The document provides information about an upcoming webinar titled "Resume 2.0" with speakers Derek Zeller and Shelley Trout. It includes instructions for joining the webinar using a computer or phone. It provides brief biographies of the speakers and describes the company CodeFights and their goal of changing how people discover, develop, and promote talent using games and skills assessments. The webinar will discuss getting past resumes to truly assess technical skills.
1. Resume 2.0
Shelley Trout
With: Moderated by:
TO USE YOUR COMPUTER'S AUDIO:
When the webinar begins, you will be connected to audio
using your computer's microphone and speakers (VoIP). A
headset is recommended.
Webinar will begin:
11:00 am, PDT
TO USE YOUR TELEPHONE:
If you prefer to use your phone, you must select "Use Telephone"
after joining the webinar and call in using the numbers below.
United States: +1 (631) 992-3221
Access Code: 337-848-664
Audio PIN: Shown after joining the webinar
--OR--
Derek Zeller
3. We are a San Francisco based technology company aiming to change the way
people discover, develop and promote talent. We use core game mechanics and
automated skill assessment tools to help our users compare and improve their skills
as well as find new job opportunities. Our value are threefold. Have Fun: we believe
that building CodeFights can and should be fun too. We work with people we love, on
a product we love, to realize a vision we love. Move Fast: we move fast, and by fast
we mean Rocket Ship fast! Every day is a race to see what we can do to move the
needle as far as possible. Keep on Learning: CodeFights is fun to play but it also
helps you learn, that's why it's not just a game. Similarly, working at CodeFights is not
just a job. We push ourselves to learn and grow because it's the CodeFights way.
4. 4
Click on the Questions panel to
interact with the presenters
www.recruitingbrief.com/webinar-series/ /resume-2.0/
www.humanresourcestoday.com/webinar-series/ /resume-2.0/
5. About Derek Zeller
Derek Zeller draws from over 20 years in the recruiting industry. The last 16 years he has been involved with federal
government recruiting specializing within the cleared IT space under OFCCP compliancy. Currently, he is the Director
of Recruiting Solutions for Engage Talent. He has experience with both third party agency and in-house recruiting for
multiple disciplines. Using out-of-the-box tactics and strategies to identify and engage talent, he has had significant
experience in building referral and social media programs, the implementation of Applicant Tracking Systems,
technology evaluation, and the development of sourcing, employment branding, and military and college recruiting
strategies. Derek currently lives in the Portland area.
Shelley went to UC Berkeley and majored in Anthropology & Archaeology. After working at the Center of Digital
Archaeology, she became fascinated with digital representations of personality and culture, and now leads Webinar
Production at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries
with a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions.
About Shelley Trout
About the Speakers
7. Technical Recruiting
How do you know if I can code well? You
don’t unless you yourself have been a coder
and there are very few recruiters in the
world who have coded for a living or taken a
class
8. A Story for Your Pleasure
This is Kind of Funny in a Really BAD way…
9.
10. We are hiring an Ethical
Hacker with Offensive
Ethical Hacking Skills
11. Tell me about your technical
coding experience with C
Pound
12. We are currently looking for a
backend developer with Java
and I see you have javascript on
your resume
tell me about your experience
13. This job would be perfect for you
based on your skill set but wanted
to ask SQL or No SQL?
17. Do’s and Don'ts With Working With Tech
Talent
• Don’t assess candidates based on where they went to school or where
they’ve worked.
• Don’t let your gut feelings or unconscious bias dictate a candidate’s
prospects.
• Don’t rely so much on self-reported skills from resumes and online
profiles.
• Do rely on objective data about a candidate’s skills.
• Do seek out a diverse pool of applicants who are open to new roles.
• Do build tests to compare candidate skills against the skills of your
existing engineering team.
• It now takes an average of three interviews and three to six weeks for
candidates to get an offer
