Development is in essence a form of evolution. Developers as a collective group keep evolving. They have to in order to survive. There are always new technologies and developing trends coming onto the market. Sadly many developers stagnate and get comfortable with a set of skills/technologies, essentially making them less attractive to a new employer.
New technologies emerge all of the time so I have complied a list of the most sort-after technologies by my clients over the past 6 months:
2. Know the basics – HTML5 and CSS3
Web technologies are king. Almost every platform has the ability to render web content and HTML has become a de facto way of abstracting layout concepts for many technologies. Even if you don’t do web development, having an understanding of HTML and CSS will only benefit you. Be up to date with the latest versions too!
3. Know Git
Git is more prevalent in some development communities over others, but Git is more than just a VCS (version control system). Because of its efficiencies in branching, it enables a very effective new flow that can be leveraged by both individuals and teams. If you are new to Git, learn it. If you are a novice, grow your skill set. Knowing Git well will only help you as a developer.
4. Know a native mobile platform
There are many ways to create mobile applications, from a HTML hybrid approach to an approach that renders native controls from another language. However, all of these have one thing in common: when running on the device, these applications are running on native code. If a company is going to create and deploy a mobile application, they will need to use someone who understands the native layer, even if the application is built using another technique. There are obviously a few good choices here. iOS, Android and Windows phone all provide rich platforms with vibrant development communities in which you can engage. Just this skill alone will greatly increase your value to your organization as well as your personal marketability as a developer.
5. Know a server side language
Don’t believe that 100% of your responsibility lies in code. To become a well-rounded developer requires a skill set that spans technology, process, and toolsets. With the shifting digital landscape, developers who have invested in these areas will certainly find themselves in demand.
For any advice or to discuss opportunities that we currently have on then please drop me an email: allister@zulubravomediacom
Search engine optimisation, social media and content marketing is slowly becoming the most popular digital marketing tool for brands.
With a huge focus on these platforms, media agencies are looking to build and grow their digital teams rapidly and as effectively as possible. However, this sudden increase in employing SEO’s and content marketers has left the recruitment market constantly on the outlook for potential candidates. On the one hand, we have agencies naturally aspiring to employ the best in the market and on the other hand we have a huge gap in the market that has inevitably made recruiters job harder by the day.
As a result of this, I wanted to ask an experienced team leader from a leading media agency to give us and our candidates some insight into what it is that they are looking for, and what the future of SEO and content entails.
This led me to get in touch with one of our favourite clients, Mindshare, and I was lucky enough to speak to Bertie Miller, the Head of SEO and Content Marketing there, who helped to answer some key questions for our candidates.
1. Why should brands consider SEO in their marketing activities? It’s a big investment and results aren’t always guaranteed…
SEO and Content Marketing ties into everything a brand does both online and offline. All marketing and media activity relates back to a brand’s website, social channels or apps in some shape or form and our job is to make sure all that content gets as much visibility in search as possible. It is true SEO is not a quick fix and developing good content has its challenges but that creates an opportunity too and if it’s done well it can be hugely effective. It’s human nature to avoid risk so our job is to make sure clients understand the benefits as well and the risk of doing nothing in a fast changing internet world.
2. What do you anticipate will happen to SEOs in five years’ time?
SEO is always changing but there are constants which will still be here in 5 years’ time; search engines will still want to deliver the most useful content to users as quickly as possible. App and mobile search are the big things at the moment. I expect these to become the bread and butter of SEO in 5 years. Personalised content accessed across multiple devices will be competing with a much more developed world of paid content coming from programmatic and real time bidding meaning that the world of content is only going to become faster, more competitive, complex and sophisticated. Our challenge is to analyse all the search and online behavioural data around us, but more importantly make sense of it so we can cut through to the right users with the right content at the right time.
3. A graduate pursuing a career in SEO has asked you for advice. What would you tell them?
SEO offers a career for all sorts of skill sets whether it be analytical, creative, or project management focussed. It requires brainpower to understand complex situations out of which you need to provide simple but effective strategies. It’s challenging and constantly reinventing itself – in that sense it feels like you are at the forefront of digital media. Because it links into all media and marketing activities it hugely varied and interesting. It’s also fun and I have met many interesting and great people along the way.
4. Recent developments mean Google is now favouring quality content over anything else. How has this affected your team and what has/is Mindshare doing to respond to this change?
For many years Google’s best practise guidelines have been to create quality content so this is not a recent change. The change is that you cannot get away with providing poor quality content because users won’t engage with it and as a result Google will not position you well in the results. Everyone in our department understands content strategy and that we need to address consumer needs. This is something that would not have been the case three or four years ago.
