourself…”WHO exactly is representing me?”

Mike Butti hails from the Philadelphia suburbs, and is a highly regarded technology staffing expert, who has helped companies large & small solve their most complex staffing problems and has helped shape the Delaware Valley technology landscape since 1997. Michael is Co-Founder and Managing Partner of TripleScreen Search & Staffing, based in Downingtown, PA.

This IS, however, a story for all of those *job seekers* out there looking for love (a new job that is). It’s a story for those who want to change their luck and trajectory. After all, as Mom & Dad would ask, are you “looking for love in all the wrong places?”

I can’t tell you how many people thank me for sending them out on interviews that end up being “the one” after they thought there was a slim chance (*at best*) that the company or job was for them. I also can’t tell you how many people tell me that the company they had pegged as their #1 choice going in, was their last choice coming out…or vice versa. Ummmmm….DUH!!! In all areas of life, rarely is anything 100% the way it appears at first glance.

Did we learn anything from the adage: “Never judge a book by its cover?”

In a world where it’s so easy (actually, TOO easy) to adjust & narrow search criteria & filters through simplified drop down menus, I think we’ve all gotten a little lazy. There, I said it. We’re LAZY. AND - super high maintenance to boot. Are we really to think that the ONLY jobs out there that can lead us to greener pastures are the ones that hit ALL (or most) of our criteria up front? Are we really to think the “perfect job” for us is 5-10 miles away (or less), with a startup company (but not a NEW startup company - they’re too risky, we want an ESTABLISHED startup), with a salary 20% more than you’re earning (because you’re worth it right?), working for the perfect boss, having the most amazing job title (so we can sound really important, or at least more important than we do now), pulling the most amazing benefits, all while working in a corner office overlooking the water?

*Silence*

C’MON. Snap out of it!!! We’re back in reality now.

Many times, the Tinder date you were reluctant about going on, swiftly becomes your husband or wife. “Much better in person” you may say. And, many times, that beautiful, funny, jovial, intelligent man or woman you met online, turns out to be a total dud, with misrepresented photos or credentials, or even worse, a complete fabrication of the truth. If we approach dating or trying to find a significant other this way (whether it be for life or merely for the night), why are we so damn stubborn when it comes to looking at jobs? The answer to that escapes me…

Cast the net wider! Take a chance! Maybe there’s a diamond right in front of you that just needs some polishing.

I’ve found all too often that just like people have poorly written resumes that do a sub-par job in deciphering who they TRULY are and how qualified they may be for a particular job, many times companies have poorly written job specs, crappy/old websites, unfair reviews on Glassdoor (not an advocate of that site - more on that later), the wrong people on the front lines in HR, or just inaccurate press swirling around them. How do you REALLY know if something is for you unless you explore it fully? You don’t!

JUDGE FOR YOURSELF. You just may be pleasantly surprised.

At almost every company I know of, there are people that love their jobs and ones right next to them that hate their jobs. It’s a matter of preference. People look for different things. Every single person in this world is different than the other. If you truly want to change course and feel like you did a thorough job evaluating things during your next job change, take some chances! Sprinkle some “not so sure about that one” positions into the mix. Sprinkle in that company you’ve never heard of - after all, all the big names out there now were nobodies at one point in history. [cue the picture of every company that started in garage!] And, many times, a good recruiter can break down the pros & cons of various positions & companies for you to help make the process even easier on you (not that I would know anyone good who does that for a living).

It goes without saying that the perfect job many times can come with a weird or atypical job title, in a no frills office environment, with a company you may have never heard of before, with just “okay” benefits, located 25 miles away…JUST LIKE that Tinder date may take you by surprise in a good way….who may have been smaller/taller than what you were really after (or THOUGHT you were after), or located in the next town over, with brown hair instead of blonde.

