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Careers Webcast 2/25/16


Reacting [INAUDIBLE].>>All right, so
I’m just going to go ahead and we’re going to introduce
ourselves before we jump in here. My name’s Horatio. I’m actually a Nanodegree grad. I graduate from the Android Nanodegree
in September and now I work as a [INAUDIBLE] course manager slash
Udacity [INAUDIBLE] at Udacity.>>I am Rachel. Many of you may have worked
with me on opportunities. I work with the careers team. I’m the career success strategist,
pretty much a fancy word for a matchmaker. I came to from White Temple,
which is there are platform that helps companies and candidates
get matched based on skill sets. You might see some vital
information on USAA site, we have been partnered together awhile. And we here’s today [INAUDIBLE] give you
some insight into what it’s like for her to work in a Twitter and
how it can it benefit your job search. And so, many of you guys had submitted
questions when you signed up for the chat room, so we’ll be sure to touch
on those after we do a live Q and A. And then, if any of you guys have
questions relevant to what we’re. How to chat them, submit them,
[INAUDIBLE] about it, and we’ll make sure to address it. If you have just general overall
questions, maybe we can wait until the end and we’ll make sure to address
them then, if we have the time.>>Currently, the feature is disabled,
now, to ask questions right now. Though we will be touching on
those questions that you did submit in the surveys beforehand,
and we will also be touching on some other questions
that were submitted beforehand. But right now, we’re sort of debugging
it, so that you can ask questions live. So, I was in this position
not too long ago. So, Rachel, can you tell me about
who exactly recruiters are? Who else do I need to be concerned at,
in like classes?>>Okay, so there are two different
types of recruiters for the most part, internal and then external recruiters. So, internal recruiters work for
the company and they are in charge of, essentially, hiring directly for
that company. So Udacity, itself, has people
who act as internal recruiters. Helping the teams, here at Udacity,
fill their open roles and make hires. There are also external recruiters, which are more like
a third party recruiter. They work for recruiting companies
such as Robert Half or Aerotek, or I can’t think of any other
names off the top of my head. But they essentially have a, companies
that they work with to make placements. And then, they also have a community of
candidates that they pull from depending on the roles needed. I worked for a recruiting company
years ago, and so I have some insight into kind of how that functions,
what those relationships are like. They can be really,
we’ll go into more detail for you, but they can be beneficial. I know they get a background. They don’t always have to. Outside of just who recruiters regard, you might also hear people
talk about a hiring manager. Hiring managers essentially are the ones
who are in charge of posting the job, writing the job description, and they are typically the ones
who make hiring decision. Maybe your future boss, maybe not. Oftentimes, hiring managers work with
department leads to make the placements, and so they do work closely together. And then, in the internal interview
process, you also will typically, if you are interviewed by
interviewers who are team members, typically the team you’ll
actually be working with. So, they’ll ask you some questions,
sometimes it’s technical, sometimes it’s behavioral, it just depends on
each company’s internal process.>>That’s awesome. So, thanks for that, Rachel. So, what are some of the common
mistakes people make when talking to recruiters [INAUDIBLE]?>>Well, first mistake is entering
into any conversation with a recruiter having a negative connotation or
stigma attached to the conversation. Like I mentioned earlier, often times,
especially external workers who get a bad wrap, sometimes it’s warranted but
it doesn’t always have to be. It often is a case by case basis for
each person that’s an individual. But just common mistakes are would be to
put all your eggs in their basket and assume that they’re going to be
the person to find you a job. And also on the flip side of that
is assuming they’re not going to be able to find you a job. People tend to overlook recruiters or
rely too heavily on them. Both are really negative. Both can be a detriment
to your job search. And if you rely on somebody else to find
you a job, you might not find that job, because you’re at somebody
else’s mercy to make an assumption about what you want. You are your own best
advocate in your job search. You should use recruiters to help you
build your network and get connected to companies, but you shouldn’t
rely on them to find you a job.>>That was really interesting, Rachel. So, even before we were talking
to recruiters, how did we get in touch with recruiters, and how, what
is the best way to reach out to them.>>Yeah, so far, as far as actual
recruiters go, finding and looking into recruiting companies,
in particular, can be helpful. So, do some research into the company
where recruiters work for. So, for example Robert plant
as I mentioned earlier, you look into them,
read reviews on them, see what other people’s experiences
