What does this even mean and why are people putting it on their CVs? 🙂
Towards the end of 2020 I was lucky enough to be hiring for several new positions in my team1. Given the times that we are in, there are many more applicants for roles than there was even a year ago. I’ve spoken before about the skills that you need to get a role as a data scientist and there are specific things I expect to see so I can judge experience and competency when I’m looking at these pieces of paper so I can decide who I want to interview.
Sadly I’m seeing a lot of cringeworthy things on CVs that are the fastest way to put a candidate on the no pile when they reach me. These things might get you past HR and also past some recruitment agents, and I wonder if this is why candidates do them. I try and give as much feedback as I can, although sometimes the sheer volume of CVs and the time taken for constructive feedback would be more than a full time job. By sharing some of these things more publicly I hope to pass this advice on to as many as possible.
Getting any role in IT can be daunting as a first timer,
whether it’s your first ever job or you’ve changed career or you’ve had a break
and are returning as a junior in a new field or anything else. Getting one in any part of AI can be even
more of an up hill struggle. Job posting
and recruitment agencies are asking for PhDs, academic papers and post-doctoral
research as well as years of experience in industry. How can you get past that first barrier? I get a lot of people asking me this when I
present at Meet-Ups so thought I’d collate everything into one post.
I’m going to break down how you can demonstrate the skills that businesses need and how to talk confidently about what you can offer without the fluff.
I’m currently building a team for my new secret project and far more of my time than I’d like is spent with the recruitment process. However, every minute of that time is essential and we’re at a point where none of it can be handed off to an agency even if I wanted to1. So getting the recruitment process right is essential.
One of the basic principles of management in any industry is that if you set metrics for your team, they will adapt to maximise those results: set a minimum number of bugs to be resolved and you’ll find the easy ones get picked off, set an average number of features and you’ll find everything held together with string, set too many metrics to cover all bases and you’ll end up with none of them hit and a demoralised (or non-existent) team2. The same is true of recruitment – you will end up hiring people who pass whatever recruitment tasks you set, not necessarily the type of person the company needs. While this may appear obvious, think back to the last interview you were at, either as the interviewer or interviewee – how much relation did the process really have to the role?
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