5. If a candidate were to be joining your team from a client-side role, what are the key points they need to consider when joining a media agency?
Agency life is no doubt different from a client-side role. In an agency there is a greater variety of brands and you will need to juggle different clients at the same time. This makes work fast and pressured but also fun and varied and you can learn an enormous amount from the diversity of clever and skilled people around you.
6. What do you look for in a candidate and what challenges have you faced when hiring?
I look for candidates who will fit in well with the team as the team as a whole is stronger than the sum of all its’ parts. We all have different skillsets and our team is about helping each other and having fun at the same time. The biggest challenge is finding the person with that particular skillset that we need. New starters in our team come from many different working backgrounds but if they are committed, passionate about the internet, a good team player, can explain their thinking clearly and are not scared to speak up and try new things then they are sure to do well.
7. Last but not least: Mindshare is renowned for being a great place to work. How do you guys get it so right?
Mindshare puts a lot of time and effort into creating a positive, relaxed and creative working environment but which is professional at the same time. It’s all about collaboration and innovation from the top to bottom and we are actively supported in trying new things and reinventing the future of media, in our world that’s the future of SEO and Content Marketing.
I would like to say a massive thanks to Bertie for helping explain the SEO and Content space in further detail and for all the useful tips. If you are looking to get into, or develop your career within SEO, Content Marketing or Social Media please feel free to get in touch at Berivan@zulubravomedia.com for more information.
Choosing the right time to start your job search is a common subject job hunters deliberate internally for some time.
There are certainly times in the year when people feel that mentally it is the right time to start looking, most commonly post summer and the New Year. This is when people tend to do a lot of life reflection and not surprisingly career is near the top of that list if not the summit; together with the usual, is “Barry” or “Kathy” right for them? City flat or country cottage? Do they want to rear a human? Periods of reflection naturally lead to change.
People who are more committed to moving may look during the warmer months to beat the post summer rush and will search before the big guy delivers to avoid the January blues stampede.
In truth, there is no perfect time to look for a new role. It really depends on the individual and their own situation. Only you will know when it’s the right time to leave and begin your pursuit.
Obviously other than going with your gut there are things you can do which will help you make sure your head matches your heart:
- Stay in touch with consultants. They may just have access to your next role and with the right amount of effort from both parties, are an essential part of your job hunting armoury
- Because you’re worth it. Keep an eye out for salary benchmarks. These tend to be released by the industry press fairly regularly and it’s a good way to see how you compare to your peers and what you should be aiming for.
- It’s good to talk. Stay in touch with as many industry people as you can. You never know where a simple chat or a chance meeting may lead.
You should always feel that whichever moment you choose to make a change that it feels comfortable and correct. There is of course always an element of risk in making a move but that’s true of any change from the norm.
When you know, you know.
Get in touch on firstname.lastname@example.org
Life down under….
After having spent a few great years helping grow Zulu Bravo in London from a small three person company to an award winning Digital and Media recruitment agency, I was given the most incredible opportunity; to launch Zulu Bravo in Sydney and move overseas to start a brand new life. So the cliché would be to write about how amazing the move to Sydney was and to try and entice all of those who are hesitant of relocating …well of course I’ll try and subtly do that but I also wanted to highlight the differences which I’ve encountered in both markets which always causes some discussion!
Fishing in a small pond
On arriving in Sydney last year, it didn’t take long to get meetings in the diary and start working with some leading Media Agencies and Digital Ad Tech companies. I assumed this was down to the Australian’s laid back and generous nature whereby they are open to give people a chance and take a nice long coffee break in return for their expertise! This is certainly true, however it soon became apparent that one meeting led to a referral and some name dropping which then followed by another meeting which then put two more meetings in the diary. Everyone seemed to know everyone! Now this obviously has its positives and it certainly worked for me at Zulu Bravo Sydney to build my network and generate business, however for my Client’s this has its downsides too. For starters as the market is so much smaller in Australia, this obviously means there are less people to fight over when recruiting new staff to join their business. With the ever increasing rise of new Digital Ad technologies and companies specialising in Programmatic buying, new opportunities are being created, with less people in the market so there is slim pickings for top talent. This is causing both a fight for the top performing specialists in the Australian market and the struggle to grant sponsorship to other Nationalities and bring further talent in from other markets. This is a never ending battle, both with the red tape involved with sponsoring Ex-pats as well as persuading those ‘needle in a haystack’ professionals to take a leap of faith into a new role. Hopefully this is where specialist Head-hunters such as Zulu Bravo can make this processes easier with our Global Network of high class and digitally savvy candidates as well as the knowledge of Sponsorships and Visas.