So - as you navigate this crazy world of job postings and interviews, take my advice. SWIPE RIGHT more than you swipe left, and I bet you something really great just may happen. You deserve it. Sure, you may kiss a few frogs along the way, but I bet it gets you closer to the prince or princess you’re ultimately searching for.

Get after it -

MJB

Michael J. Butti hails from the Philadelphia suburbs, and is a highly regarded technology staffing expert, who has helped companies large & small solve their most complex staffing problems and has helped shape the Delaware Valley technology landscape since 1997. Michael is Co-founder and VP of Staffing at TripleScreen Search & Staffing, based in Downingtown, PA.

Follow him on Instagram @mikebuttiphilly

What the #$%^ is going on!? Like really? Has the world really turned into a 24 hour comedy show? Am I getting PUNK’D? I’m starting to think Ashton Kutcher is going to jump out at me and say “Kiddddddddding - this resume is NOT real.” I’m literally embarrassed for those of you who think resumes are NOT important anymore. I see hundreds of them every week and I’m depressed to see that so little time and effort goes into marketing oneself. I mean, your resume is supposed to OPEN DOORS for you - right? It’s supposed to be a summary and extension of yourself - right? It’s supposed to be your “first impression?”

What happened to PRIDE?

What happened to DILIGENCE?

What happened to actually MARKETING YOURSELF?

What happened to TRYING to get a job?

I’ve literally seen 2 resumes in the past week of people touting their “excellent communication skills” and either the word excellent or communication were spelled wrong. Are you @#$%^ serious? I ripped them up and threw them away, without caring what else was on the resume. Shame on you.

Have we gotten that lazy? Have our egos gotten that big that it doesn’t matter?

From where I come from, you make your resume look flawless, dress the part, and come prepared to every single interview, as you never know which one holds the keys to your future.

To those of you who have excellent resumes and take pride in every word and sentence on your beautiful, flawless, work of art - kudos to you! For those of you that don’t, SHAME ON YOU. In a world where people spend so much time adding a filter to an Instagram photo or uploading a kissy picture of themselves and their boyfriend/girlfriend, or spending hours binge watching Netflix, why the hell are resumes last in line?

I cannot tell you how many hiring managers say “PASS” on a resume, not because of the job history OR where one worked OR what you did at those particular jobs, but rather for misspellings (on their own employers or job titles mind you!), poor grammar, run on sentences, incomplete thoughts, fonts and sizes throughout the document that are not cohesive, technology terms written incorrectly, the list goes on and on.

This is the easy stuff people! You’re setting yourself up for failure right away if you can’t even get to first base! You know what all of those errors tell a hiring manager or prospective employer?:

This person is lazy

This person is not detail oriented

This person has poor communication skills

If the resume is riddled with errors, then their work is probably even worse

Maybe this is true, maybe it’s not true, but can you blame their thought process?

And guess what? NO ONE CARES about your “excellent written and verbal communication skills.” You know why? EVERYONE says it. It’s white noise. It’s like having your email address on a resume - everyone has one. No one cares.

Honestly, if you DON’T have excellent written and verbal communication skills these days, you better go and get them/learn them/improve them, as they’re required for most jobs. Please don’t waste precious real estate on your resume with bullshit lines like that - make them count.

What makes YOU different?

What is YOUR value add?

What did YOU actually DO of note in your last job?

What have you accomplished in each job and what skills did you learn along the way?

THAT is what employers want to see! So, before send your resume to a recruiter or an employer or a friend to help you find a job, PLEASE remember to look it over and spend some time on it. Would YOU interview yourself based on the resume? First impressions count. Think of it this way, would you show up to an interview with a big stain on your shirt, wrinkled pants and paint in your hair? (Actually don’t answer that, because it happens and we’ll save that topic for another day).

Get after it -

MJB

Michael J. Butti hails from the Philadelphia suburbs, and is a highly regarded technology staffing expert, who has helped companies large & small solve their most complex staffing problems and has helped shape the Delaware Valley technology landscape since 1997. Michael is Co-Founder and Managing Partner of TripleScreen Search & Staffing, based in Downingtown, PA. Follow him on Instagram @mikebuttiphilly

“Yeah man - I don’t care about all that” they say. “Let’s get back to the actual job.”