being a candidate for them was. And make you decision then. Typically, typically people
writing reviews, I have found, are the ones who’ve had bad
experiences with recruiters, because they are writing
about what not to do. But, with every what not to do, or
with every negative experience, there’s a positive on the flip side. So really, make your own impression or make your own opinion of them. For recruiting companies, you can actually apply
directly to their open roles. You can apply directly to
become one of our candidates, which means they will take you into
consideration as they get new roles in. And then, with internal recruiters, you, there’s a couple of different
ways to connect with them. First would be,
applying directly for a job. They typically will then be the ones
to reach out to you once they have gone through your resume and
your application. If they’re interested in connecting
with you, they’ll schedule a call. You could also, that’s the most
passive way to go about doing it. If you are really motivated to work for
a specific company. Say for example you really
wanted to get a job at UDaphne, this is not necessarily how you would
go about getting a job at UDaphne, I’m just using it as a sample base. One way you could do it is to find
open roles on the company website and then go to LinkedIn. Maybe try to find somebody who looks
like, either they work on that team, or they’d be in charge of a hiring
manager on that roll specifically, and then connect with them and
write them a message. Be really personable. Don’t go straight into you want
a job there, but get to know them. Just reach out and say, I’m really interested in what
your company is working on. I’d love to know more about the problems
you’re solving and leave it at that. You never want to be too forward,
especially when building connections, you want to just leave it simple. Simple is always best, and just
kind of wait to see what comes of it. You can also apply
directly to that roles. Sometimes having your name in different
pots, so you’ve applied directly and it’s your name that way, and then
you’ve also added them on LinkedIn, or somebody else might know
you at that company. Just word of mouth can help too, and
it’s kind of like meeting people and networking.>>Okay, so there’s all these different
ways to reach out to recruiters, and you mentioned one platform is LinkedIn,
and we could do different things to
differentiate ourselves there. So what are other ways we could
differentiate ourselves and talk to recruiters?>>So having some sort of
a presence on social media, well I’ll go back to LinkedIn, can help
if you are really active on LinkedIn and you’re part of different groups,
you participate, and you post things that are relevant to
either your industry or your job search. It just helps to boost
your name a little bit. Also, having a community of connections. I would caution you, though, to have a quality of connection
over a quantity of connection. Some people tend to think that the
number is all that matters when it comes to LinkedIn. The more people you have,
that’s the biggest deal you could make. And it’s not true. If you are connected with 500 people and
none of them have anything to do with what your industry is, what types
of job you’re trying try to get, or the field you’re in,
it’s not helping you at all. The connections you have really
should be about the type of role you’re trying to get. It should be industry people, so
you can bounce ideas off each other, share articles, connect. Building a connection on LinkedIn can
be a way to differentiate yourself. Using other forms of social media can,
as well. I know I might say crazy, but using
social media platforms such as Facebook or Twitter in a professional
capacity can also be helpful. because they’re going to search you,
and if your Facebook pops up or your Twitter feed pops up, depending
on how in depth of a recruiter or hiring manager they are,
they might check that out. And, if they see that you’re,
not that you need to go and make all of your social medias super
professional now, that’s not the case. But if you are choosing to not make
them professional, make them private. Because if somebody’s searching you and
they find things you don’t want them to see, it could be a detriment
to your job search. But having a professional LinkedIn or
having a Facebook or Twitter can help, as well, with posting professional articles,
kind of like you would on LinkedIn. Same with Twitter, reposting things, following people in the industry,
all of that helps build your brand. One last thing that I think
people sometimes overlook, because it tends to be
very personal is blogging. Talking about your
professional journal or journey as kind of
like an online journal. How you build products,
how you solve questions, what types of challenges you overcame
in your search to become a developer. Pinterest is another layer. All of these things essentially
are a supplement to the main forms of job searching which
is an application or a resume. So none of these replace a resume or
an application, but they just can supplement them. They’re a way for recruiters and
people possibility looking at you to get a better sense of your skills,
abilities, and who you are.>>All right, yeah,
that sounds really awesome. So now we know how to
