So far, our Digital Source’d blog releases have compiled a collection of candidate-tailored guides to help you get closer to the tech role that is right for you. We’ve covered topics from Networking in Tech, An Insider’s Guide to Your LinkedIn Profile, Building Your Data Science CV and Nailing An Online Interview. As we come to the 5th and final episode, we close our blog series with a special 3-person interview inspired by our DS Consultants.
Explore the interview below, as Simon Richardson, Aaron Morgan-Bonner and Frederic Lamoureux share their thoughts on everything you need to know when navigating your next career move in tech. Here’s what they said:
Q. Short resume or long resume?
Frederic: Short resume (not too short though) with a brief explanation into your experience, along with your most prominent tech and nontech skills. Highlight what really matters, and what would help you stand out.
Simon: Without doubt SHORT. Less is certainly more when it comes to creating an eye catching resume. Focus on your USPs and key achievements. Demonstrate what impact you can have on 1 page.
Aaron: Everything can be done on two pages. There’s no point mentioning that you were a chef 18 years ago for 2 weeks, so include only your relevant experience.
Q. What should candidates consider before relocating for a new role?
Frederic: Check the cost of living in the country you plan on relocating to, compared to where you are presently based. It’s also good to know whether the employer will cover your relocation expenses, what the quality of life is like and how it will impact your family and yourself.
Simon: Ask yourself – what kind of life can I build here? Is the location conducive to exploring your passions, hobbies or travel? Numbeo is always a good place to check out overall quality and cost of living and how it compares to your existing life!
Aaron: Cost of living, standard of living and tax rules for immigrants.
Q. How can candidates identify their potential for growth in a new job?
Frederic: Have a chat with future team members at your level, to understand the opportunities that await you if you join the company.
Simon: Is the line manager you will report to a product of growth within the organisation? Are there examples within the team of individuals achieving personal growth? Don’t hesitate to ask in the interview, how a company supports their people to achieve growth!
Aaron: By asking the right questions in the interview, or calling up before applying and asking to speak with either the HR or Hiring Manager.
Q. What should candidates do to get a sense of company culture before applying?
Frederic: Have a chat with team members, reach out to former employees of the company and do some research on the web (Glassdoor etc).
Simon: Check within your network for people who previously or presently work there. Failing that, Glassdoor is always a good option.
Aaron: Speak to people who would be in your team, at your level, both those who haven’t been there long and those who have.
Q. How will the shift to remote working, impact future job opportunities in tech?
Frederic : While a large number of tech companies were already flexible regarding remote work, the biggest difference I see is that most companies will allow their employees to be fully remote and not just a couple of days per week as it seemed to be before.
Simon: Remote anywhere – I really believe that! Companies will offer 1 month fully paid sabbaticals every 3 years – I kind of believe it. Flying cars – I want to believe it.
Aaron: The companies which were able to go fully remote overnight will outlast those who are still struggling. It’s the same principle for employees too, some prefer working in an office as there are fewer distractions compared with working from home, especially if you have children/pets!