All a bit backwards!
Another striking difference, the slower uptake of new digital emerging technologies and platform in the Australian market. Programmatic buying is a perfect example of how London is just that one step ahead…
Programmatic buying began as a US-led innovation but it has now spread worldwide and even smaller markets are now picking this up very quickly. This automation process is being used on a wide range of technologies to automate the buying, management and optimization of advertising campaigns, the analogy being advertisers can buy ads the way they bid on eBay or buy through Amazon (however not to be confused with Real-Time Bidding (RTB) which is just the first step to Programmatic spending). The upsides being advertisers can engage with consumers more effectively, automated buying can save money, increase efficiency and cut out error-ridden human labour in the long term. It is clear that Programmatic buying is taking over on a global scale…
- Globally Programmatic spending in Display grew by 20% in just the first few months of 2014, Programmatic buying in Video and Mobile saw 65% increase (as published by AdExchanger)
It is speculated that Australia was certainly behind in terms of how much they spend in Programmatic buying and the more advanced knowledge they have of the space, or at least they had a slower start. Last year the difference seemed more apparent but this year it seems the gap is closing, especially with a lot more Digital Ad Technology companies entering the Australian market such as Videology, AppNexus, RocketFuel and AdRoll and others ramping up their presence such as MediaMath and Integral Ad Science. Even Media Agencies are becoming more strategically focused and data driven in their approach.
Furthermore when comparing Programmatic and Digital innovation across the APAC market, Australia is certainly at the forefront as the most maturing market and it has been reported that Australia has become one of the World’s ‘Top 4′ most active markets for Programmatic media trading, beaten only by the US, UK and the Netherlands (according to Magna Global).
In terms of how that effects recruitment, when speaking to John Stones, Head of Product and Innovation a Mediata, he feels that “the last 6 years have seen a marked improvement in Australian candidates being able to hold their own against the masses of a digitally savvy ex-pats. While dipping into the 457 Visa pool is still important for many Online Advertising businesses, it is no longer essential to growing a strong team”.
With this in mind, Australia is certainly a market in the running when it comes to Digital technological advancements, however it is still a good time for overseas individuals from more advanced markets to make waves in Australia and join some leading and highly rated Digital Media companies who are expanding.
So here are just a few striking differences which I have found since working in the Digital Media industry in Australia I am sure there are plenty more and don’t get me started on the out of work bonuses including warmer climate, amazing beaches and just a better and healthier (minus alcohol consumption!) way of living! If anyone is thinking about making the move to Australia within the Digital Media industry then see below:
- Make the move sooner rather than later as DIGITAL skills are still NEEDED – Australia is a market still short of certain skills (Programmatic, DR, PPC, Social etc) and individuals are needed who have a holistic view of Digital and can identify innovation and advancements in technology. But Australia is catching up so this won’t be the way for too long.
For any advice or to discuss opportunities that we currently have on in Australia and Asia then please drop me an email: email@example.com
A message to clients and consultants:
So there are different parts to the recruitment process, some we like, some we don’t. Fine tuning how we approach these elements is key to developing and growing WITH your clients.
Meet the Parents
Nobody really likes doing new business. New business is like meeting your partner’s parents for the first time…
You want to make a good impression. At first they may like you, but you most certainly won’t be in the circle of trust; so be prepared for a grilling. They probably preferred the Ex but stick at it. Prove yourself. If it’s worth it and you do what you say you will… some day you could be part of the family.
Once you have the trust of a client and they want you to partner with them and help them grow, this is where it can get really interesting. We all have favourite clients, companies we like to take to market, the ones we’d work for if we were the candidate. Some clients will welcome you with open arms, whereas others treat you as a necessary evil.
One thing we’ve found here at Zulu Bravo is that nurturing the clients who are more cooperative is often better business than fleecing the ones who keep you at arm’s length. Don’t forget, we work for free until we make a placement so work smart, focus where you have the best lines of communication. If you enjoy recruiting for them, you will probably be better at it.
All Hands On Deck
A great way to deepen your ability to sell a client to a candidate and to fill more roles is to regularly educate yourself on their business. You can do this yourself, but why not get help?
