Job search in Germany, product manager and more. Part 3/5. What you need to do before you start sending out CV /Habr
Start a series of posts, see here and here .
Your actions in finding a job depend on the goals that you pursue. For example, you firmly want to get on Facebook as an account manager for working with small and medium-sized businesses. In this case, you begin to read numerous literature on the topic “How to get to work on Facebook”, follow the tips from it, build your networking in such a way as to get a referral for a dream job.
If, as in my case, the search range is slightly wider, then preparation for a job search comes down to:
Review and assessment of the job market;
Preparation of materials that will present you: Linkedin profile, resume, and, possibly, recommendations and certificates.
already wrote , but behind the abundance of vacancies, there is also a great variability in both the names of positions and the alleged competencies. The keywords for the search were product manager /owner /lead, scrum master (in fact, the role of the project manager in agile) can also fit in here. In general, in the last weeks of the search, markers differed significantly from the original ones.
What to expect?
Before starting the preparation of materials that will present you, let's see what roles they address on the side of the employer.
The average series of interviews consists of the following steps: 3-3-33349.
Prescreening (competition: 200 people per place). The recruiter scans your resume and cover letter very fluently. There is a template concept of 6 seconds, which is enough for an experienced recruiter to understand everything about you. Despite the fact that hunting monsters will not always accompany your search (usually the opposite), their less successful colleagues hardly have more time to read your memoirs. The main skill at this stage is the ability to present yourself in writing.
Screening (competition: 20 people per place). An initial half-hour interview is conducted by a recruiter. The main task is to understand the general level of your adequacy, and in addition, to estimate how much you can fit into the company. The main skills at this stage are soft skills: self-presentation and empathy. There is no one here to show your professional competencies to anyone. It is important to understand that if you have not gone beyond this stage, this does not mean that the recruiter did not like you. With a high probability, a potential colleague refused you, to whom, having successfully interviewed you, your recruiter brought your resume. He looks at your track record with a professional understanding.
Test task (competition: 15 people per place). As a rule, a certain use case, which must be completed in a limited (3-4 hours) time or a conditionally limited period (from a couple of days to a week). Main skills: professional hard skills and communication (why? More on that later).
Interview with a potential immediate boss (competition: 10 people per place), lasts an hour and a half. Here you need all of the above skills, except connections.
Interview with the founder (competition: 2 people per place), CEO, department head or other big boss, with whom you will not directly interact daily, but who does not care who works for him in the company. It is often informal and can take place, for example, at lunch.
Accordingly, this is how the attention of the roles on the side of the employer is distributed to your materials:
colleague /immediate supervisor
This classification is subjective, ready to discuss it. So, after we have decided on the recipients for each of the documents, let's start working on them.
The LinkedIn profile does not play a primary role in screening, but may be important in the final stages of the interview — for example, when choosing one of several candidates after a successful interview with the team. Nevertheless, I mention him even earlier than the resume, because It can take a long time to prepare a good looking profile, if only because it is a social network, which means that someone must be in your contacts. In addition, filling out a profile is a good preparation for writing a resume. LinkedIn goes for details, which means that there is no need to reduce information about yourself to a minimum aimed at the “6 seconds” recruiter. Therefore, my key advice is here: write down all the relevant information that may be of interest to the employer. Important: LinkedIn is watched by decision makers, your future bosses. Look at what you write with their eyes.
Also try to get some recommendations in the section of the same name. Do not hesitate to ask for recommendations from colleagues, management and contractors, including former ones. Invite yourself to write the text of the recommendation and also leave feedback on teamwork in return.
As for the other details, there are quite a lot of tips on designing a Linkedin profile on the Internet for job search. I will not copy from here, except for the critical comment from Vastrika , the effectiveness of which I was convinced: with your current location in the profile, expose the city (country) of job search. This makes you visible to recruiters in active search.
If you are starting to look for work in Germany, not being in the country, it is advisable to get a virtual German phone number. Recruiters in half the cases screen by phone, and sometimes they can just call to find out some details. Creating the appearance of being in the country increases your chances of screening.
Skype provides the service, however, for this you need to provide a real German address when ordering. I don’t know how critical this is in the case of Germany, but earlier in my work I had to book rooms for the USA, Hong Kong and Japan, using the first available addresses from the Internet. Everything worked perfectly.
As can be seen from the table above, a resume is a critical document for two employers at once. But the recruiter and the potential leader are looking for different information in it, and your resume should be of interest to both.
As with LinkedIn, there are a lot of guides on the Internet on how to get the perfect resume. There you can find dozens of templates for its design. Therefore, the main problem that we have to solve when preparing a resume is to bring it to a concise, understandable and attractive form for the employer by trial and error. Below I will summarize the main principles that I came to through 3 iterations of a radical revision of my CV.
The summary, as partially laid down in the title of the document, should be concise and easy to read. This means that the main body of information should be on one page. Ideally, a resume should generally be one-page with the main font of at least 1? only secondary information like additional information or skills can crawl onto the second page. Moreover: between paragraphs there should be indents comfortable for jumping from paragraph to paragraph, and the text itself should not stretch from field to page field. Use wide indentation to indicate the milestones of your experience (company, position). Avoid tables.
This was a particularly difficult test for me: how can I put 20 years of experience on one page? The first version of the resume consisted of 2 pages of long text and was, as you can understand, completely unreadable. After an extremely weak conversion of my applications, I turned to the community of Russian-speaking IT emigrants and, as a result of comments and impressions, I reduced the resume by 2/3. What went under the knife:
Contacts: we leave only email, German phone, skype.
At the previous (and most significant) place of work, I worked for 7.5 years and, since it was a startup, played different roles. In the first version of CV, the entire first page was deservedly devoted to this period. Each role was described in two sections: responsibilities and achievements. By leaving both parameters meaningfully, I turned one of them into an eyeliner, and the second into a short (no more than three) selection of one-line abstracts.
Thus, I achieved that in the body of the resume, in principle, there were no paragraphs in several lines. The eye of a recruiter easily glides over such a text in search of the necessary information, without getting stuck on what he does not see interest in. By the way, about the uninteresting: throw away from the summary of the experience everything that is not relevant to this vacancy. Go to the technical product manager - clean the entire bizdev, go to a linear position - minimize mentions of management experience. Many talents erode your relevance to a particular job. Yes, everything needs to be included in the main CV template, but then, when customizing it for a specific position - “write, shorten”.
Until the last moment, I underestimated the Sammari: 2-3 lines of self-presentation handed out in a hat. But this is a key place for declaring its relevance to this vacancy. I will tell you how to write sammari (one for each position) in the next post. For now, just reserve a place for it.
About the personal. In Europe, a resume photograph is not considered a crime. For all the time I only once met a vacancy with a clear indication NOT to send a photo. But in a dozen other cases, the photo was among the necessary documents for downloading. In general, I am for a photograph in CV, this is the only picture in it that works on the memorability of your candidacy. Age has also met repeatedly as a required field - indicate, do not be shy. Family, children - for the manager this is a confirmation of soft skills, so if there is - indicate if "actively searching" or "everything is complicated" - keep silent.
Certificates and recommendations
By such are meant:
Various certificates in areas relevant to vacancies (for example, tracks from Scrum Alliance );
Recommendations from previous employers;
Recommendations from partners, customers and other contractors.
In short, it's better when they are. This adds some virtual points to you at the screening stage; maybe play some pol at later stages. But if they are not there, then it’s okay. An exception is the indication in the vacancy text of mandatory or highly desirable certification.
In the next post we will dwell on the procedure for working on a particular selected vacancy.
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