[thelist] Web Developer Certification

Eric Engelmann eric.engelmann at geonetric.com
Mon Nov 25 20:31:01 CST 2002


<snip>
That self-centered approach to hiring people is wrong.  Having blinders on
when looking for qualified, talented developers is something that is going
to affect each of us somewhere along the way.
</snip>

Certainly true. But I have to add some thoughts, being on the other side of
the table:

1. If I list requirements as "JSP, Oracle experience" and your resume does
not include those words, well, sorry. It doesn't take much to look at a
book, take some online training, etc, to augment experienced programmer
skills with a specific area to match the needs of the employer. Your resume
should definitely include as many matching experiences as you can muster
within ethical boundaries. I highly recommend customizing your resume for
key openings you REALLY want. Its worth the 30 minutes in MS Word to match
it up as closely as possible. Not trying to be an a$$, just saying it like
it is.

2. Even a slight ramp up for, say, an ASP developer to get up to speed on
.NET - is significant when budgets are tight and timelines pressing. I don't
have X weeks for someone to learn even the primary basics on my dime, much
less to know the nitty-gritty details that a lot of experience brings to the
table. (e.g. ASP has so many stupid oddities that there's no way someone
could ramp up on the details in just a couple of weeks, on top of learning
our process, coding standards, etc). It is unfortunate, but sometimes I have
to hire on extremely short notice ("Oh crap, we won the project! Need
another ASP developer ASAP!") and that ramp up time can be a big problem.

4. Given the economic situation, I get hundreds of resumes each week - and
we need to hire like 2 people at any given time. All things being equal, to
filter that to even a semi-manageable level, we'll filter resumes based on
acronyms listed in the job requirements (JSP, ASP, whatever), recognized
industry company names (competitors, clients or just similar companies) or
anything else just to get to a manageable list. And given that I
(presumably) have resumes with the right acronyms, all else being equal,
they'll get the interview.

Just trying to throw another perspective in there. :-)

To bring this closer to on-topic - a certification in any technology is a
plus, e.g. it earns you a checkmark on the list of wanted technical items -
but it only gets you past that hurdle. If you make it to the interview
stage, you still have to interview from the narrowed down list - and once
you're to that point, the certification is a lot less helpful. I've known
more people that were certified idiots.... :-)

A sort-of-tip to pay for this, since I think I meandered all over the place.

<tip type="job hunting">
One of the key things employers look for - well, I do anyway - is eagerness.
If done tactfully and properly, you can show your differences in ways other
than technical acronyms or lists of software experience. Depends on the
target company, but at a company like this (small, midwestern US web
development shop) something to set you apart is critical. For example, if
you think you have relationships that can bring in business - highlight them
and name names. If you have experience in something really odd that is only
semi-relevant - say video production (which we don't do) - - include a
videotape with your resume of work you've done. You have exactly one chance
to make it past that screener, so anything you can do to get noticed -
again, tactfully - is a good thing. Or include a CD or DVD portfolio. Or
build a microsite describing exactly why you're perfect for the job -
specific to my company. Certification and the like might do it, but the
masses of resumes flowing these days makes it hard to stand out, even with
credentials like crazy. Eagerness is an attribute that is much admired and
can set you apart from 'the masses'.

In the end, you're always selling yourself. You might as well be good at it.
</tip>

Best of luck in the job hunt,

- Eric









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