“Why?” I ask. “Don’t you want to hear about their culture and all this other cool stuff?”

“That’s not culture - that’s fluff. I’m looking to make the right career move for myself and I’m sorry, but I could care less what kind of beer they have on tap or how many Nerf guns get fired during a typical day. It’s honestly all I hear about lately. Grrrrrr.”

And so it goes….several times over the last several months…in many different forms from many different engineers.

They’ve told me they’re tired of the bullshit. They don’t care. They don’t need a fraternity/sorority for grown ups. “Everyone offers casual dress & free beer nowadays - it’s a given!” Well, we all know that’s not the case in ALL instances of course. But - more and more, IT professionals are PRIMARILY concerned about the SPECIFIC technology stack being CURRENTLY being used (not “where a company wants to go,” the people (and who they’ll actually work for/report to), and of course, the nature of the business they’re getting into. The softer “fluff & filler stuff” isn’t working like it used to. Hmmmm.

I have to say, I’m impressed! Are we nearing the end of an era here? Is the Nerf gun dead? Is the “Animal House” going back to where it belongs, on the campus of Penn State?

Don’t get me wrong, as a professional who’s been recruiting since the 90’s, I’ve seen it all - sign on bonuses, stock options, relocation expenses, bring your dog to work day, free catered lunches, free laptops, free haircuts, etc. BUT - over time, I always thought things snowballed a bit out of hand somewhere along the way. I mean…here I am selling a job AND a company (like the hard working sales professional I am), and along the way, I’m discussing pool tables, XBox gaming rooms, what kind of beer is on tap, free candy, what kind of chef comes in on Tuesdays, how much starch does the dry cleaner use, etc. And the list goes on and on and on and on and on.

Is it cool? Sure. Am I jealous? A little. Am I a hater? No.

Would I love to be a 20-something software engineer right now? ABSOLUTELY YES!

But, should these “benefits” be plastered all over company web sites as almost a PRIMARY reason to work there? Should it take up HALF of a job description? Should that really be WHAT I’m selling? Should there be an entire web page dedicated to it? I’m not so sure. A “P.S”? Sure. An after thought? Yes. A primary component of taking or not taking a job? Ehhhh. Not even close.

A couple of things out there (from some of the “big guys”) that I DO think are really cool…

1. Google - pays 50% of your salary to your spouse if you pass away for the next 10 years.

2. Netflix - pays you full salary for 1 year for maternity OR paternity leave

3. Airbnb - they give you an annual $2,000 travel stipend to use in one of their vacation rentals.

4. Microsoft - gives you an annual $800 spend to use for gym or fitness memberships to promote healthy living.

NOW THESE benefits are good. These I can sell. These blanket EVERYONE out there (for the most part). Young, old, male, female - they can all wrap their heads around benefits like these. As for the these other benefits I speak of….what if you DON’T drink (or at least not during work hours)? Couldn’t that make your company LESS appealing to some people? Hell, what if you’re in AA?! BTW - I’ve never fully understood the legality issue surrounding this.

And what if you DON’T care about becoming the “Black Widow” on the pool table or becoming the next gaming champ? What if you just care about keeping WORK at WORK and advancing your career? Couldn’t touting TOO much fun have an adverse affect on a candidate taking your job? Can’t open environments be TOO OPEN sometimes?

My point here is that maybe we should get back to the basics a little bit more. Job specs and websites having POINTED descriptions of what they want in a person (not laundry wish lists), maybe some mention of some solid, high level benefits that appeal to everyone, maybe even a “top 3 reasons to work here,” and then SURE, then you’re allowed to throw a picture of the team playing corn hole…or at a happy hour…or [insert social gathering “work photo.”].