differentiate ourselves. So I’m in a Nanodegree right now,
and, maybe I just graduated, or I just really want to start looking for
a job, really. What are some of the best
practices I could follow when I’m starting a job search, how do I even
know what companies I want to start at?>>Yeah, often times, this is the hardest place
to start in any job search. Regardless of what type of job
you’re trying to get, regardless of the industry you’re trying to get into,
or break into, or get started in. Figuring out how to start your
job search can be an overwhelming place to start. And so
giving some thought to trying to answer the following questions can be
a helpful way to narrow in. So these questions are locations, so are you happy with where
you’re currently living? Are you looking to relocate? What does that geography look like for
you? Industry, so we’re thinking tech. There’s a lot of sub-industries, like health care or finance or
banking or education. Fitness, there’s nutrition,
there’s a ton. Pretty much anything you can think of, there’s some sort of startup
somewhere out there doing it. So giving some thought to if you have
a personal interest in something already and you want to take that further
into this next step of your career. Really honing in on that can be helpful,
as well. Giving some thought to what type
of company you want to work for. So size, what their personal values are,
how they treat their employees, some of the perks and benefits
that come attached to that role. Thinking about those types of questions, and trying to come up with some sort of
an answer can give you a place to start. You want to be careful not to
limit yourself too much to only having like two different kinds
of companies available to you, but it’s mostly just a place to start. Sending out mass applications to
companies that you’re not passionate about, or you have no interest
in what their product is, can show a little bit,
sometimes, to hiring managers. They’ll take a look at your resume and
be like I don’t understand at all how this person fits into our jobs,
or what we’re working on. So if there’s something specific
you’re really wanting to do or a background that you have that
you’re wanting to continue but just now in a different
capacity as a web developer, apply for those and look into that and
use that to start your search.>>All right, so what if a recruiter
reaches out to me with a job?>>Yeah, so if a recruiter reaches
out to you with a job role, I would ask some questions as
to what’s expected of this job, where’s it located, just general
questions that you would ask. And then just because the recruiter is
reaching out to you doesn’t mean you have to go or do anything with it if
it’s not something you’re interested in. If you really are strongly like, no,
this is not for me, I don’t care. This is nothing I want to work in. This is not a role I want. It’s not located where I want. You’re more than welcome
to turn it down. More will come, if you’re being
reached out by one recruiter, that means more have access to you and
more can find you. I would, however, give some thought
to possibly considering it, only as practice to go
through the process. Interview practice, especially if a technical interview is
associated with their internal process. Getting some practice with
this can be really beneficial. The last thing you want is to have
an interview with a company you’re stoked about and
you really want to work for and then you get to a technical interview
and you don’t even know what to do, you’ve never practiced one before,
and you bomb it. So getting some practice under your
belt, whether it’s a technical interview or just a behavioral interview,
interview process in general can be not necessarily the most comfortable or
fun experience to go through. So having some under
your belt before you find your dream job can just be helpful.>>So,
I know a resume’s really important. But after I apply, how important is the resume really
to the recruiter and the company?>>Yeah, so resume is hugely important. As somebody who has a recruiting
background, if I was to get a resume in for a role I’m working on and
the resume either was not professional, wasn’t formatted well,
had super-crazy grammar errors, spelling errors They tend to not take
it seriously and you might dump a bit. Along with that, if you get a resume
in and the content is good, and there’s no but it has nothing to do
with the job you are trying to fill, you also won’t be taken seriously. So being able to have
a professional resume that is curated for the role you’re
looking for can be really helpful. So making a targeted resume for
the company, for your specific role you’re looking
for, even going one step further and making it company specific or
super role specific. So one example would be, saying you
have experience as a taxi driver and you are applying at Uber. You want to make sure
that you list that. Because you also, you have You have actual experience
in the field they are in. Yes, you might be a junior web developer
but you have experience as a taxi driver, which ties into
Uber’s platform in general, so making it super company and super
goal specific can be helpful as well.>>Yes, so if I was applying at Facebook
I probably wouldn’t put the same>>Resume where I had that cab driving experience.>>Exactly.
