September 9, 2014 at 8:48 pm
Comments posted to this topic are about the item Prepping for 2015
September 10, 2014 at 3:48 am
So as I have written a PowerShell library on top of the management Cmdlets for Office365 does that mean that I am ahead of the curve??? At last!!!
Strangely for me I am finding that at this point in my career that the demands on me mean that I am stretching my knowledge in multiple directions including both directions of time i.e. I am providing value by being on top of new, or at least recent, technologies as well as picking up legacy skills in order to provide enterprise wide coverage.
It is hard work but very rewarding.
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
September 10, 2014 at 7:07 am
It is surprising to see someone put PowerShell at the top of the list; maybe because the website is geared toward Windows Server administrators, and Microsoft is phasing out VBScript and DOS. Still, I've never considered PowerShell a "hot" skill that HR and recruiters are looking for in a candidate. It's about like asking a building contractor if they know how to use duct tape.
Even the most proficient PowerShell users probably don't code it on a daily basis.
"Do not seek to follow in the footsteps of the wise. Instead, seek what they sought." - Matsuo Basho
September 10, 2014 at 7:17 am
Eric M Russell (9/10/2014)
It is surprising to see someone put PowerShell at the top of the list; maybe because the website is geared toward Windows Server administrators, and Microsoft is phasing out VBScript and DOS. Still, I've never considered PowerShell a "hot" skill that HR and recruiters are looking for in a candidate. It's about like asking a building contractor if they know how to use duct tape.Even the most proficient PowerShell users probably don't code it on a daily basis.
I think that it is because it is (relatively) new, has had slow take up and is a cross role skill i.e. it is becoming needed for so many different positions such as system administrators, DBAs, developers, DevOps, etc.
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
September 10, 2014 at 8:30 am
Eric M Russell (9/10/2014)
It is surprising to see someone put PowerShell at the top of the list; maybe because the website is geared toward Windows Server administrators, and Microsoft is phasing out VBScript and DOS. Still, I've never considered PowerShell a "hot" skill that HR and recruiters are looking for in a candidate. It's about like asking a building contractor if they know how to use duct tape.Even the most proficient PowerShell users probably don't code it on a daily basis.
I think that is changing a little, but the demand is more likely that PoSh is being used more in administration of systems and when people leave, you need new people that understand it.
September 10, 2014 at 12:37 pm
My first impression was that these are the same "hot skills" as last year and the year before that. The order might be different, as someone was surprised to see Powershell at the top, but it has been in the forefront for a while.
September 10, 2014 at 12:53 pm
Soft Skills is not being a socialite nor a schmoozer nor a hard nose is sheep's clothing. You have to be you and you have to be genuine. But you have to have tact and operate as if the others matter. I have heard it said that a persons attitude determines their altitude, and to a degree, it does.
M.
Not all gray hairs are Dinosaurs!
September 10, 2014 at 4:16 pm
Steve, you've brought up a great topic again, and I've just got to jump into this one. As someone whose been recently downsized due to budget cuts, today's topic is extremely relevant to me. Before being laid off I had worked continuously for about 20 years at difference jobs, so there's some things I'd like to share from my experience, which may help others who find themselves in a similar situation this year or next. That is one whose been working for a long time and then finds themselves downsized due to budget cuts or something similar.
The first and biggest surprise to me, once I joined the ranks of the unemployed, was when I discovered just how long it takes for anything at all to happen. What I'm referring to here is the how long it takes companies to do anything at all! Before I knew that I was going to be downsized I was doing some job hunting, but it wasn't putting in much effort. You know I was one of the, "I'm currently employed but just testing the waters" type of thing. So when I went to full time job hunting I was very surprised at how long it takes. I was very naïve at the beginning. I thought that if I applied for a local job on Monday, then I would likely get a call back from the company trying to schedule a job by Thursday or Friday at the latest. WOW, is that totally wrong! My experience has been that, if you apply for a job, even a local job, on Monday, the very earliest you can expect to get a call from a company is 3 weeks later. And it's just the speediest companies that call you back for an interview 3 weeks later! I've got active applications in with companies that I applied for months before I even knew that I was going to be downsized. One of them dates back to March! That's 6 months ago!! I've no idea at all how a company can sit on an open requisition for at least 5 months doing nothing at all with it, but they do. The incredibly slow rate at which companies respond to the job postings they put out there is the biggest shock in looking for a new position.