And listen, I know the demographics speak for themselves, and honestly, it’s actually been fun selling these benefits to people and day dreaming about “WOW - if only they had stuff like this when I was in my 20’s!”…but, c’mon, let’s get real…let’s call it how it is - how much time are these people ACTUALLY sluggin’ beers, getting into a rowdy game of Call of Duty, or shooting pool? Are you really going to have a job if you’re the resident “pool shark?”

Wouldn’t it (or couldn’t it) be a little “cooler” to undersell and over deliver and have people see these things first hand during an interview or a tour of the office VERSUS THAT, in and of itself. being a primary reason for going to work there?

In my experience, (and only as an example) - let’s say you’re a single man, with a good job, lots of money, and drive a Benz…and you want to impress a girl. Isn’t it MUCH cooler to just pull up in the car for your first date filled with confidence (not saying ANYTHING about it), versus touting it when you first meet someone as almost a REASON to date you? I see the opposite happen many times and I think we all know how that story goes.

Maybe I’m crazy. And maybe I’m wrong. But from where I sit - I think the days of the Animal House MAY very well be numbered.

For now though. I’ll keep selling your foosball tables, craft beers, and black-lit gaming rooms ; )

And - if I’m wrong, and all of this is here to stay, maybe it’s time for me to finally get those TripleScreen embossed Nerf gun bullets!

Get after it -

MJB

Michael J. Butti hails from the Philadelphia suburbs, and is a highly regarded technology staffing expert, who has helped companies large & small solve their most complex staffing problems and has helped shape the Delaware Valley technology landscape since 1997. Michael is Co-Founder and Managing Partner of TripleScreen Search & Staffing, based in Downingtown, PA.

Follow him on Instagram @mikebuttiphilly

Well, if there’s something my 20+ years in staffing has taught me, it’s that in the car ride we call “life,” we should really turn OFF the high beams and worry about the road 5 feet ahead of us - and that’s IT. Shit changes WAY too quickly in this world. In my mind, when you’re contemplating a new job/career change, there’s 1 thing, and 1 thing only to worry about. “Where will I be if I stay HERE 1-2 years?” vs. “Where will I be if I go THERE in 1-2 years?” It’s literally that simple. Tune out all the other bullshit and focus on the bigger picture - trust me.

Companies merge/get bought & sold every single day, managers and reporting structures change at the drop of a hat, culture changes (quickly) with the +/- of new employees, and most importantly, people (YOU) change! Ever see “War of the Roses?” Exactly. Stop making this harder than it needs to be!

I’ve helped build/expand so many organizations over the years, with some of the most amazing, talented, rock solid employees & teams, only to see them later get dismantled like a stolen car, via mergers, dissolution, change in mgmt., or a pivot in business model. All KINDS of shit CAN and WILL happen that you’re not even thinking about and that you have ZERO control over. How you fit in today WILL be very different than how you fit in tomorrow (sometimes better than we think, sometimes worse).

So - STOP “driving” with your crazy! Just turn OFF your high beams and worry about the 1-2 years right in front of you. You may just decide to stop at a rest stop or go left instead of right along the way.

Get after it -

MJB

Michael J. Butti hails from the Philadelphia suburbs, and is a highly regarded technology staffing expert, who has helped companies large & small solve their most complex staffing problems and has helped shape the Delaware Valley technology landscape since 1997. Michael is Co-Founder and Managing Partner of TripleScreen Search & Staffing, based in Downingtown, PA.

HOW HAS THE POOR JOB DESCRIPTION BEEN LEFT BEHIND?

Please STOP. No Mas! The age of NON-technical people (or people who don’t fully understand Software & IT professionals) being allowed anywhere NEAR a job spec or web posting should be LONG over. Why do you continue to treat a job spec like an unimportant piece of the hiring process when it should be a top priority? Really, I’m embarrassed for you guys.