Yeah, then if you’re going that in-depth with
your resume and making it that targeted, you would want to then make the resume
you send to Facebook more about like something specific
to the role at Facebook. And one thing that can go and
help you is to find the job description. That the company has posted and take
some key terms of some of the roles and responsibilities And see how some of
your past experience relates to that, or yields to that, and list that. Talk up your experience that relates
to what they are looking for. It catches the eye of the recruiters and
it really can go a long way to show these how you would be a good fit for
it. Instead of making the recruiter kind of second guess how you would
be a good fit for it. You want it to clearly come
across in your resume. This is why I’m a good fit for this,
this is what my experience is. This is how it yields to
the role you are looking for. You want that To just come out
of your resume without having to explicitly say it.>>Yes, so what if a candidate
has some really impressive, maybe professional resume but it might
not even relate to the industry, or the job title they’re applying for. What do you recommend with that? Yeah, so I, if you’re looking for your,
if you’re trying to get your first job in this new industry, so
you’ll be taking your nanodegree. Say your background, you came from
a business analyst, now you’re trying to be a web developer, and you don’t have
a lot of tangible industry experience to showcase, I would still list your,
in a work history section, still list your professional experience
because often times having professional experience can also speak a lot
about who you are as an employee. Maybe just don’t go into really
examples of what your roles and responsibilities were
at your past companies. Just list that you were there,
the years worked, what your title was, and
maybe one line about what your role was. With this case,
you’d want your projects and your Your experience that you’d to really
be the focal point of that resume. There’s different types of resumes for
different types of experiences. As you get more industry experience, you can start to take
away the less Relatable, professional experience, and have your
and experience kind of speak for that. As you get more opportunities
to practice your skills, the more job opportunities,
your resume will kind of take shape and slowly start to read
more industry-specific.>>Yeah, so are there any
last-minute tips you want to give to people that will be
talking to recruiters and are doing a job search before we go into
the question setup or [INAUDIBLE] setup?>>Yeah, mostly just to summarize and touch back on things
>>Really you want to diversify yourself,
don’t put all your eggs in one basket. You owe it to yourself to not settle for
just one recruiter to help you. If you want to work with recruiters,
work with multiple. Find yourself jobs along with that Be
careful with recruiters in general. Don’t sell yourself short and don’t
believe don’t buy everything they say. They’re trying to find the best
candidate for their position. Obviously, you’re going to think
you are the best candidate. The company might not agree, so don’t
necessarily get yourself settled, or set on a role that a recruiter
is helping you with. You should still do your own search. You are your own best advocate,
I think I said that earlier. In addition to not putting all
of your eggs in one basket. Multiple search avenues and search paths can help you stay fresh and
keep your skills up. While you’re searching for a job,
don’t Don’t let your skills go stagnant. The worst thing you could do is to focus
all your attention on your job search, and not pay any attention to
keeping your projects up to date. Keep learning, keep practicing,
because that can speak volumes As you’re applying to roles,
keep yourself organized. So have some sort of a spreadsheet
as to where you’ve applied, what the progress is,
when you should check back in, what applications you sent out,
sent out where, where your resume’s at. Even if you end up
doing a target resume, having a folder that’s specifically for
resumes and title of those resumes [LAUGH] with the company names, that way
you know that’s specifically that one, so you don’t accidentally send out what
you thought was your normal resume to a company and it had a bunch
of company information in it. That can be general best practices. Then also, be persistent. I know Job search, in general, it can
be overwhelming to get started with and then it can be very discouraging, if you get some negative
feedback in the beginning. So don’t get too caught up in that. Just let yourself Just keep applying. The more you apply,
the more experiences you get. The more opportunities you get
to practice interviewing and coding challenges. And so, just the more opportunities
you put yourself out there, the better chances you have overall. So be persistent. Yes, so thanks a lot for that, Rachel. It was really informative, really great. So the next thing we’re going to go
to is, for those of you that have taken a survey, before we gave
this webcast, we had a section where you could put any questions that
you would like answered in the webcast. We’re going to Get to the ones that we
felt like we related with the most and then if we have time,
we might be able to cover some more. So if your question doesn’t
get answered, we’re sorry, but this is what we got. All right, so first question we have
here is how can I improve my skills to crack the coding interview. Any resources? So I was actually in
a really similar situation, I just recently graduated
from [INAUDIBLE] degree. And I was like, I need to learn data
structures and algorithms and be able to perform in a coding interview, in a
technical interview and do these things. And I was wondering where can I start? The first advice I would give is
definitely don’t give up and like, know that you can do it because when you
first start out, you might be like well, I wish I had a Computer Science degree
while I could have learned all of this. But the thing is,
you can’t teach the subject to yourself. You can’t [INAUDIBLE] this degree,
so it’s certainly is possible. You just start Googling data structures, check out books like Cracking
the Coding Interview. What I would personally recommend
is Go to hackerinc.com and just start going through those problems,
and then if you need to learn a data structure to solve the problem go and
Google that data structure, Google that algorithm so
you know how to solve the problem. All right, and this gives you practice
in that sort of situation, and then when you sort of feel like
you understand Team structures and you’re ready to start
practicing interviews before you’re actually in
an interview situation. There’s a great website out there,
it’s called pramp.com, that’s the name of the site. What that allows you to do, it actually
allows you to take turns interviewing a person and then that person would
interview you with coding and algorithm questions, right. So this is pretty, as close to
real life as you’re going to get, right, because you have your
webcam in front of you and you’re speaking in front of this person,
and it’s an online Twitter pad. And so you’re really walking through the
problem as you would in an interview, have a person in front of you to
tell you how you can get better and how you can get worse. And also, it puts you in the shoes of
an interviewer, right, so you could see things that maybe you wouldn’t have
noticed while you were doing it, but you can see somebody else do it. So that would be my answer to that. Yes.
