Recruiters, what do you look at?<p>on my resume do you look at:<p>my website? my github?
my past work experiences, if so do you read the description of what I did?
my projects, if so do you read the description of the project?
the languages and technologies I know?
I do, but I'm an outlier. I have a CS degree and 20 years of software experience, so I'll actually look at your code and if I know that language, take a look at your style. I've seen someone check all her Emacs autosave (~) files into Github. And unnecessarily jam multiple classes into one file. That was a bad sign.<p>All but a handful of recruiters will not because they simply don't understand any of that. They don't understand whats on the resume or job description. Better ones will take note of those things and pass them along to the hiring manager, who should take a look. But it's best if you link them in your resume.<p>Here's my comprehensive write-up on resumes, I think this is what you are looking for:<p><a href="http://www.madeupname.com/optimize-developer-career/resume-tips-developers/" rel="nofollow">http://www.madeupname.com/optimize-developer-career/resume-t...</a>
I'm pretty sure most of them don't.<p>My resume is either still out there on some "jobs" web site somewhere or it's been sold/shared between recruiting firms as I still get one or two "cold" e-mails a week from a recruiter; I haven't been "looking" for 5+ years.<p>In mine, near the beginning, it says something to the effect of "If the responsibilities for your position include the words 'Microsoft' or 'Windows' anywhere, I am not interested in the position. Please do not contact me."<p>The last recruiter e-mail I received, two days ago, says:<p>> <i>Your profile came up in my database as a possible candidate that might be qualified for a new Windows Systems Admin I received in my office this morning. My client is with the Department of Defense and is looking for someone with a MSCA</i> [sic] <i>or MCSE or higher for this role.</i><p>I believe the overwhelming majority of them don't look at them at all. They punch a keyword or two into their database, then, like spammers, blast the same form e-mail out to anyone whose name comes up.
I do. I look at your repos and what you contributed to as well. The recruiters who have built a business on high match rates look at any/all info you provide. For example, a recruiting firm I partner with in NYC boasts a 89% offer to job acceptance rate.<p>For recruiters who are purely matching using LinkedIn recruiter filters a lot of the matching is done with your skills section and the descriptions under each job.<p>It's helpful to add industries you want to work with and languages/technologies w/ context. e.g. worked as a javascript developer for X company that did Y, a leader in the Z industry. built end-to-end messaging system using javascript and socket.io that had an engagement with 30k users.<p>This will help you get more relevant matches. Granted you'll get some spam- but there are some quick tricks like asking for e-mails to include certain information on your LinkedIn description so you can easily filter out.<p>As a software eng. who's getting to see both sides of the market it's always best to get a referral to a really good agency in your location. A good recruiter is worth a lot of time/money especially for such an important decision like where you're going to be spending 1/4~ of your week at.
I'm not a recruiter, but I am a developer that helps with interviews.<p>Whenever we interview a candidate, we actually try to learn as much about people based on what they have online.<p>Before we set up an interview, we usually check out their personal site, their Github/Bitbucket/etc, any sites related to those repos, their Linkedin, Twitter, etc, etc...<p>We try not to be too creepy, but we just really want to be somewhat familiar with their work before they come in.
Check out <a href="http://leafii.com" rel="nofollow">http://leafii.com</a><p>It's a website with of people that has personal websites.
I use Google Analytics to find out! It's pretty easy to set up.<p>So far there's a 1:1 correlation between viewing my website and sending me a non-automated LinkedIn message.
From my experience most recruiters ever contacted me were just buzzwords detectives. When i put in my linkedin profile how can i help, what are benefits of my work, what can i bring to the table, almost no one reach me with specific job offer. Just one message during month or two.<p>Another sad thing is that job description is very often the same bullshit as most linkedin CV's. They put in every buzzword, but reality is somewhere else. Your day-to-day tasks are far away from original requirements and very often also from whole job description. Same is it with candidates. Matching between buzzwords and real candidate value is very difficult. And only real HR professional can do it.<p>Outsourced hiring process make this gap and misleading even bigger. They play just keyword matching game (good opportunity to automate them).<p>I think that something like HN's karma should be implemented in linkedin.
Current situation is facebook style (more friends more reputation). At least this could help filter HR pros from spammers.
I've had recruiters contact me from information that can only be found from my website. A good way to track is to extend your e-mail with the '+' notation for different sources.<p>for 'username@website.com' you can add arbitrary messages after a '+' sign and before the '@' sign.<p>username+res@website.com<p>username+site@website.com<p>username+card@website.com<p>username+linkedin@website.com<p>You can now track how someone got ahold of you, by looking at your e-mail header.
Not sure if the HR person checked out my site, but I know at least one of the interviewers did as he asked me about a personal project I was blogging heavily about during the interview.