As an experienced staffing executive whose been working with IT professionals my entire career, I’m literally UNABLE to send 90% of the job specs I receive from clients, as they’re THAT BAD.

Actually, they’re a joke. Candidates ask me for them all the time, and in only rare occasions, can I oblige. Instead, I’m forced into my alter-ego of writer, interpreter, and data scrubber. Clients - how do you expect to attract SPECIFIC, quality talent in this market and find that perfect candidate, if you have an intern or under-qualified person writing these vague, laundry list type job specs. Or better yet, are reusing documents from 1998? It’s ridiculous. Can you mention anything else you want on there? How about a software engineer that can cook you a perfect foie gras, run a 3-minute mile and work 100 hours a week? Will that suffice? And can you contradict yourself anymore? C#, ASP.Net, MVC, Java, Spring, Windows, Linux, Oracle, SQL Server. Huh? Can’t you just tell us about the core of what you REALLY need and not come across like you’re looking for a super hero? It’s not hard - it just takes time, and maybe a little bit of pride.

I love it when clients complain about resumes incorporating too many technology buzzwords in their “skills section”, without mapping them to actual job entries, or resumes being “too vague,” or grammar/spelling errors, when in fact, THEIR job specs are just as bad, if not worse. Who the hell writes these things? Half the time, I read specs 5x and still have NO CLUE what you want. Literally. But miraculously, after a 5-10-minute CALL with the hiring manager, it becomes crystal clear, I throw the job spec away and go about my day. It’s become second nature. Most times - very little of what was said on the call is actually ON the job spec and in many cases, contradicts it! No wonder your jobs are left open for months after you post them - the same people writing these damn things are the first people to evaluate the candidate? Really? THAT’S CRAZY TOWN! And you wonder why engineers & IT professionals list every technology they’ve ever touched - they’re just trying to keep up with your horrible specs or get through your “keyword scanner!”

If you want a C#/ASP.Net Developer with MVC and Entity - SAY IT! Don’t mention Java or QA or a “PMP is desirable” when it really doesn’t matter. If you want a Project Manager who has run development projects and has a PMP and CSM - then say that, and that ONLY. You don’t HAVE To fill 2 pages of content to constitute a job spec… all it does is confuse people. Let’s just get back to “Say what you mean and mean what you say.” Why be cryptic? Why use 50 words and all you need is 5?

It’s 2017 and we need a reset.

And if you really, really think using “power” words like looking for a “rock star coder” or “bad ass,” aggressively tout your beer selections on tap, or decide to go down the dark path of highlighting NERF gun battles in the office (we all know they only occur once in a blue moon), save it! People don’t really give a shit. And c’mon - “excellent communication skills?” Who admits they’re lacking there? “Strives for quality code?” Who admits they crank out shitty code? Just focus on the fundamentals what people REALLY care about:

1. What is the exact technology base - what will the person be working with every day? What is the CURRENT environment and where are you headed?
2. What is TRULY required and what is truly a PLUS? Define. Clearly.
3. How big is the company and the team?
4. What are the core benefits like - medical, 401K, vacation? This is what people REALLY care about. No one cares about beer or happy hours, if your benefits and 401K suck!
5. What is your WFH policy? SO many of my clients keep this under lock and key, only to reveal once a person starts working there? Why? That’s stupid. This could be an enticing fact for someone in this day and age. Very easy to say, “if you do a decent job, yes it’s realistic to WFH X/week over time.” People care about it and use it as part of their evaluation process. Stop acting like your “The Skulls.”

Now, by no means am I saying that the job spec is the do all, end all, to a hire. There are a lot of moving parts and the recruiter/agency are a large part of that. But if this is your first step in the hiring process, don’t you want to start on the right foot? You expect a candidate to show up on time and in a pressed suit for their first interview - right? So - what are you wearing?