Just don’t give up. So the next question we have,
is recruiters look at many profiles, people to identify for potential
candidates for specific positions. This is kind of a long question. Very often these positions belong
to a specific department or team, for instance, database management
systems, and it is possible that there are other departments and teams in that
company that are more relevant to you, for instance, data analyst mining,
or some other data engineering. So my question is, how do you get
the recruiter to review your profile, [INAUDIBLE] with someone from other
departments that might be looking for a candidate with a profile
similar to mine, and how do you stand out from others?>>There’s two paths, I guess,
that this would take. First, is it depends on if
the recruiter is an external recruiter, working for a third-party company,
or is it an internal recruiter? Easily, if you find this position and
you are applying to it directly, if that’s the scenario to which
got you to this application, and you see that there are multiple
roles across different teams that you would be good for,
then apply to all of them. That’s always a good idea,
if you see multiple roles. Don’t pitch one to yourself,
just don’t and even me essentially. And then because what will happen
is if there are different recruiter like our hiring managers that
are associated to each role. They will talk among themselves
because they all work together. They will end up figuring out that they
are all talking to the same person or interested in the same person and
then work together to figure out which department
you would actually be a good fit for. That happens a lot, I don’t think you’d
be surprised, or I mean, it might be surprising as to how often that actually
happens, but never limit yourself. You’re interested in multiple
different teams, apply to all of them. Now you’re getting
contacted directly from a hiring manager from a national company
party, or even an internal party, and you have taken the kinds to get to
know this company and you expect there’s a lot of holes opening you could
possibly [INAUDIBLE] or it worried about not getting in touch with the right
person for the those, just ask. Or if it’s an actual recruiter, they
might also be working on that role or they might know somebody who is or they might not have been
aware that position is open. And just ask, and
just tell them, hey, I noticed when after you told me about the office
role, I looked up the company, I looked up their job, I noticed they
also have these positions posted. Based on my experience, I think I’d be a
good fit for them too, who do I talk to, can you make that introduction? And just ask, they’re not going to
be offended if you ask for that, they will get the referral
bonus regardless of which job you put into if the company hired you. That goes for external or
for internal referrals. It doesn’t really matter as long
as the company makes a hire, that’d be their biggest concern.>>All right. Awesome.