The second huge surprise to me has been the very low percentage of companies that won't spend a dime on either training of their employees or development of their careers. Many times on SQL Server Central we've been admonished that one needs to take responsibility for their own career development. I agree with that, and one way that can manifest itself I believe is to ask, during an interview, if that company does anything at all like support training or perhaps even allow their technical staff to go to a conference. To give you an idea of how few companies actually support the idea of training I'll illustrate it from my own experience. Every company I send a resume to or apply with, I always print out the job I've applied for. Printing in duplex in order to save paper. I them stamp out 3 holes so I can put those pages into a 3-ring binder. My 3-ring binder is 3 inches thick. That 3-ring binder is now too small, due to all of the jobs I've applied for. Either I've got to get another 3 inch binder or get a larger binder. Not all, but many of those jobs I've had an interview with, either in-person, on the phone or by Skype. I always bring up the question about training. Of all of the companies I've interviewed with, only two make allowances for training. Just two. That has been a big surprise to me. In a previous job I learned the importance of keeping one's skills up to date, so ever since that time my concern has been to try and go to a company that pays for training. I can see, though, that since getting my last job companies now don't seem to care at all about training their employees. Yes there's exceptions, but those are rare exceptions. Now, to be fair, some of those other companies I've applied for do pay for Pluralsight subscriptions, which at least is something.
As an aside, I'd like to bring up the three ways I know of for learning some new technology. You can either get a good book on the subject and read it, or you can go to a class (either in person or virtually) and listen to an instructor teach you, or lastly you can do something like online video training (e.g.: Pluralsight, LearnNowOnline and others). For me, a book is great as a reference. I love books and use them, as references. I learn best by attending a class on the subject I'm trying to learn, or going to a conference where it will be taught. The reason why that works best for me is because during a lecture I always will think of two or three things that I don't understand that I see are consequences of what the instructor is saying. I need to be able to ask the instructor what he/she meant by something, or what if I were to do such-and-such, or what happens in this or that scenario. You just can't do that when there's a recording of someone imparting their wisdom in a fixed manner, like on Pluralsight. With some online video training courses you can ask questions in forums, and if you're lucky the instructor will answer them, but that still isn't the same as asking the instructor, on the spot while he/she is lecturing to please explain better some idea. I do find online video training sites to be useful, but I've taken some courses online and at the end of them just haven't felt like I learned the subject. A classroom setting (either in person or virtually) works best for me. Perhaps you do better with books or online video training centers like Pluralsight; your mileage may vary.
The third thing I want to say I've learned and what's surprised me the most, during this time of unemployment, disagrees with what Steve said in his article, and that relates to soft skills. In all of the interviews I've had, if those interviews were more than just the "getting to know you" type of thing, there was always technical questions. Things like how to solve a technical issue of some sort. Here's some code, what does it do? Do you know what S.O.L.I.D. means and describe it? Describe what the first, second and third normal forms mean, etc. But what has surprised me about all of my interviews is just how little time the soft skills questions took up. In my previous position I was what was known as the "go to guy". Whenever anyone had any problem they needed solving, or they were frustrated with an application we wrote, or something appeared to have gone sideways on them, they nearly always came to me. I was known as the guy they could talk to and who would listen. I know that sometimes people don't want an answer right away, they want to vent because they're frustrated or scared of something. I know how to not answer someone right away in that situation, and let them vent. It may take 10 to 15 minutes before they've gotten whatever it is that's bothering them off their chest, before they're willing and able to talk about the technical issue that's bothering them, but I've learned to wait and not hurry them. I respect my users and leave it to them to relate to me in the way they want to. And my users have loved me for that. I believe I was the best one at this way of dealing with users. However, in most of the interviews I've been in, the soft skills questions have been, at most, one or two questions. Yes, there's been exceptions, but they're rare. Before I left my last job my coworkers all said that I should get a new job quickly because I get along with people so well. I'm surprised that this hasn't made a bigger difference.
One final thing and I'll be done, at least for now. 🙂 Something that's been hard for me and still is hard is trying to figure out what it is that I'm deficient at. For the last 3 dozen jobs I've interviewed for and lost, I've asked the company or recruiter what it was that I appeared to have lacked that prevented me from being the one they chose. I'm very disappointed to say that almost no one will tell you. I don't know why that is. I wonder if there's some legal thing preventing a company from helping the job seeker determine what they could have done better, what skill they could learn, etc. I don't know what it is, but of all of the companies or recruiters I've asked, only two have told me. That's helpful, and I'm doing what I can to improve on those skills while still being unemployed (can't afford any classes, obviously). If you find yourself in this situation, I encourage you to ask why you weren't chosen as well, but honestly don't expect that anyone will tell you.
I hope that this is, or will be, a help to someone.