Zulu Bravo have a number of great clients that invite us in and present their sales decks to us. Some go through their platform presentations, explain their tech and new products. Having a great digital business tell you how they work with agencies, clients and partners empowers you to educate candidates on what to expect. They know in detail how they will be supported if they join and where the business can take their career.
In the media world of technology and content it is hard to stay in the loop, almost impossible. There is always something new on the market, social, mobile, video, tablet… a constantly moving flow of progress. I personally won’t change my phone from Samsung because it would be like learning to read all over again! Think about it, what phone do you have? Iphone, Samsung, Nokia, Blackberry… for most of us converting from one to another is like asking us to go from driving a car to a bus! I could do it, but I’d rather not!
That’s how fast technology is moving. So keep up!
This is especially true in recruitment. One minute you’re talking about creative the next programmatic, operations, multi-platform from junior to senior level, all in one morning! You need to be sharp and know the lay of land, at very least for your clients.
Get your trusted clients (or candidates for that matter) to pimp you into that expert you need to be. Present their decks, discuss the market, have a Q and A with your team, anything to help make you an extension of their brand, almost capable of working for them! I know countless recruitment consultants who end up joining their best clients as a sales person. I’ve seen it happen in media owners, video platforms and mobile to name a few. Why? Because they were good enough, not just to recruit for them, but to actually do the jobs they were hiring for!
Make it Count
The better candidates in the market get headhunted weekly, if not daily. Make sure when you get your chance to speak to them about your client you can passionately define WHY they should listen to you over the next guy. If your client appreciates the importance of this, if they are willing to work with you to make sure that moment is fully utilised to promote their business, then you have a great shot at being a success.
If they aren’t willing to help make you the expert you need to be… then maybe it’s time to meet the next set of parents!
James Moran – firstname.lastname@example.org
Rewa This summer we are running a referral scheme offering rewards up to the amount of £200 of Vouchers of your choice, (within reason) $400 Aus Dollars across Australia and Asia.
Simply send an email to your Zulu Bravo Consultant, copy in your friend or colleague, please write their name in the subject line. We’ll do the rest!
We are working across loads of exciting positions within the media, advertising and marketing space across the UK, Europe and APAC so plenty of exciting opportunities.
*Referral Rewards are for new candidate referrals only and will be granted if we place the candidate in a role and they are employed within that position for a minimum of 3 months.
We will need to place the candidate in a role within 2014 for you to receive the £200 worth of vouchers.
So by now most people who went to the 2014 Cannes Lions Festival should start feeling back to normal and resembling their former selves (unless you’ve just got back from Glastonbury, in which case, power on!)
Just over a week ago, the glamorous French Riviera saw an influx of the world’s media professionals for the annual Cannes Lions Festival, celebrating the best of creative and advertising communications. In particular, this year saw wins for London-based agencies: adam&eveDDB for Harvey Nichols “Sorry, I Spent it on Myself” and OgilvyOne London for British Airways “Magic of Flying”.
It was also the first time that the Zulu Bravo team had attended the Festival, and to be honest, most of us didn’t really know what to expect- well, mainly me as I hadn’t even been to Cannes before. I was completely surprised by the sheer number of media professionals parading the Palais with their Cannes Lions delegate badges. Working in the heart of the media space in London, you expect to hear the occasional media jargon thrown around when you walk down the street, a “programmatic”, “RTB” or names of agencies which obviously makes a recruiter turn their head; however, Cannes took that to a whole new level. It literally felt like we were in a media bubble, which made more sense when you look at the figures: 12,000 delegates, visitors from 94 countries, 574 journalists, 2,000,000 visitors to Canneslions.com. Despite the sheer scale of the event, it was great to see a sense of familiarity and community between all the visitors. During the day, there would be loads of seminars and events to attend. The Zulu Bravo team were kindly invited to join the Adknowledge team at their cabana on the first day, which was a great introduction to the Festival and allowed us to meet a number of agency professionals, and also a yacht salesman (only in Cannes…). Of course, the hottest place of all to be after 12am was Croisette 72. Never heard of it? How about its other name, Gutter Bar!
