Name: Video recording for Get hired as a developer: Tips from a Technical Recruiter - Codementor Events
Uploaded: 2022-02-07
Description: Jeff will give us tips on how to get noticed as developers from the perspective of a seasoned technical recruiter.

Jeff will give us tips on how to get noticed as developers from the perspective of a seasoned technical recruiter.


## About the talk
 
 One of the biggest challenges of job searching is getting recruiters to notice you and standing out from a sea of applications. In this talk, we'll break down what technical recruiters look for in a developer, and how you can get them to reach out to you on your professional profile.
 
 ### This talk will cover
 
 - How to play and beat the “Recruiter Game” - by learning about what recruiters look for
 - How to structure your professional profile to make it readable and memorable (LinkedIn, CV, Arc Platform)
 - How to stand out from the crowd
 

non-technical events about getting a job like getting hired by FAANG

Job Search

### How do you play the “recruiter game” and beat it?
Getting a better look at where recruiters come from, what their backgrounds and training are is going to allow you to understand how you should structure your presence online. 90% of recruiters are not technical but the recruiting goal is very people-oriented. The training that recruiters have received allows them to scan through resumes very quickly, at an average of 15 seconds for every resume.


If they’re able to determine you’re a strong fit in the 15-30 seconds glance, recruiters will pick you and shortlist you. The reason is recruiters have a lot of demand from the organizations they work with and they have to scan through lots of job applications on a daily basis. 
So what do recruiters look for? Think about it like Google. The way recruiters look at applicants are similar to the way you look at Google searches. It’s unlikely for you to click into the second page of results on Google. Likewise, whether recruiters are looking through a database or on Linkedin, they’ll prioritize the candidates that appear at the top.


What recruiters look for are the tech stacks they’re given, years of experience, consistent work history, and individuals with a clear and concise resume that allows them to scan through. Again, if a resume takes recruiters a long time to read through, chances are, they’ll skip through it.


### How do you structure your professional profile?
Say you’re a frontend developer who specializes in React, JavaScript, HTML and CSS, you want to make sure these keywords appear everywhere. You want to include your skills in your resume summary at the top of your resume, tech stacks, and relevant employment history. The reason is that it helps the algorithms with search generation. For you to appear at the top of the results, you want to make sure those words are in your job title as well. 
Moving on to how to structure your professional profile:


1. **Make it easy for recruiters to read (bullet points, tech stacks, project details).** As recruiters, they don’t want to see basic responsibilities they know developers do. They want to see things that are challenging, unique to the role, and more. 
2. **Don’t overwhelm your readers!** Only focus on the tech stacks and projects you can actually back up with evidence from your recent employment. Don’t use paragraphs that will be hard for the recruiter to scan through.
3. **Recruiters are not technical, BUT they are experts at keyword research.** For instance, if recruiters are looking for someone who’s an expert in React, they’ll search for different variations of React or subset technologies. 

If you’re a fullstack developer, recruiters might look for Node.js as well. And if their clients are looking for cloud services, they might look for AWS, JCP, Azure, and try to find individuals that meet these requirements. 


As resumes are often scraped by machines, this is an example of how not to structure your profile as your skills will not be scraped. The graph is visually pleasing, but it doesn’t allow the database to evaluate your skills in a numerical format, or years of experience:




![How not to structure your profile](https://ucarecdn.com/285412d8-b372-4afa-95b6-a8e0d5d3e2c7/)


Instead, this is a better way to structure your profile. This resume template and resume format is easier for recruiters to see your skill sets and is better for applicant tracking systems is to if you're a qualified candidate:


![How to structure your profile.png](https://ucarecdn.com/1ce7e6c9-6e3c-461d-8af2-d1604776b0b9/)
### What can you do to stand out from the sea of developers?
   1. **Activity on social media regarding your work (Github, Linkedin, Twitter, etc.).** When recruiters are looking at thousands and thousands of applications, any differentiator would make a huge difference. Something you’re doing that the next person isn’t is a plus. If recruiters see you’re using the relevant technologies, talking about it, sharing content, you’re being somebody that’s doing more than the average developer. `That’s a big plus and the little differentiators do add up as recruiters are evaluating candidates and shortlisting you.
   2. **Give your professional profile some personality.** Don’t hesitate to talk about your background, passion for development, and where your interest lies make a difference.
   3. **Reach out to individuals that can contribute to the hiring decisions** within companies you’re applying to. It doesn’t hurt for you to reach out to the recruiter, manager of the department, and acquaintance you’d know for referrals. It could be another developer that could introduce you. If it doesn’t work out for a specific role, you might be considered for the next.

Video recording for: Get hired as a developer: Tips from a Technical Recruiter

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