Thanks, Rachel. So this is a question that’s
particularly curious, so how do you respond to the question
how much money do you earn? The students said that they usually
reply with my target salary, or say something like,
I want to earn the fair market value. So what is the best way to respond
to that question from our recruiter?>>Again, this is not as
simple as one might think. [INAUDIBLE] Question, nobody likes
talking about money in general, and so it’s uncomfortable anyway. So there are two different scenarios
I am going to kind of talk through. First is the scenario where
you have no work experience. This would potentially be your
first job in this new industry. You’ve just got your degree,
you’re applying, they are potentially
making you an offer. They are asking you about what your
current salary is, and you don’t know how to answer that because you’ve never
had a salary as a web developer before. One thing you should do is, prior to
starting the interview process, or as you’re engaged with it, as you
have an interview with the company, look up what’s like just the medium or
market range salary is for people in your cell or position and
just see what’s out there and depending on where you’re
located it might differ greatly, so take that into consideration. There are, using a sliding glass
door can actually give you some specific information on what that
specific company’s salary range is. Even within the same market area, different companies are going to pay
different amounts, depending on whether they’re an established company,
they have a bigger budget, or if it’s a startup,
they might have a smaller budget. So getting specific information
on what the company’s salary range is can help, too. And then, in addition to that,
if you’re making a career change, you were a senior-level person prior or
you’re a fresh college grad, there might be some differences in terms
of what this new salary is going to be. So if you are a senior-level person
making a transition into a starting developer role. You might have to just accept
the fact that you might have to take a bit of a pay cut,
just to get started. There is a lot of room for
growth within tech. And so you could easily, within a year to six months,
make up to what you were making prior. But you might have to bite the bullet
and take a pay cut in the beginning. So really what you want to do is
figure out how low you can go, or what your price range is for making, what you can make and
live comfortably where you’re at. That might take some budgeting, that
might take some really deep diving into what you spend your money on and
how you spend your money, but really take into consideration what
it would be to live comfortably, and then ask for that or a little bit more. I give you some room for negotiation. What you want to know is the lowest you
can possibly go, because if they make you an offer and you negotiate,
you know how low you can possibly go. Give yourself a buffer in that so
you’re living on the streets. You never want to do that just so
you can take on a job, that’s like worst case scenario. But just understand that within
different market ranges, within different companies,
and different jobs even, there might be differences in salary,
and do your research going into it. And then, my next set of advice,
it’s somewhat similar, but if you already have industry experience
so, say you have experience as a. You took, pretty much, your degree as just a way to
kind of bolster your skills. Or you have had a job, and
now you’re getting your second job. And they ask you how much you’re making. Always ask for more because that
gives you room to negotiate and because sometimes
depending on the company, they’ll offer you what you say you’re
making now and so if you told them more, you have a buffer and
essentially you’re making more. And we’ve inadvertently gotten
a raise with this new position. So salary negotiation in and
of itself can be very tricky and an uncomfortable thing to do. The Career Resources Center
that Udacity has created, actually has a lot of resources
on how to go through this, and different scenarios, and how to make the
most of it, and how to really make sure you’re not underselling yourself, or
you’re not preventing yourself from getting a job opportunity because
you’ve asked for too much. So it kind of walks through that. So I would definitely recommend
checking that out if you have kind of more specific questions regarding how to
handle this because it can be tricky.>>Yeah, the career resource
center is really great. I personally used it a lot when I
was looking for a job in technology. So it’s a really awesome thing. Even that goes back to my question on
how to crack the coding interview. There are a lot of resources there
that will help you with that. But back to this question. So typically a recruiter might ask
this during the phone screening.>>Mm-hm.>>Right, so maybe, would you recommend
to a candidate that they could revisit this topic after they get an offer? Yeah. So if you’re talking to a recruiter,
they will probably, especially if it’s a recruiting company, they will probably ask you early
on what your salary range is. Just so that way, they have an idea. What types of roles to present you for. Because they know that if
they put you for a role, and they know that the salary is way
too low for what your range is. It helps them kind of gear their search. So they will probably ask early on. You are more than welcome
to revisit a salary. As long as you haven’t accepted
an offer, you can revisit salary. There are often times things that come
up that can change a salary range. Either there is additional resources
that’s needed or maybe this company can give you a certain salary amount but
can’t provide any other benefits. You have take that into consideration. That’s oftentimes,
maybe you won’t know until later on. So just yeah,
as long as you haven’t verbally or on paper accepted an offer,
you can always revisit. And there are going to be situations
where maybe you have accepted an offer and something unexpected has happened
and you do need to revisit it. You can, just be very careful
about how you tread with that. Because that can leave a bad
taste in a company’s mouth. But those are extenuating circumstances
and those are kind of one in a million. But we don’t really need to get
into too much detail with that. But yeah, just be open and honest. I’ve found just from personal
experience, the more honest you can be about what
your needs are, the better. So for me if location is needed,
be up front and honest about what it would take you,
what it would take for you to move. If you need financial support and
say that. Be open and honest, and ask questions
about what the company is able to do for you, as an employee, because that can
sometimes impact salary, as well. So, say they have a really
good benefits package, or they have all these other perks. Like a free gym membership,
they have a cell phone reimbursement, or they order lunch in every day, or
they have free childcare on site. All of those things can change the way
you might think about a salary that might have been less than ideal. There have been many times where
I’ve worked with somebody, and the perks associated with the role had
actually outweighed the less than ideal salary they were making, because they
were actually going to be saving all this extra money on transportation
expenses, or on, maybe they got to work from home so they didn’t have
to worry about coming to the office. There are other perks and
day to day benefits that can outweigh or can help impact a salary decision,
ask about those as well.>>All right, yeah. So thanks for making that, what could seem like a
difficult question, a lot easier for us. So the next question we have
here is a student wants to know, how can they market themselves
with no related work experience? And you kind of touched on
this a little bit before.>>Yeah.
