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  • How to market yourself as a software developer?

    - by karlphillip
    I have noticed that this is a frequent issue among younglings from technical areas such as ours. In the beginning of our careers we simply don't know how to sell ourselves to our employers, and random guy #57 (who is a programmer, but not as good as you - technically) ends up getting a raise/promotion just because he knows how to communicate and market himself better than you. Many have probably seen this happen in the past, and most certainly many more will in the future. What kind of skill/ability (either technical, or of other nature) do you think is relevant to point out when doing a job interview or asking for a raise, besides listing all the programming languages and libraries you know?

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  • How to market yourself as a software developer?

    - by karlphillip
    I have noticed that this is a frequent issue among younglings from technical areas such as ours. In the beginning of our careers we simply don't know how to sell ourselves to our employers, and random guy #57 (who is a programmer, but not as good as you - technically) ends up getting a raise/promotion just because he knows how to communicate and market himself better than you. Many have probably seen this happen in the past, and most certainly many more will in the future. What kind of skill/ability (either technical, or of other nature) do you think is relevant to point out when doing a job interview or asking for a raise, besides listing all the programming languages and libraries you know?

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  • Wide gap in my resume as a Java developer. What are must-have skills required to get hired those days? [closed]

    - by OnlineAlien
    For some legal reasons I haven't worked for anybody for the last 12 years. I am a java web developer or at least I am thinking so. For this period I have been working on my project- some sort of business network - and I did few small jobs, so right now I feel I am far behind in terms of my skills and the skills needed today. I lingered too long on Struts and Hibernate and thought that could the job for my project. I need to get a job, right now, so I am spending most of my time brushing my skills. My question is: What are the current necessary skills that could convince employers to hire me regardless of my past employment or the lack of it. Right now I am on AspectJ, IoC and Spring Thanks

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  • Do you accept counter offers when recruiting experienced programmers? [migrated]

    - by MathAttack
    It is VERY hard to find good experienced programmers. Generally if they're performing well, their employers don't want to let them go, and many don't have resumes, let alone resumes in circulation. Let's say you find one who for personal circumstances is available. And let's say you make them an offer that's fair within your salary structure. And let's say you get a modest counter. (5-10% of the total offer side) Do you accept the counter? Part of me says, "Programmers like this are so rare, why let a small sum get in the way of hiring them?" The other part says, "This precedent will set up an annual headache." Thoughts? I know it's not black and white.

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  • Published Windows Phone 7 apps: good for the Resume/CV?

    - by pearcewg
    I'm a long time Microsoft developer who has recently started publishing Windows Phone 7 apps to beef up my current C#/.NET skills, and get more direct exposure to WPF/Silverlight, and of course because it is new and cool. So far I've published over 10 apps successfully. Is this a good thing to put on my resume? Does it appear to show a grasp of the latest Microsoft technologies? Any downside seen by potential employers? Would you put this on your resume, if looking for a full time professional Software Engineering position?

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  • What is the relevance of resumes in the age of GitHub, Stack Exchange, Coursera, Udacity, blogs, etc.?

    - by davidk01
    My resume is no longer relevant. It can no longer contain an adequate description of my technical abilities. One can get a much better sense of what I am capable of by looking at my GitHub repositories, my Stack Exchange profiles, and the various courses that I am taking at Udacity and Coursera. The problem is that I have no idea how to tell employers that those are the places to look if they want an accurate description of what I can do. Every time a recruiter contacts me I gently nudge them towards all the resources I just mentioned and I also provide a link to a publicly visible Google doc that contains my resume along with links to all those resources. Yet, they keep coming back asking for a more descriptive resume. How can I make it even more blatantly obvious that if somebody wants to hire me then they can save themselves a whole bunch of trouble by just clicking on a few links and browsing around?

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  • Matching my skills with Java and Web Programming

    - by John R
    here is my main question: What is the most common way that Java is used in web development? The reason I ask: I am currently in the process of finding my first internship. Every employer has a separate set of languages, technologies and acronyms they want their candidates to know. In school I did well with Java. As a hobby and interest I have developed a handful of web pages widgets, scripts, etc. My university emphasized Java, C and theory. My hobbies emphasize HTML, PHP, JavaScript, CSS, and a little jQuery, etc. I can't learn a dozen different technologies to satisfy most prospective employers (in what is left of the summer). I think my best bet is combine my skills with Java and my interests in web development. That brings me back to my original question: What is the most common way that Java is used in web development?

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  • Open Source: Is Testing/Bug Reporting A Major Contribution?