Rod
September 10, 2014 at 7:13 pm
Good luck, Rod, and hope something shakes loose.
The soft skills are important, but they won't be direct asks in many interviews. However the way you answer, interact with interviewers, even greet the receptionist can all matter. You can make a bad impression, a good impression, or no impression on the people. I'd say two of those three are bad.
Companies that leave openings on the books often just cant' find the person they want. Or they don't like people for some reason. However hiring also isn't the first job of many people and things can move slow. I know I was rarely in a hurry to take time to interview new people.
I think you're doing the right things, but keep networking with people you know and asking about opportunities. You might also see if a friend will mock interview you, especially if they interview for their company. They might help you get a feeling for how you're doing. I do know companies can be reluctant to disclose non-hiring choices for legal reasons.
Good luck again.
September 11, 2014 at 3:27 am
Hey Rod. Good luck chap. Steve is right in everything that he has said in my experience.
As for the feedback, there are two sets of people you usually have to have onboard to get feedback; the recruitment agency and their client.
In my experience, the recruiters care little about failed placements especially when the role is filled (whether through them or not). Also, the recruiter tends not to want to upset either the client or the applicant. But especially the client. So they don't want to feel that they are hassling the client for information they don't see as benefitting them. Also, sometimes recruiters do not want to share the information for fear that it is passed on to competitor recruiters.
Some clients have a similar opinion: if they didn't want you then why would they bother waste their efforts in expressing why? I disagree with this as it provides a way with guiding recruitment agencies' further selections, it enables fellow IT practitioners (fellow human beings???) to improve themselves and it causes better reflecting upon ones own choices i.e. are we sure that we turned down the candidate for the right reasons.
One solution is to ask for feedback at the end of the interview. This gives the client an opportunity to respond immediately without being fettered by the recruiter. Also it prompts them to provide greater feedback to the recruiter and, perhaps, inform them of their expectations that it is passed on. However, if a client doesn't want to provide feedback then I am a strong believer in not pushing for it as one is likely to have written off even an outside chance of getting the position and the feedback will be less likely to be accurate. If you do ask for feedback then please do so in a positive way i.e. don't ask it as though you haven't got the position. Remember a smart employer (and they do exist) will want you to consider yourself at a starting point (no matter how high the bar) when you join and will expect you to improve.
Once again, keep going as you don't know whether the position you get will be one that takes 6 months to come to fruition or the call when they ask you to interview that afternoon and start the next morning.
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
September 11, 2014 at 7:41 am
Doctor Who 2 (9/10/2014)
...The first and biggest surprise to me, once I joined the ranks of the unemployed, was when I discovered just how long it takes for anything at all to happen. What I'm referring to here is the how long it takes companies to do anything at all! Before I knew that I was going to be downsized I was doing some job hunting, but it wasn't putting in much effort. You know I was one of the, "I'm currently employed but just testing the waters" type of thing. So when I went to full time job hunting I was very surprised at how long it takes. I was very naïve at the beginning. I thought that if I applied for a local job on Monday, then I would likely get a call back from the company trying to schedule a job by Thursday or Friday at the latest. WOW, is that totally wrong! My experience has been that, if you apply for a job, even a local job, on Monday, the very earliest you can expect to get a call from a company is 3 weeks later. And it's just the speediest companies that call you back for an interview 3 weeks later! I've got active applications in with companies that I applied for months before I even knew that I was going to be downsized. One of them dates back to March! That's 6 months ago!! I've no idea at all how a company can sit on an open requisition for at least 5 months doing nothing at all with it, but they do. The incredibly slow rate at which companies respond to the job postings they put out there is the biggest shock in looking for a new position.
...
My own experience has been that, it appears nothing is happening for several weeks, but then I get about three call backs within a matter of a few days. It seems as if HR departments in unrelated organizations are all waiting on some queue before they make a final hiring decision. After all, at a higher level the process is driven by executive management, and they all read the same economic reports. But regardless of how long my past job searches have been, regardless of how long the dry spell, I've always had at least two job offers on the table to choose from. Then in the weeks following the start of my new job, I'll get several more call backs. At least that's how it's been for me. You just have to be ready to ride the waves when they come.
Regarding what you said earlier about hiring managers not disclosing the specifics of why they chose not move forward after the interview; the truth is that they probably don't know for sure themselves. It could be that you're perfectly qualified technically, but you remind them too much of the last guy who walked out on them; which isn't so much about you as it is about them. I wouldn't fret over it; it's typical not receive constructive feedback.