Get after it -

MJB

Michael J. Butti hails from the Philadelphia suburbs, and is a highly regarded technology staffing expert, who has helped companies large & small solve their most complex staffing problems and has helped shape the Delaware Valley technology landscape since 1997. Michael is Co-Founder and Managing Partner of TripleScreen Search & Staffing, based in Downingtown, PA.

For those of you who have worked with my staff and I at TripleScreen over the years, you know we’re always here to help revise and add a helping hand to making your resume & presentation perfect - even to the point of being annoying about it. Why? Because IT’S IMPORTANT! We’ve literally helped to secure jobs for people that they probably wouldn’t have gotten on their own (you all know who you are!) just because we helped turn a bad/average resume into a good/great one. We didn’t give them more experience, or make them more likable, or inflate their background - but we helped to OPEN THE DOOR. That’s what a resume is for - right? It doesn’t get you the job, it OPENS THE DOOR. Isn’t that what we were taught in grade school - to try and open as MANY DOORS as possible? So, everyone -WTF happened to making YOUR resume a marketing TOOL for yourself? What happened to making it an extension of YOU? What happened to opening all kinds of doors? Call me “old skool,” but c’mon guys, let’s end the sloppiness, let’s end the madness, and let’s get back to our ABC’s.

Here’s some food for thought, as you venture down the path of finding a new role:

1. Spelling and grammar: The crown jewel of the resume. If you ever think about sending your resume out without looking through it word for word, sentence by sentence, and THEN sending it through spell check - shame on you. You literally don’t deserve the job you’re applying for. Wonder why you never got that interview? Maybe it’s because you spelled “excellent communication skills” wrong! Maybe it’s because you used the wrong version of they’re/their/there or principal/principle. Maybe it’s because you spelled the name of your company wrong! Or maybe you spelled the name of the technology wrong that you call yourself an expert in? Yes - I have seen ALL of these occur - way too often! English 101 guys - let’s get back to the basics & have some damn pride, you’re not busier than anyone else out there. Fix your damn resume.

2. Simplicity, Cohesion, and Formatting: Enough with the crazy formatting! Simple is better. Choose a basic modern font that everyone is used to seeing, with a size 10-12 font size, leaving enough white space on the page to not make your resume look like the Iliad. Unless you’re a UX person, where creativity is better seen than discussed, STOP! Remember, hiring managers are excellent SCANNERS - give them a reason to sit and read the whole document and make it EASY to navigate. You can use a different font for your name or section header, but make it cohesive. 5 different jobs with 5 different font sizes and types? That tells me your lazy and sloppy. Try to have bullet points and information reflective of how important (or relevant) your job is to what you’re applying for. You can’t have a job for 5 years with 2 bullets and then have a job for 5 months and write a novel. Keep it cohesive.

3. Avoid the stupid/empty buzzwords words that everyone uses: Stop using the buzzwords that don’t mean anything. Be different. Be unique. Excellent verbal and written communication skills? Guess what - that’s like having saying you have a brain – but everyone has one, so who cares? I once worked with a guy that was the absolute worst communicator & writer in the UNIVERSE literally write that on his resume. I called him out on it. You know what he told me? “Everyone has to have that - right?” Yeah - if it’s true! You’re “innovative” eh? Don’t say it - find a way to prove it by discussing a patent you have or a policy/procedure you brought into your company. And - if you want to use the word “team player” or “synergy” - please - don’t! Stop with the stupid, overused words - you’re not impressing or fooling anyone.

4. Get rid of the objective statement unless you’re going to revise it EVERY time: The objective statement was cool in 1990, but honestly, unless you’re going to revise it EVERY time you send your resume out, to cater it to specific jobs or companies, ax it and save yourself some time. I once had a person who sent me their resume that had an objective of “actively pursuing a software engineering role in a fast paced start up.” The problem was, he was sending it to large banks and Pharma. firms and wondering why he wasn’t getting any interviews. He didn’t even want to work in startups anymore! I pointed it out and he told me “Oh - I forgot that was there!” Bad answer. As Street Fighter would say - YOU LOSE.