    - by dsimcha
    When evaluating contributions to open source projects, does testing the code on various real-world inputs, reducing a large number of complicated bugs to small test cases and filing good bug reports count as a significant contribution? I've done this for several open-source projects (specifically D compilers) where I wanted to help out but the codebase was too complicated to learn my way around in the amount of spare time I have. I'm interested in both the perspective of the main developers (those that write the code and fix the bugs) and from the perspective of employers (in case I want to put it on my resume at some point).

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  • Do you have any tips to help with applying to an international job?

    - by Herberth Amaral
    I've had some freelance jobs in my country (Brazil), working for different companies. I like to work to Brazillian companies, but I'm looking for some international experiences and I would like some advice. How do you hire foreign developers/professionals? How can I proceed to become more "visible" to the international employers? I don't want to leave Brazil for now, so I wonder if its possible to get good freelance jobs outside here. If you have worked like I'm willing to work, I'll be glad if you share your experiences ;)

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  • Twitter Customer Sentiment Analysis

    - by Liam McLennan
    The breakable toy that I am currently working on is a twitter customer sentiment analyser. It scrapes twitter for tweets relating to a particular organisation, applies a machine learning algorithm to determine if the content of tweet is positive or negative, and generates reports of the sentiment data over time, correlated to dates, events and news feeds. I’m having lots of fun building this, but I would also like to learn if there is a market for quantified sentiment data. So that I can start to show people what I have in mind I have created a mockup of the simplest and most important report. It shows customer sentiment over time, with important events highlighted. As the user moves their mouse to the right (forward in time) the source data area scrolls up to display the tweets from that time. The tweets are colour coded based on sentiment rating. After I started working on this project I discovered that a team of students have already built something similar. It is a lot of fun to enter your employers name and see what it says.

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  • Putting coworkers as references in CV [closed]

    - by Jaded
    My friend is working in one organisation for some time and wants to change a job. Problem is that motivation is money related (management is refusing to raise salary without any explanation despite 1) they don't have any questions nor problems related to his work 2) they promised raise long ago) and they won't find anyone to replace him. So they not just won't recommend him, but surely will say he is bad specialist and person as he leaves. Don't put that work in CV is not an option, so he thinks the possible solution is to reference his co-workers and teammates. He didn't work for them as employee, but he worked with them, so their (100% positive) feedback looks like fair compensation of what management will say. Is that correct? Looking for interviewers/employers opinion.

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  • Jobs asking for web design and development skills, should it be doubling the pay? [closed]

    - by Andy
    Should you demand twice as much money if the job's asking for two different sets of skills such as graphic design and computer programming? Sure you won't be doing 16 hours of work a day, but we all know that so much of the time is spent on communication between designers and developers, and if the designer and the developer is the same person, it would take way less time, and hence I think the pay should be doubled. If not double, how much more should you ask for? How much are employers usually willing to pay for such a polymath position? If you are hiring, would you prefer one polymath person or two specialists at the same cost?

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  • Best practices for Persona development

    - by user12277104
    Over the years, I have created a lot of Personas, I've co-authored a new method for creating them, and I've given talks about best practices for creating your own, so when I saw a call for participation in the OpenPersonas project, I was intrigued. While Jeremy and Steve were calling for persona content, that wasn't something I could contribute -- most of the personas I've created have been proprietary and specific to particular domains of my employers. However, I felt like there were a few things I could contribute: a process, a list of interview questions, and what information good personas should contain. The first item, my process for creating data-driven personas, I've posted as a list of best practices. My next post will be the list of 15 interview questions I use to guide the conversations with people whose data will become the personas. The last thing I'll share is a list of items that need to be part of any good persona artifact -- and if I have time, I'll mock them up in a template or two. 

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  • Continuing Education as a Part of Your Job [closed]

    - by Mike
    I work as a programmer for a mid-sized company (about 500 employees) in the medical industry. Before that I worked at a custom software development/consulting company. At both companies programmers were never officially given time to continue their education through taking classes, reading books or blogs, or doing research relevant to the job. At the software development company we were offered some money to pay for a class, but not offered any time off of work to take the class. I have been wondering, do most employers of programmers give time off of work to take a class, read a book, or do job related research? By time off of work I just mean some period of time where you can stop development; it does not have to mean leaving the office. I would be grateful to hear about everyone's experience with this.