What can I tell you about the Gutter Bar, except for the fact that it couldn’t be more aptly named. Ironically, this is where most of the business and introductions take place. After the glitz of dinners at The Carlton or an evening at a sponsored party, everyone ends up at the Gutter Bar, everyone!! All of them spilling out on to the pavement until sunrise (and because of this, it seems that the true winners at the Cannes Lions Festival are the owners of that bar). Imagine CEO’s, MD’s, Founders of notable creative, tech and media companies around the world all huddled into one area with their respective teams and clients. In the space of 2 hours I had bumped into people from: The Guardian, Unilever, Integral Ad Science, Exchange Lab, Specific Media, BrightRoll, The Drum just to name a few. It’s not that I was ‘star struck’ per se, just overwhelmed- I think by now you’ll realise that I’m a bit of a newbie when it comes to these large networking events. The biggest surprise came when I found myself standing next to one of the founder of BrightRoll at 4am, a client of ours that we have worked very closely with for the last year. To date, I’ve only spoken to the HR team at BrightRoll so it was a surreal moment, to say the least, when I was suddenly helping him find the owner of a major agency (especially when I didn’t even know what they looked like). Hopefully, it wasn’t too bad of a first meeting, and he did accept my LinkedIn request so I guess that’s a good enough sign!
This was immediately followed by bumping into another one of our clients, who we were scheduled to meet for lunch in the next 7 hours! It’s fair to say that everyone had their shades on the next morning- funnily enough, all of us sporting the Ray Ban look.
Our four day trip to Cannes seems like a lifetime ago now with all the meetings, networking, client lunches, birthday celebrations, food and football all blurred into one. Having spent a week in Cannes, I’m sure most of the people who went have their fair share of stories to tell (or not?). Be it accidently buying a £400 bottle of wine or just about making the cab to the airport at 7:30am after an hours sleep. We’d love to hear some of your stories, if you dare to share!
On a final note, and on behalf of the whole ZB team, we just want to say a big thank you to: Specific Media, Integral Ad Science, BrightRoll, Adknowledge, The Drum, The Exchange Lab, Matt Walcott (Cannes Lions Organiser)and B Pub for the warm welcome, decently priced drinks and excellent birthday celebration for James (we definitely recommend this place)!
Here are some of ZB’s snaps:
NOW! That was easy wasn’t it?
In truth if you were curious enough to take a look at a blog post that has the title like this then chances are you have already been considering whether it’s worth weighing up your options.
This is not to say that you are looking to leave your current company, you are probably at a company that you have been at for a long time. However if you have been at your current employment for a year or more the industry will have changed a lot since you last were looking and so, a moment to take stock is usually a good idea.
So you have now decided that you would like to have gander at the market, congratulations that’s step 1 complete! You now are faced with 2 choices. The first will be to use a recruiter or to look yourself. Both have their plus points and both have their negatives of which there has been a plethora of articles, blogs and websites that have made them very widely known.
The issue is that you almost need to choose either one or the other. Recruiters are instantly nullified if they are trying to send you for a role you have applied for directly but in truth they might have more influence over that same company beyond a CV and cover letter as they have a relationship with the hiring manager. On the other hand the companies would prefer you didn’t because they have to shell out if you get the job. It is a tough decision. I would use a recruiter but I’m biased!
One way or another you have decided, now it’s time to sort your CV. There are so many catastrophic mistakes that candidates fall down on and seeing how the CV is basically a snapshot into your life it could be the difference between that dream job and temping at a fast-food “restaurant” just to keep afloat…ok it’s not that bad, but pretty bad. CVs should be 2 pages max, it should be clear, concise and tailored to each specific job and devoid of any irrelevant red herrings that distract the hiring manager! Evidence and facts are always helpful as it backs up your claims with quantifiable achievements and give you so much more credibility. The number 1 cardinal sin, however, for a CV is to have spelling mistakes! I come across them far too often and it just leaves me thinking that the guilty candidate hasn’t paid any attention to detail which could cost him or her a job.
So you have a kick-ass CV, a superstar recruiter, now begins the hard work. Once you get an interview the whole process gets ramped up a notch! One of the biggest misconceptions people have with interviews is that it’s some battle with the interviewer over supremacy of the meeting room like something out of Rocky. It is really a 2-way process.
You should be just as quizzical as to the role and the company as the interviewer is about you and your experience. This is a place that you are going to be spending your days for the foreseeable future so it had better be worth your life! You will probably (definitely) see your colleagues more than your family so it would be stupid to not get it all checked out. It’s also worth noting that the interviewer might be your boss one day so you need to understand what they are looking for! Come prepared with some key questions to ask them, show that you have done your homework on previous work. You need to know what you would be doing, even if you have a good idea already. You need to know what the company is like to work for.
2/3 interviews down and then suddenly you have an offer for that job! Congrats! Your recruiter can then negotiate salary for you if needed as well as make sure everything is signed, sealed and delivered with nothing left to sort.