5. Consider a redirection: It’s becoming more and more important for technology professionals to redirect people from your resume to other things, interests, user groups, and works you are a part of. Your LinkedIn profile, your personal website, a Git account, an online portfolio - have at LEAST one of these and keep it up to date and current. I’d rather see you NOT have a portfolio than have one that is out of date or incomplete or half-ass, but try to have something. Redirecting your resume to another site or medium can add another dimension and layer to YOU.

6. Tech guys(and gals) - be specific (my personal pet peeve): There’s nothing more annoying than a software engineer or technology professional having a huge laundry list of skills at the top or bottom of their resume and then very light language within each of their jobs discussing it. Incorporating technology jargon and skills into the written bullet points of your job history is PARAMOUNT - how else does a manager or recruiter know where you used each skill? It’s an effortless way for people to inflate their experience, but again, you’re not fooling anyone. If you used VB.Net & C#/Winforms in your engineering role 8 years ago, and then you started coding in C#/ASP.Net with web services in your next role 4 years ago, and then you added Angular and MVC/Entity framework in your next job 2 years ago- then SAY THAT!!! It shows a progression and continued learning/development. It should be easy for hiring managers to follow the progression, so help take the guess work out of it. Be specific.

7. Be nimble and refresh every year: You have no idea how many times I hear: “Mike - this job sounds awesome, but I haven’t updated my resume in 3 years and I have some MAJOR work to do - can I spend the next few days working on it?” The answer is always “sure,” but 5/10 times the job is filled or closed to new applicants by the time I get the new resume. What happens if your dream job comes around? What happens if you get laid off? You really want a few days to lapse before you take action? Bad idea. And - not only is timing important, but are you going to honestly tell me that you’re going to remember everything you did, every milestone you achieved, every project you worked on, during all your years at a company, all at once, when it comes time to finally add that entry on your resume? Refresh every year and add bullets and achievements as you think of them. Your resume should be an evolving, living work of art that constantly gets updated and tweaked.

8. Drop the cover letter: No one cares. Honestly - don’t even write one. Incorporate anything important into the actual resume.

This list can and will go on and on, but I wanted to share some pain points we’ve been experiencing as of late, in an effort to give you all some food for thought. Let’s stop the madness! Your resume, just like your friends, your spouse, the way you dress, the way you communicate - it all tells us something about YOU. Don’t you want that “something” to be positive?

Get after it -

MJB

Michael J. Butti hails from the Philadelphia suburbs, and is a highly regarded technology staffing expert, who has helped companies large & small solve their most complex staffing problems and has helped shape the Delaware Valley technology landscape since 1997. Michael is co-founder and Managing Partner of TripleScreen Search & Staffing, based in Downingtown, PA.

Fast forward almost 9 years and 3 different office locations later and TripleScreen has several additional staff members, multiple appearances on Philadelphia’s list of 100 Fastest Growing Privately Held Companies in the Delaware Valley, and a vision for the future that’s very easy to describe….to be the best and most respected staffing firm in the Philadelphia area….period.

To all of our clients that have entrusted us with their hiring needs over the years, thank you for helping us get to where we are today. To all of the individuals who allowed us to introduce them to new and exciting positions (whether it was 10 years ago or 10 days ago), thank you for giving us a chance to assist you with your job search. And finally, to those in our technical community we have regretfully not had a chance to get to know yet, we look forward to speaking to you soon….very soon.

The team here at TripleScreen is one I am very

proud to be affiliated with and we can only hope you feel the same. The Delaware Valley is an exciting place to

be if you’re a technology professional and we’re proud to be an integral part

of it. With a vision that will never be

compromised and a process which will never be watered down, we look forward to

the next chapter and are excited for what’s yet to come. Thanks for visiting our website (yes, it’s

been a long time coming) and we look forward to speaking to you soon!