Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

From Job Description to Job Offer - A Hiring Manager's Journey

A technical writing hiring manager explains the hiring, screening, selection, and interview process and offers tips for applicants to help get their resumes to the top of the pile.

  • Be the first to comment

From Job Description to Job Offer - A Hiring Manager's Journey

  1. 1. From Job Description to Job Offer A Hiring Manager's Journey
  2. 2. Resume writer Information architect, Epic Games Instructor, Duke Technical Writing Program Leader, STC Carolina ABOUT CHRISTINA
  3. 3. My recent hiring experience Writing a good job description Screening applicants Creating and evaluating writing tests Tracking applicants outside the ATS Communicating with applicants Your resume as a work sample Tips for standing out (and what to avoid) Selling yourself – beyond the resume Leveraging your network & LinkedIn while job searching TOPICS
  4. 4. POLL
  6. 6. 1000 people will see a job post 25 resumes will be seen by the hiring manager; 75 will be screened out 100 will complete the application process 2-6 invited to interview THECOMPETITION 1 will be offered the job
  7. 7. Last fall I searched for a junior- to mid-level technical writer to write IT Support documentation. The content of this presentation is largely drawn from this effort but also includes experiences from hiring previous jobs and running a resume writing consultancy. MY RECENT SEARCH
  9. 9. JOB DESCRIPTION Write, approve, post. ROLLING REVIEWS Review applications as they come in. PHONE SCREEN Video/phone call ~30 min MY SEQUENCE WRITING TEST Rewrite & update existing documentation PANEL INTERVIEW 2 interviews with 2-3 people different people JOB OFFER Salary negotiation & etc. with HR
  11. 11. A perfect candidate doesn't exist. List the skills / experience by importance. Make job seekers excited to apply! Provide the salary (range) ASAP. WRITING A GOOD JOB DESCRIPTION Think about what you really need (and not just what you want). Provide more than duties in the description. Add a day in the life, first 90 days, etc. This helps applicants respond to the ad with the skills that match what you need the most. Your company has one; please share it, and avoid even more games. HR won't let you? Advocate for a policy change. Want an example?
  12. 12. SCREENING APPLICANTS Once you have narrowed down what you really need, screening candidates is a lot easier. Follow all instructions? Submit all required documents? (Cover letter, resume, writing sample and/or link to portfolio) Clearly tailor their materials to my position? List the technology/hard skills from the job ad? Demonstrate successful collaborative projects? Express genuine interest in the position/company? Volunteer/stay active within the TC community? Did the candidate...? MY SCREENING CHECKLISTWHAT I NEEDED Is curious and excited about technology. Writes well and learns quickly. Follows instructions. Garners respect from their SMEs and/or users. Shows interest in growing in the industry and with the company. A technical writer who... ATS: Workday NO PRE-FILTERS
  13. 13. WRITING TESTS EVALUATE Create a basic rubric. Have multiple evaluators. Be more lenient with the less experienced. Don't discount style preferences that aren't clearly spelled out in your style guide. PURPOSE Writing tests are a good way to determine if an applicant can analyze an audience, research a topic, write clearly, and format/present a piece according to your standards. CREATE Use real, existing content. Repect the candidate's time: <1 hour to complete. Allow several days for a response. Give guidelines for timing and delivery (PDF, Word, etc.). Provide your style guide.
  14. 14. Tracking applicants outside the ATS
  15. 15. Resume: file name & type, # of pages, attachment Cover letter provided (yes/no) Location (If local, specific area; if not, near Epic Studio?) Highest Education Major Year Graduated Last Job Title Technical Writing Experience (yes/no) IT Support Experience (yes/no) Game Development Experience or Interest Review status (Screen, Rejected, Interview, Hire) Reason for rejection THINGS I TRACKED Do I need to provide a reason for rejecting an applicant?
  16. 16. Epic Career Site 35.4% Indeed 30.4% Epic LinkedIn Page 20.3% Google Search 7.6% Glassdoor 6.3% Does not meet qualificaitons 65.8% Qualified but position is not a fit 17.1% Other candidates better qualified 9.2% Duplicant applicant 7.9% APPLIED VIA REJECTION REASON APPLICANT DATA
  17. 17. BE RESPECTFUL Managers: Respect candidates' time and value. Applicants: Respect the HM's time and their process. FOLLOW THE RULES Mangers: Follow any policies from HR. Communicate via approved channels. Applicants: Don't call or email if specifically asked not to. ACCEPT FEEDBACK Seek feedback and improve. Your resume isn't perfect. Your hiring practices aren't perfect. Know better, do better. BE HONEST Managers: Be truthful. Don't hedge against difficult questions. Applicants: Don't lie on your resume. Don't ask for informational interviews when what you really want is a job. COMMUNICATION
  19. 19. ALWAYS THE FIRST STEP Hiring managers Recruiters Machines Interviewers Future coworkers Your network Your current company Yourself Who is a resume for? AUDIENCE ANALYSIS
  20. 20. Recruiter Hiring Manager Machine Busy Look for key words Has higher than usual expectations Make quick decisions Has many resumes to read Care about formatting Uses binary logic
  21. 21. DON'T MAKE ME THINK Don't make hiring managers search for the skills and experience they're specifically looking for. (Use the job ad as a guide.) SHOWCASE YOUR SKILLS Audience analysis Clear, concise, consistent Good document design Usable/findable information Use this opportunity to showcase your writing and technology skills: DESIGN FOR MACHINES, WRITE FOR HUMANS Resumes are for hiring managers, but ensure the design is machine-friendly. Write your cover letter from one human to another. TAILOR, TAILOR, TAILOR Tailor your resume and cover letter for each (or extremely similar) jobs. Not doing this is the quickest way to land in the rejection pile.
  22. 22. Use heading & text styles. Save as: FirstLast_Resume_Position Provide contact info copiously. Link to LinkedIn/portfolio. Tell the story you intended to tell. Ensure your files are ATS-friendly. Shotgun your resume. Use a basic template. List every job you ever had. Have any errors. Use more than 2 fonts. Show "gumption." STAND OUT FROM THE CROWD - THE RIGHT WAY DODON'T
  23. 23. WRITE A GOOD COVER LETTER Use your cover letter to showcase your writing and other skills. Convey excitement for the job and the company. HAVE A PORTFOLIO / WEBSITE Create a personal website with work samples. Link to it from your resume and LinkedIn profile. BE RECOMMENDED Be someone who is recommended by your network by having a skill you are known for. A warm lead gets you MUCH farther than the job application black hole. Selling Yourself Beyond the Resume
  24. 24. LINKEDIN IS NOT A RESUME Your profile should not be a copy-paste of your resume. Your profile is the landing page of your professional life. Recruiters will use it narrow their search, and hiring managers will search to find out more about you. FOCUS ON SEO Your profile should be keyword-rich using terms found in target jobs. STAY ENGAGED Like, comment, share, post. Join groups. Don't engage only when job searching. Shoot for 1-2 times/week. Using LinkedIn During a Job Search WORK YOUR NETWORK Ask for recommendations, leads, introductions, and advice. If you help others, others will help you.HTTPS://ALSTNTEC.COM/10-TIPS-BUILDING- PROFESSIONAL-LINKEDIN-PROFILE/
  25. 25. @christinaemayr