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  • Revisiting the Generations

    - by Row Henson
    I was asked earlier this year to contribute an article to the IHRIM publication – Workforce Solutions Review.  My topic focused on the reality of the Gen Y population 10 years after their entry into the workforce.  Below is an excerpt from that article: It seems like yesterday that we were all talking about the entry of the Gen Y'ers into the workforce and what a radical change that would have on how we attract, retain, motivate, reward, and engage this new, younger segment of the workforce.  We all heard and read that these youngsters would be more entrepreneurial than their predecessors – the Gen X'ers – who were said to be more loyal to their profession than their employer. And, we heard that these “youngsters” would certainly be far less loyal to their employers than the Baby Boomers or even earlier Traditionalists. It was also predicted that – at least for the developed parts of the world – they would be more interested in work/life balance than financial reward; they would need constant and immediate reinforcement and recognition and we would be lucky to have them in our employment for two to three years. And, to keep them longer than that we would need to promote them often so they would be continuously learning since their long-term (10-year) goal would be to own their own business or be an independent consultant.  Well, it occurred to me recently that the first of the Gen Y'ers are now in their early 30s and it is time to look back on some of these predictions. Many really believed the Gen Y'ers would enter the workforce with an attitude – expect everything to be easy for them – have their employers meet their demands or move to the next employer, and I believe that we can now say that, generally, has not been the case. Speaking from personal experience, I have mentored a number of Gen Y'ers and initially felt that with a 40-year career in Human Resources and Human Resources Technology – I could share a lot with them. I found out very quickly that I was learning at least as much from them! Some of the amazing attributes I found from these under-30s was their fearlessness, ease of which they were able to multi-task, amazing energy and great technical savvy. They were very comfortable with collaborating with colleagues from both inside the company and peers outside their organization to problem-solve quickly. Most were eager to learn and willing to work hard.  This brings me to the generation that will follow the Gen Y'ers – the Generation Z'ers – those born after 1998. We have come full circle. If we look at the Silent Generation or Traditionalists, we find a workforce that preceded the television and even very early telephones. We Baby Boomers (as I fall right squarely in this category) remembered the invention of the television and telephone – but laptop computers and personal digital assistants (PDAs) were a thing of “StarTrek” and other science fiction movies and publications. Certainly, the Gen X'ers and Gen Y'ers grew up with the comfort of these devices just as we did with calculators. But, what of those under the age of 10 – how will the workplace look in 15 more years and what type of workforce will be required to operate in the mobile, global, virtual world. I spoke to a friend recently who had her four-year-old granddaughter for a visit. She said she found her in the den in front of the TV trying to use her hand to get the screen to move! So, you see – we have come full circle. The under-70 Traditionalist grew up in a world without TV and the Generation Z'er may never remember the TV we knew just a few years ago. As with every generation – we spend much time generalizing on their characteristics. The most important thing to remember is every generation – just like every individual – is different. The important thing for those of us in Human Resources to remember is that one size doesn’t fit all. What motivates one employee to come to work for you and stay there and be productive is very different than what the next employee is looking for and the organization that can provide this fluidity and flexibility will be the survivor for generations to come. And, finally, just when we think we have it figured out, a multitude of external factors such as the economy, world politics, industries, and technologies we haven’t even thought about will come along and change those predictions. As I reach retirement age – I do so believing that our organizations are in good hands with the generations to follow – energetic, collaborative and capable of working hard while still understanding the need for balance at work, at home and in the community! 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  • What sources of sample work should be used in a job interview?

    - by Joan Venge
    One of my friends has been laid off. When I talked to him, he said they didn't let him take a copy of anything he worked on. When he asked how to show what he worked on to another employer in an interview, he was told that he will have some explaining to do. Should we, as programmers, be allowed to take samples of our previous work former employers? What sources of code should we be expected to show off in an interview? When almost every employer asks for sample work, how are we to justify what can be sent? Is it our responsibility to maintain after-work projects for our entire life so we have code we can legally show to our next employer?

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  • What is the biggest weakness of students graduating with degrees in Computer Science?

    - by akobre01
    This question is directed more toward employers and graduate student advisors/professors but all opinions are welcome. What do you find is a common weakness of new hires and/or new grad students? Is it entirely variable dependent on the student and his or her university? Is there a particular skill or skillset that you wish new hires/researchers had expertise in and how can we remedey this deficiency? I realize that this question is general and really encapsulates two questions, one more about the weaknesses of new software engineers and one about the weaknesses of new researchers. However, both types of people tend to come from similar courses of study so I'm wondering if there is any overlap. Note: I am not a professor but I'm interested in how best to revise the undergraduate curriculum in CS.

