The classic story was the guy who spelled out DSP throughout the resume. He never got an interview, and finally called to find out why. He believed himself to be a very good fit for the job description.
He spoke to a person who had done the initial filtering. He said didn't you see all of the background I have in digital signal processing?
Allegedly the HR person said Yes, but we were looking for someone specifically with DSP experience.
.....and thank you for your answer. It would be good if SE were to confirm that you are correct!
Steve can't post at the moment, but I can assure you on first-hand knowledge that the answer is yes.
Most often, here in the US, the filtering is done by computer, so resume writing and search engine optimization are quite similar these days.
The classic story was the guy who spelled out DSP throughout the resume. He never got an interview, and finally called to find out why. He believed himself to be a very good fit for the job description.
He spoke to a person who had done the initial filtering. He said didn't you see all of the background I have in digital signal processing?
Allegedly the HR person said Yes, but we were looking for someone specifically with DSP experience.
Engineers should be aware of basic (social) signal theory.....
I hope to clarify the situation: I get paid, mostly in royalties, these days. For the amount of time and effort that I actually put forth, I do reasonably well. However, I AM RETIRED, collect Social Security, and have little prospect to get rich in future. A $30,000 investment, that I don't really have a need for, is pointless, especially when there would be a significant learning time to get the equipment running well in my lab, and I don't like the graphs NORMALLY presented.
Well, that bit of clarity changes things doesn't it.
Hiring managers? Ha,ha,ha.
In skilled trades, technical or positions requiring advanced degrees most resumes are reviewed by department heads and panel/multiple person interviews are given.
An awful lot of candidates, unless you're talking about hiring someone entry level or after an internship, have their reputations precede them, depending on the industry/trade.
I think the problem most are refering to is caused by the person making the final decisions, not the initital decisions.
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A brother in law of mine calls himself a Human Resource CEO, is into investments and takeovers now, with guidance from the top(him) and a 3-5 year cash-in period.
Lately he got interested in a microbiology company that's developing something with a medical purpose, and requires a fresh capital input.
As he has zero savey of medical stuff, BiL asked to write down a lists of questions to pose during his meet with the microbiology CEO.
The PhD CEO, ex-university researcher, answered half the questions.
Save the essential half, that determine whether the payout will happen this century, and before yet another "vital" cash injection.
BiL got the answers, also explained to him that it meant it was a salvage operation to continue pay of CEO salaries and company car.
Two weeks later BiL said he was still in negotiations, he heard that a large bank was doing a indepth study of the microbug company, wanted to wait for the report.
Probably contains HR idiomata.
I have spent the evening working on documents concerning our suing a lawyer in negligence. UK fees for such work are based on approx US$ 450 for every hour they spend on the case, and they really do drive up the hours. That is one field where the professional is obscenely rewarded, despite the fact that we have had to insist on seeing drafts of every letter issued due to error on their part, despite the fact that they in this case have - after some 3 years - only now got the feel of the basics in what is a relatively simple case.
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I have run into a few attorneys who will work for no less than $1K USD per hour, so you are getting off cheap.I have spent the evening working on documents concerning our suing a lawyer in negligence. UK fees for such work are based on approx US$ 450 for every hour they spend on the case, and they really do drive up the hours. That is one field where the professional is obscenely rewarded, despite the fact that we have had to insist on seeing drafts of every letter issued due to error on their part, despite the fact that they in this case have - after some 3 years - only now got the feel of the basics in what is a relatively simple case.
It is obsolete information. HR departments now in USA are protected from lawyers by a layer of recruiters who perform initial filtering. They use standard questionnaires in order to protect themselves. They are not afraid of selecting wrong candidate. They are afraid of being sued by other candidates who can show all formal rights to be selected and offer a proof in a court that selected candidate was worse. Since lawyers, recruiters, and judges don't know all details of job requirements, they need some "objective measurements", like THD, DF, IMD, and what else is "Standard".
An externally hosted image should be here but it was not working when we last tested it.
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that is kinda funny .
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sent by my abacus/telegraph (and piano) hybrid
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Sent by ...
An externally hosted image should be here but it was not working when we last tested it.
At least that one's not my fault!cliffforest said:
I get emails like that from youngsters (e.g. my nephew). What do I care whether he is sending from an iPad, a Blackberry or a room full of typists? A few years ago I once replied "sent from my laptop using Windows ME". I think he understood my point.
I hope it was sour whole grain one, with real whole butter?
If it was made from refined bread with margarine your keyboard has big chances to get diabesity.
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