"Do not seek to follow in the footsteps of the wise. Instead, seek what they sought." - Matsuo Basho
September 11, 2014 at 7:58 am
Another thing that you should do is create a portfolio of your accomplishments. That makes it easier to interview. The first section is your resume's (both time oriented and job oriented). Then education accomplishments and any certificates. Some examples of you work, like stored procedures, etc. Maybe a community contributions, like thank you letters from organizations. And I am ex-USAF so I have a military performance reports section.
It's in a nice zip-up three ring binder. When I walk into an interview, that helps prove I'm not just blowing it out my a$$, You might want to consider putting one together.
----------------
Jim P.
A little bit of this and a little byte of that can cause bloatware.
September 11, 2014 at 9:53 am
Jim P. (9/11/2014)
Another thing that you should do is create a portfolio of your accomplishments. That makes it easier to interview. The first section is your resume's (both time oriented and job oriented). Then education accomplishments and any certificates. Some examples of you work, like stored procedures, etc. Maybe a community contributions, like thank you letters from organizations. And I am ex-USAF so I have a military performance reports section.It's in a nice zip-up three ring binder. When I walk into an interview, that helps prove I'm not just blowing it out my a$$, You might want to consider putting one together.
Yes, yes, yes. Personally I think your blog/LinkedIn/website should have this. A great summary of things you've done, organized and detailed to explain how you solve problems, code, get work done, etc. Printing it out for an interview is a great idea, as well as having it available for the company to perform due diligence.
September 11, 2014 at 10:21 am
Steve Jones - SSC Editor (9/11/2014)
Jim P. (9/11/2014)
Another thing that you should do is create a portfolio of your accomplishments. That makes it easier to interview. The first section is your resume's (both time oriented and job oriented). Then education accomplishments and any certificates. Some examples of you work, like stored procedures, etc. Maybe a community contributions, like thank you letters from organizations. And I am ex-USAF so I have a military performance reports section.It's in a nice zip-up three ring binder. When I walk into an interview, that helps prove I'm not just blowing it out my a$$, You might want to consider putting one together.
Yes, yes, yes. Personally I think your blog/LinkedIn/website should have this. A great summary of things you've done, organized and detailed to explain how you solve problems, code, get work done, etc. Printing it out for an interview is a great idea, as well as having it available for the company to perform due diligence.
I'd also reccomend a blog over a 3" ring binder. A link to the blog can be included in the resume, so the organization can review it prior to the interview. Bringing a binder in person to the interview seems a bit awkward, many interviewers don't even give a three page resume the full attention it needs. I can image the IT staff participating in the interview process having a chuckle afterward regarding the guy with the binder. However, I could be wrong about that. It may depend on the industry and type of interview process. In some situations it may be expected for the candidate to bring a portfolio of some type.
"Do not seek to follow in the footsteps of the wise. Instead, seek what they sought." - Matsuo Basho
September 11, 2014 at 10:49 am
Eric M Russell (9/11/2014)
Steve Jones - SSC Editor (9/11/2014)
Jim P. (9/11/2014)
Another thing that you should do is create a portfolio of your accomplishments. That makes it easier to interview. The first section is your resume's (both time oriented and job oriented). Then education accomplishments and any certificates. Some examples of you work, like stored procedures, etc. Maybe a community contributions, like thank you letters from organizations. And I am ex-USAF so I have a military performance reports section.It's in a nice zip-up three ring binder. When I walk into an interview, that helps prove I'm not just blowing it out my a$$, You might want to consider putting one together.
Yes, yes, yes. Personally I think your blog/LinkedIn/website should have this. A great summary of things you've done, organized and detailed to explain how you solve problems, code, get work done, etc. Printing it out for an interview is a great idea, as well as having it available for the company to perform due diligence.
I'd also reccomend a blog over a 3" ring binder. A link to the blog can be included in the resume, so the organization can review it prior to the interview. Bringing a binder in person to the interview seems a bit awkward, many interviewers don't even give a three page resume the full attention it needs. I can image the IT staff participating in the interview process having a chuckle afterward regarding the guy with the binder. However, I could be wrong about that. It may depend on the industry and type of interview process. In some situations it may be expected for the candidate to bring a portfolio of some type.
Now that's a neat idea I'd never considered. I'm going to have to chew on that one.
I'm always in the mood to further my skill set, so I found the article interesting. There are a number of things I've been putting off and Power Shell is one of them. I want to learn it, but then I think about time and...well. You know how it goes.
Thanks for a good article, Steve.
Viewing 15 posts - 1 through 15 (of 16 total)
You must be logged in to reply to this topic. Login to reply