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  • Question about whether I should pursue minors or work towards a masters [closed]

    - by user75493
    I'm a sophomore about to go into my Spring semester in a few weeks and I am trying to decide some major things that will affect the next few years of my life and was looking for some guidance/advice. I'm currently working towards a Bachelors in Computer Science and my question was whether I should minor in Corporate Strategy and Math or just work towards a Masters in Computer Science? I was wondering if employers are more looking for Masters degrees in Computer Science or if those minors could be beneficial to me. Some things that may affect responses: I already have all my other requirements filled for graduating except my Computer Science classes, I've already had an internship this past summer and am already hearing back from several companies about internships for this upcoming summer. Thanks in advance! - Alex

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  • how much is a graduate Information Technology (IT) degree worth?

    - by T. Webster
    I have a bachelor's degree in IS/MIS not CS, and a few years of software development experience now. I want to pursue some sort of graduate education that will give me more career options. I was wondering if it's worth pursuing a graduate degree in Information Technology (not CS). -How much is a master's degree in Information Technology worth? By this I mean how marketable does it make you, and how valuable is the education itself. -How does its worth compare to a master's in CS? -What types of employers are looking for the IT master's degree vs. a Computer Science master's degree? -What's the most valuable thing an Information Technology degree can give, that someone wouldn't have without the degree? Thanks.

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  • Best skill set for a max. income entry level job? [closed]

    - by Emmett Gear
    I am interested in getting a bit more experience with programming before I get a job. What languages/skills are currently seeing the highest rates of employment? Are web-developers typically better-paid than desktop software programmers? Do web-developers require a wider skill set? I often see a number of different languages being listed as necessary on web development job applications. Will most potential employers except me to be very familiar with command line Linux? (I'm a Windows guy myself, but I've used Linux in the past). I realize that specialists in dying languages like COBOL or FORTRAN can make a lot of money too, but I am not interested in stuff like that.

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  • How long did you stay in your first programming job?

    - by Anon
    I've been in my first programming job for just under 2 years now (it will be two years next month). I went from Junior Developer initially to just Developer after about a year (when the senior developer left). It's a small company and I write all the code. I have been offered a cool new job (Windows 8, Visual Studio 2012, SQL Server 2012, MVC etc etc) and I am considering it not because I hate my current job (I don't, it's fun) but because I am scared that if I stay in the one job for too long, other employers won't want to hire me as it will look like I can't get a job anywhere else. It would help a lot if you could answer this question: How long did you stay in your first programming job? Thanks

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  • Hello, World

    - by KyleBurns
    This is the obligatory first posting in which I describe to you my plans for this blog and why you should read it. My plan is very simple – to share with you (and possibly myself along the way) relevant information about tools and techniques that you can use (or perhaps shouldn’t use) to solve problems with code. Most of my employers have paid me to develop solutions using Microsoft tools and technologies, so you will see them heavily represented here. I also plan to avoid having this blog function simply as a link aggregator, so I promise that it will be rare for you to find entries in my blog consisting solely of a link to someone else’s blog or a webcast – if I do have such links they will at least be accompanied by commentary. This is my first venture into the world of blogging, so please let me know how I'm doing (be nice) and feel free to suggest/request topics for future entries.

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  • Interviewer question: What is the greatest strength and weakness of your development team? Any downside to ask?

    - by epignosisx
    I was wondering if this was a good question to ask a possible employer: What is the greatest strength and weakness of your development team? We all get this question when we are in an interview. So why not ask them? It's not just to annoy them. I think it is a very good question. By asking this question to future employers we could find out about the team and how this strength or weakness could affect us. What do you think? Do you see any downside to asking this question?

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  • Internships and certification in IT Business Analyst? [closed]

    - by light
    I'm new in this field, I have almost no experience. But I know here many people who do it every day and have many years of experience behind! And I hope they can help me! Generally, I'm interested to know the following: certificates to fully understand technology and to show to employers maybe you know good places to have an internship (country doesn't matter) EDIT #1: question was changed to be more specific. EDIT #2: thanks, I think the question should be closed, because the question depends from my need, what type of work I want to have).

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  • Can communications & computer engineer work as a programmer? [closed]

    - by Egy Prot
    I'm studying now communications & computer engineering. The professor told me that: Engineers have much hiring priority than Computer Scientists. It's good I've the ability to apply for the faculty of engineering. This'll help me to achieve my ambition to be a programmer. We'll study computer science. While I was browsing, I only saw computer science, computer science... etc. Courses vary from a faculty to another. Can he be right? If he's right, will employers prefer Computer Scientists or Engineers?

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