Career LifeCycle Management

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In my experience working with thousands of candidates and hiring managers working in recruiting Sales, Marketing, Engineering and Management in the ALM Software Industry since the year 2000, I maintain that there is a correlation between the LifeCycle of an Application and the LifeCycle of one's Career.

Thusly, I have coined the phrase Career LifeCycle Management, or CLM for short.

In this Power Point that I developed for a presentation to a University Computer Club full of near graduates, I briefly touch on what I mean by CLM and the various stages, options and paths that could very well help you map out a successful 40+ year career in the ALM field.

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Career LifeCycle Management

  1. 1. Career LifeCycle Management and Getting Started In The Enterprise Application Software Industry With Cal Poly Pomona Alumni, ALM Career Evangelist, and Independent Recruiter Claudio WeinsteinCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  2. 2. Agenda •Who is Claudio Weinstein? - Why I am here today and how did I get here - Working with a third party in your job search - Hiring Trends from year 2000 and the next 10 years •My Mission Statement - Increase Job Satisfaction and Job Security through Educated Career Strategies •Choosing an Employer in Enterprise Application Software - Size Matters, among other things - Make your own Luck •Identify and discuss Job Titles - Who Are You? - Hiring Managers - Products vs. Services •Resume, Profile and Keywords •Interview Strategy and GuidelinesCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  3. 3. Claudio Weinstein MY HISTORY • Cal Poly Pomona Alumni- B.S. Marketing 1986 • Innate Communication Skills, Phone expert, Likes to Tinker • Job change expert, Late Bloomer • Driven to Make a Difference ACCOMPLISHMENTS • 103 Permanent Placements to Date since 2000 • Spent 5 years building a $Billion Dollar Software Enterprise • Average placement stays over 4 years • Acknowledged as Top 5% of 220M Searched Profiles in 2012 on Linked in LEGACY • Help Current and Future Enterprise Application Professionals make Quality Career Choices • Increase Job Security and Job Satisfaction for Career minded professionals in the Enterprise ALM Software IndustryCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  4. 4. Job Hunting- Third Parties-Personal Brand Job OfferCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  5. 5.  Personality Surveys are designed to MATCH compatible workers.  There Are No Right or Wrong answers, just those that are compatible with, and preferred by the Hiring Manager/Job Position/Team and Corporate Culture.  You should Research the Hiring Manager prior to completing these forms to get a feel for your compatibility with them.  You should seek out and complete as many surveys as possible to understand more about yourself and your compatibility with others.Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  6. 6. Some High Quality Enterprise Software End Users Minimum of 1,000 Software Developers on Staff Highly Regulated by Government Excellent Entry Level Environment and Early Career Networking Opportunity Communications Aerospace/Defense Automotive Finance, IT and moreCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  7. 7. Enterprise ALM Software Vendors Companies listed below add tremendous value to a Career Profile if the CLM guidelines herein are respected Large Prod./Svcs. Med. Prod./Svcs. Enterprise ALM Products ALM Consulting Services 10,000+ Empl. 5,000-10,000 Empl. 100-1,000 Empl. 10,000+ Empl. Acquisition Growth Acquisition Growth Organic Growth 3rd Party & CustomizedCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  8. 8. Enterprise Application Engineer Opportunities • Developers • Task Oriented/Time Management • Architects • Scale/Vision/Experience • People/Product Managers • Leadership/Marketing • Field Engineers • Presentation/Sales • Consultants/Trainers • Entrepreneurial/Presentation/ Education The Faster you Identify your Goals, The BetterCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  9. 9. Choosing your Path PROG./Q&A/DEV./APM >> FLD ENG./PM/LEAD/SA/ENTR >> HOME COMPENSATION TRAVEL OFFICE/COMMUTE PRODUCT/ WORK BOSS SERVICES DAY/HOURS >> EA/FLDMGR/DIR/VP/AN LENGTH OF ADVISOR/MENTOR COMPANY SIZE COMPANY REPUTATION EMPLOYMENT SKILLS MATCH RUNG ON THE INCENTIVES LADDER CONNECTIONS TITLE UNFORESEEN ISSUES << CEO/CIO/CTO/CONS/INVESTORCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  10. 10. ALM Engineer Career Lifecycle 20-25 (Formative) >> 25-35 (Risk/Specialty) >> POSITION EMPLOYER Hands on, Internships, Entry Larger Employer, Multi-Prod./ Svcs, Level, Low Compensation, Lg. Developer Staff, Office Flexible Travel Horizontal Industry, 5-7 yr. tenure Specialized Focus, Increased Med.