All that’s left to do is to resign, breaking up is always tough, but your employer will understand…or wont, but you have a new job so it’s ok…
….best to leave on a good note though.
If you fancy a chat about your next move or are looking for some amazing new recruits that tick all of the boxes give me a call on 020 7240 2618 or email me at email@example.com
A Guide for Grads
You’ve survived the terror of an 8.30 am lecture, the sports club initiations, the weekly conundrum between food or alcohol and most importantly the dissertation dash. Congratulations! Your hard work and dedication has paid off and you’re graduating. Time to find the job you’ve spent the last three years working towards.
Media is one of the most competitive industry’s to break into. Not to scare you. So here at Zulu Bravo we have complied some advice to ensure you job search goes smoothly.
Get Hired Using Social Media
Yes seriously, despite what you parents have told you for the last twenty years those hours (and hours and hours…) spent on Facebook, Twitter, Instagram and everything else will come in handy.
- First things first if you don’t have it already, you need a Linkedin. This is basically the Facebook for the professional world and a great way to connect with would be employers, see what jobs are vacant at the moment and build up your professional network.
- Twitter is also a great way to connect with employers. Take a look at what’s going on within their network at the moment and send them an informal tweet. Great way to stand out from the rest and what have you got to lose? Please make sure you scan your personal accounts beforehand. Do you really want to a potential employee to see you’re what you get up to at 4am on a Saturday night! No… we didn’t think so. You could even make an account just for professional use.
- Social Media is great for some informal research on companies. Take a look and see what they have been doing lately, maybe they have just won a new client, or completed a run for charity. Who knows but would be a brilliant conversation starter at an interview and also will show that you are actually interested in the company.
Make sure you include a cover letter
People often forget to create a cover letter but we really can’t stress enough how important it is to include one. Cover letters are a great way for the employer to get an idea about what your personality is like as well as your background. It’s a brilliant way to really show your passion in the role and how eager you are. It also is a great way to stand out from the other CVs.
Make sure you are professional in you interview
We know the last three years you have lived in alternate universe, where jogging bottoms are appropriate for every occasion but please try to remember that this no long applies! Whether we like it or not what you’re wearing is the first thing a hiring manager will judge you on. Make sure you are dressed appropriately for your interview. Dressing appropriately doesn’t mean a suit, but just make sure you look smart. Even if you feel the company has a relaxed dress code still make an effort. Lastly make sure you wear something you are comfortable in, as if you don’t feel comfortable this will come across in the interview.
Get in Touch with a Recruiter
Recruiters constantly have roles on that they can keep you up to date with. They also know a lot about their clients and roles so can give you information and advice to help you choose the sector you want to go into as well as prep before going into an interview. They might think a role would be great for you that you haven’t even considered, this might be your way in. So hear them out, no harm will come from exploring all opportunities!
Don’t get discouraged
Lastly, don’t get discouraged! You will be applying for hundreds of jobs, don’t let this get you down and stay as upbeat and positive as possible. Don’t wait for a job to come to you, you need to keep going! If you see a gap in the market take it, it might not be directly what you wanted but will give you invaluable experience that will help you get your dream job!
Interview Tips to Land a Developer Job – Allister Burns
Now these tips certainly don’t apply for every developer job interview but are a good place to start and can be tailored to match the job you are going for. Many epic developers sometimes struggle with job interviews because they spend to much time focusing on what they are truly passionate about, technology and development, rather than prepping how to express their passion in an interview.
- Get a pro to write your CV – recruitment consultants see 1000s of Cvs per day and know what looks good and what doesn’t more importantly if they have a good relationship with their client they will know what they like.
- Know you interviewer – he/she will know you! They will have checked your Linkedin, code, git hub, portfolio so check their background, how long they have been at the company and their role, you never know, they may have worked with someone you know in the past (this can be a good or bad thing obviously)
- Answer questions with a passion – one word or textbook answers simply won’t do! Make sure you relate it to your experience, projects you’ve worked on, sites you have built. Take a laptop / tablet with your portfolio and code samples.
- Prep for awkward questions – “why are you looking for a new opportunity?” “What is your greatest strength and weakness?” You can prep for these by simply answering the question before the interviewer asks it!
- Don’t lie! – If you don’t know something, don’t make an answer up, especially if it is a technical question. Try and think of how you would approach this problem and break down your answer, sound logical.
- Know you Computer Science basics – brush up on basic HTML and CSS if it required in the job for example. The foundations are essential.
Follow these simple steps and it’ll be a breeze…he says.