-Lg. Employer, Focused Compensation, Geo./Vert Focus, Prod/Svcs., Vertical Industries, 7-10 35-50 (Earnings/Growth) >> Up to 5+ days/wk Travel yr. tenure , Office Daily /Home Office Corporate Leadership, Upside Small to Med. Employer, Specialty Earnings, Industry Recognition, Products/Services, Vertical Focus, Relo, Equity, 3-5 days/wk Travel 3-5 yr. tenure, Home Office Option 60+ (Elective) >> Subject Matter Expert, Partnership Small to Lg. Employer, Specialty Earnings, Industry Leadership, Products/Services, Vertical Focus, Top Office Status, Limited Travel 3-5 yr. tenure, Mgmt., In Office Board Of Directors, Entrepreneur, Start-ups, Re-Starts, Industry Author, Patents, Speaker, Council, Motivational, Mentorship, Visionary, Consultant, Open Sched Retirement << 50-60 (Seniority/Stability)Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  11. 11. What should a Career Coach do for you? • Offer an Objective view of your industry and It’s Employers • Position your Brand (Linked in profile and Resume) to attract increased interest among key hiring managers • Provide Research Metrics of potential Employers to match your individual goals with a minimum of 3 sound options • Provide written communication confirming his understanding of your needs, particularly non-negotiable terms. • Coach you on the Interview Process every step of the way • Be in direct contact with the hiring manager • Make every attempt to get paid by the employer for your placement to offset or replace Individual fees • Offer on-boarding support and on the job consultation for at least 6 months after placement Be Honest and Professional at all timesCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  12. 12. Entry Level Job Description Junior Solutions Architect - Software Development Lifecycle Tools My client is an industry leading, publicly traded $200 Million Application Development Lifecycle tools software company looking for an entry level candidate to offer the unique opportunity to grow within the high tech software industry as a product specialist. This position will provide exposure to product development, product marketing, product management, and pre-sales. Required Technical Skills: Working administrative knowledge of Windows and UNIX/Linux systems. Able to present technical concepts of your senior project in a clear manner. Able to resolve moderately complex problems, work with peers, and demonstrative leadership skills. Development experience and knowledge of domain tools a plus, but not required. Candidates for this entry level position must have received a bachelor’s degree, or master degree, in any one of the following technical area: Electrical Engineering, SW Engineering, Physics, Mathematics, or Computer Science. Excellent communication skills, presentation experience, and technical writing skills are required. Recent college graduate encouraged. Entry level pay up to $55K+ first year after incentives. Travel will be required, including international travel. References are required (professional and academic).Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  13. 13. ENTRY LEVEL- POST DEGREE- RESUME EXAMPLE LIST UNIQUE DIFFERENTIATING KEYWORDS (See below highlighted in Red) REMOVE UNNECESSARY WORDING (See below in Blue) OBJECTIVE Entry-Level Software Engineering/Development Position EDUCATION •Master of Science, Computer Science GPA: 3.58 •Related Coursework: •Design of Database Management Systems •Software Engineering Techniques •Operating Systems Design •Software Engineering Techniques •Computer Systems Architecture •Data Security and Encryption •Discrete Mathematics •Problem Solving Strategies •Graduate Project: A “Computer Science Tutor” user interface application developed in VB .NET which allows users to generate a graphical drawing of a binary tree along with pointer variables. This project is the first step in creating a complete application which will generate the code necessary for the creation of the user’s binary tree and pointer variables. •Bachelor of Arts, Economics, International Area Studies GPA: 3.33 TECHNICAL SKILLS •Programming languages: • C++ XML SQL • Java Visual Basic .NET Perl • HTML Visual C# .NET CGI •Knowledgeable in Microsoft .NET Framework, J2EE, UNIX and UMLCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  14. 14. WORK EXPERIENCE Sample 1 •Spanish Translator •School District Office •Translate written educational, psychological and speech reports into Spanish •Serve as translator in educational meetings •Administer Speech/Language and Psychological examinations in Spanish. •Bilingual Instructional Assistant •Elementary School, •Assisted teachers with the implementation of an intensive summer language program for third and fourth graders •Facilitated student reading groups •Assisted students with science projects and assignments. •COMMUNITY INVOLVEMENT •Assistant Treasurer •Assisted the treasurer of a city council campaign in managing over $30,000 in contributions •Utilized financial program to collect and maintain accurate records and to generate reports •Organized and managed campaign contributions and fundraisers.Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  15. 15. WORK EXPERIENCE Sample 2 •Compaq Non-Stop Server Group on University Campus • “Group Leader, Software Designer, Liaison” ~15-25 Hr/Wk •Lead 5-person team in a University project course sponsored by Compaq. •Created high and low level design using UML. •Implemented backend Splicer/Parser Module in VS C++ using MFC and XML. •Demoed finished project to Compaq Managers/Developers. •Resulting software beat a competing solution & was called "best result in 5 years of doing the program", by Compaq Non-Stop Manager. • Biomedical Company • “Engineering Support, and Testing ~30 Hr/Wk •Performed requirements validation testing for Ambulatory Infusion Pump. •Gave regular presentations before Project Managers and Developers. •Documented tests, testing devices, and testing results for FDA review. •Applicatio Service Provider • “Quality Assurance Testing” ~30 Hr/Wk •Designed and ran testing procedures for resource management software. •Isolated and documented bugs reported by customers. •Managed drives & replicated environments to match customer scenarios. •Assisted PC Admin with internal hardware and networking concerns. • • Auto Dealer • “Assistant Technology & Network Administrator” ~40 Hr/Wk during break, 15+ during school •Troubleshoot Networks and PC’s. •Deployed hardware/software (Dealertrak Terminal Services, ADP, etc). Provided technical Support to employees at several locations. Networks administered were based on Windows 2000 Server. •Tech Assistant •Temp Data EntryCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  16. 16. Activities •Campus Newspaper "Coordinator, Founder, Webmaster ~7-10+ Hr/Wk - School Lead team of 4/5 for student-run online community. •Used: HTML, PHP, IRC server. Implemented web-based interface for email. •Set up IRC Server with web interface. •Sailing Association •Association for Computing Machinery. •Assistant Scout Master •Volunteer Preschool TA, •Church, Lecture •Honors: •Eagle Scout •Dean’s List •Hobbies: Sailing, Capoeira, Skiing/Snowboardingm Hiking, Reading, PC Enthusiast •Background: US CitizenCareer Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  17. 17. "Interview strategy" Please Read my interview guidelines completely and do Not rely on past interview success alone to succeed in this interview. By using my interview coaching and giving my guidelines the "benefit of the doubt" based on my over 100 permanent placements and thousands of reasons for hearing candidates rejected, you will be successful in This interview. The person giving the interview is Not a better Interviewer than you, they do not have the upper hand and they will not intimidate you. You are not an interview expert. This will only give off an high brow attitude to the interviewer if they think you act like, or want to impress them, with your “interview skills”. Be Humble. Defer to the Interviewer. Let them “teach” you something in the interview. After all, they are not hiring you because of your interview skills right? Claudio is the only "interview expert" for This interview as I am in contact with many parties at the company as well as other candidates, and I know what you need to do to be successful in This interview and with This employer. "Interview guidelines“ ABS- ALWAYS BE SMILING1. STICK TO THE RESUME. What I mean is that if I set up a phone interview, I have done my homework. I want you to assume that "they want to Hire yourResume". Meaning that there is nothing you can say to get you hired more than that. The number one reason I see people not moving forward in the interviewprocess is that they bring up examples, or topics, or talk about people Unrelated to their resume.Particularly when there are more than one person involved in the interview process. i.e. Keeping it simple and sticking to the resume will help you be consistentin your answers. e.g.- In interview 1 you answered question A with answer/example X, and in interview 2 you answered question A with answer/example Zwhich is not on your resume. If the two people talk about you post interview there is a chance they will check notes and wonder why you did not put answer Zon your resume and Why you gave different answers.I even go as far as to suggest you consider the "Concept" that Hiring managers choose to look beyond the resume to interview you in order to find what is wrongwith you, or what they do Not like about you. By considering this "Concept" as relevant, You can be more conservative in your conversations and revert back toexamples from your resume.Unless the interviewer asks you to, use examples that are listed on your resume And preferably ones that can be backed up by your References. Even if theytry to get you to divert from the resume, try to get back to it ASAP.2. HAVE A CLEAR OBJECTIVE- Your clear objective of a phone interview is to get a face to face interview. You should Not expect to get an offer. Youshould Not expect to talk about compensation, you should Not expect to approach any Hard choices. Even if the interviewer goes there, try your best torespectfully, back up a bit and see if you can meet them before you go there. You can say things like …At this stage, I am flexible if we have a fit. I am excitedabout your company and the prospect of meeting you and your team and will make myself available for you.Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  18. 18. 3. TELL ME ABOUT YOURSELF (What have you been up to?)…You should have a strategy to answer this question. Your response must be quick andconfident. The following is my opinion taken from thousands of exit interviews…This is a default interviewer question. It is designed to set the tone for the interview. One of two things are in the mind of the interviewer at the time of thisquestion.3A. If you want to set a tone as being “witty” and “light” …Use a pre-determined attempt at humor with a joke or dry humor joke. E.g. (Very dry)- Well, I just tooksurfing lessons and I decided it’s too cold in the water and I am going to stick with skateboarding. Have you tried surfing?(Smile)... E.g. (Middle of the road)Well, I woke up all excited to meet you and then I read my horoscope and it said I will have challenges today…. Just kidding.(Smile) i.e. Use humor to getyour people skills across and test your compatibility with the Interviewer. If they don’t follow you, then you are probably in the wrong place anyway. Dependingon your confidence level you can go extreme on this or middle of the road and get a read on the interviewer and build from there.OR3B. Completely professional and on track with the interview objective- (Stick to the resume). Compliment the interviewer…“Great question!”…i.e. Make itsound like you think it is a great question and then respectfully re-direct the interviewer back to your resume… “As it pertains to my career, I have been…”,“Careerwise, I have been…”, etc. OR direct them to the job description and address as many examples from the job description that are covered on yourresume and at some point I recommend you ask them if they have any questions from your resume.4. STICK TO THE JOB DESCRIPTION. Use examples and experience that points to the line items on the job description. Your interview should be plannedaround as many examples of what you can do and will do that are listed on the job description. If you mention the words "job description" at least three timesduring the interview, you will make a positive impact.5. Be positive in regards to all, even bad experiences with your current or past employers. Give concise reasons about why you left and then why you joinedthe next company. Some common acceptable reasons for leaving...Recruited away for career advancement. Company ran out of funds (Although this mayshow that you make bad choices). Company was not investing in new products or growth. Market shift possibly due to a significant event..Dot bomb, Enron,911, etc.6. THE INTERVIEWER SHOULD TALK 50+% of the time at least. Plan on phone interviews going 15-30 minutes. The shorter the better as your Mainobjective is to get a face to face meeting. If you refer to getting together at least three times, you will get the face to face. Use your time wisely and have pointsyou want to make planned out. In person interviews should go 45-60 minutes Have a clock available for phone interviews and a watch for in personinterviews. Time yourself talking 30 seconds at a time and answering questions in 30 second intervals not to exceed 2 minutes in person. If the interviewer isstruggling for conversation, ask open ended questions like: How did you get started here? What makes you successful at this company?7. Poor reasons to say you left a company- Anything that is a lie or can not be verified. Some poor reasons to leave... To travel less (Mostly significant intraveling positions. But, can work in your favor fo non traveling positions). Did not like your boss. Companys options/stock price was too low, company was onhard times.8. COMMON AND ACCEPTABLE REASONS TO JOIN A COMPANY...Career advancement. Followed your manager whom you had success withpreviously. Believe in the technology.9. POOR REASONS TO JOIN A COMPANY...Travel/location (Previously stated). I needed a job. Anything that is a lie or can not be verified.10. Basically, my point is there are many reasons to leave and/or join a company and based on my 12 years of doing this, I can help you develop a concise andpragmatic pattern while being truthful and honest.Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  19. 19. 11. Keep an open mind to the opportunity even though you may have more questions. (Ask me as many questions as you need to in order to keep theconversation with the interviewer focused on you and him and your ability to do the job and work well with him.)12. (For phone interview)- Be confident in your intentions of working for them and try to offer examples of your face to face people interview skills so thatyou can get to the next step which is an in-person interview. Drop hints of your in-person/face-to-face people skills including offering that you havepresentations on your laptop or enjoy working on the white board...All things said to entice the interviewer to want to meet you.13. Bring at least 3 clean copies of your resume in a notebook folder to take notes. Have a copy of your resume in front of you in the interview. Also have acopy of the job description printed and in front of you.14. Keep answers to questions short direct (e.g. Yes, I worked there for 6 months or No, I have never sold a $100k deal)…and then ask if more explanationis necessary, “ But, I can offer some other examples if you like”, OR “I can go on and on”, OR “I can add more if you like”, etc. Do Not ramble on, or digressfrom the question asked.15. Show interest about them as a company and the products. However, also act in a manner that you want to be given good reasons for leaving what youare doing now. E.g. You should ask questions like...How have others done in this position? How would you compare working here to other similar sizedemployers in the space? How did you get started working here?16. Study up on the products and the competitors. Perhaps even have a “go to market” strategy.17. (For phone interview)- I hope that each of these interviewers generally likes you when the call is done. It is not as necessary for you to "prove" to themthat you are the expert on the technology...Unless they ask.18. Answer questions directly. Don’t digress from the question asked and keep dialogue to 1-2 minutes in person, or if on the phone - 20 seconds max.before you check in and ask "Does that answer the question?, would you like me to elaborate, etc..19. Watch the interviewers eyes, shoulders, and hands to see if they are getting antsy with your conversation and then stop talking ASAP.20. Show enthusiasm for the opportunity. (Do not play hard to get)21. Have 2-3 relevant examples and/or subjects pre-planned to talk about so you retain some control of the direction and outcome of the conversation andthusly the interview. These examples should be on your resume and even better, be referenceable by your references.22. Have concise and simple to understand reasons for why you left each of the jobs on your resume and why you joined the next job. e.g. If you leftbecause you hated your boss…Say you left for a better opportunity, or you got recruited away, etc. I am not saying lie or cover anything up, just use ananswer that is true, but not ugly true. (For Final interviews, review the answers you gave in the previous phone interviews and be consistent with thosecomments/answers). e.g. DO NOT think they want to hear something different...This only increases a risk of doubt.23. Review the months AND the years of employment. e.g. you put 1996-1998 on a job. This could be 13 months or it could be 35 months. 1999-2000 couldbe 1 day or 23 months and 29 days.Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  20. 20. 24. Do not use your current employer as a bargaining or negotiating tool. This is very tempting, but shows two negative things- 1. Immaturity- Mature jobseekers know that if they ever tell their current employer that they are leaving, or threaten that they are leaving, the employer will immediately try to keep them,but in the long term let them go at the first opportunity. 2. Insincerity- If you tell the interviewer that you may still stay at your current employer, for whateverreason, they will think you are not serious about a new position and immediately dismiss you as a candidate.25. Always put your contact info on e-mails. Either put an auto signature in your outlook, or manually add your full name, best message phone number, e-mailaddress, and City/State to every e-mail. This makes it easy for the recruiter and the interviewer to find you when they need to without searching there databasefor your contact info. Believe it when I say that this one detail alone could win, or lose you an offer.26. End the interview with a positive note and with a specific understanding of where you stand and what the next step is.27. Send a thank-you e-mail with some fun facts from the interview and always cc: me on all e-mails.Career Lifecycle Management- Cal Poly Pomona- CSS- Claudio Weinstein- Presentation 4/18/2013 © Telelogic AB
  21. 21. © Telelogic AB

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