So we kind of went over this with the
resume aspect, but the best thing you can do is just to showcase the skills
and abilities that you do have. So you actually have all of
the the skills that you might not realize as an experience. So personal projects
count as work experience. When you’re building a resume or
when you’re building a portfolio, or you’re building really tuck up
the experience you do have, and let the experience you don’t have
kind of like fall to the back. You never want it to be obvious that you
know you don’t have a lot of experience. You want to talk up
the projects you worked on. A great way to do so and showcase that,
is to build a personal site, or build a personal portfolio that is,
essentially, a website that you’re creating for
yourself. You get to design it, you get to
be the mastermind behind it, and it gets to allow the people
who are looking at it, snippets of who you are as a developer,
what your abilities are. There have been times where these types
of sites have turned into employment opportunities for like a contract role
because somebody sees their site and be like yeah I want you to
design one for me, I’ll pay you. And then you can list
that on your resume or list that like linked to that
as an example of your work. The more experience you can get, even if
it’s not in a professional setting and it’s just a fun project
that you’re working on or something you’re developing on
your own or an app you put out, or projects you’re working on with friends, hackathons you can attend and
participate in, GitHubs you can do. Anytime you can do that, that is building up your
professional experience. So I know that marketing yourself with
what seems to be no experience can be a very daunting thing to do. But if you think about it,
you actually probably, especially if you
graduated from Udacity, you do have projects to show for it, and
you do have work that you can showcase. It’s just, yeah.>>[LAUGH] Okay, yeah. And another thing you could even
do is [INAUDIBLE] ask if you’ve graduated from your Nanodegree. You could even apply
to be a code reviewer. That’s another excellent way to
gain related work experience.>>Yeah.>>So the next question that we have is,
how to stick to my ideal job and not to be led by recruiters and
still work smoothly with them?>>Yeah.
So just tips for working with recruiters. Just because they
contact you about a job, it doesn’t mean you have
to do anything with it. It doesn’t mean you
have to consent to it. It doesn’t mean you have to let
them put you forward, at all. If you have a very clear vision as to
what jobs you want, where you want to go with your career, and the job that
this recruiter is talking to you about doesn’t fit that pact, then you can just
say, I’m not interested at this time. You don’t have to connect with them. You don’t have to work with them. Oftentimes, though,
if you are working with a recruiter, especially in a third-party setting,
they will take the time to get to know what your motivations are and what
interests you, what types of projects you’d want to work on, what types of
companies you’d want to work for. If they’re a good recruiter anyway, they will definitely take
that into consideration. Because that just helps
them in their search. So if you’re not interested for whatever
reason, you don’t have to go with it. Like I mentioned earlier, if you are
kind of new to the interviewing scene, I would possibly suggest doing it anyway
because it gives you experience on how to interview, and
that can be invaluable in and of itself. Just the interview resources that
Horatio talked about are great and will definitely help you, but
nothing really beats face to face, in a high pressure situation,
when you’re interviewing for an actual job and a job is on the line,
even if a job you don’t want. You still get the pressure of it. And so nothing can replace
that type of feeling. So practicing, using these jobs that you
have no interest in as simply practice can just maybe help you
later down the road.>>Yeah, and even if you get the job and
offer on the table, never hurts, right?>>You don’t have to take it. Just because you get an offer doesn’t
mean you have to take the job. If you get two offers,
that can help with salary negotiation. You can use one to leverage the other. Just, it never hurts to say no.>>All right, so Rachel,
that looks like all the questions that we planned on answering,
that got sent in. Do you think we have any time for
any more, here?>>Definitely.>>Okay, yeah, so we have a few, here. What we originally planned to do, was
actually answer some of your questions live, but it looks like there’s
an issue with that right now, but for the next career webcast,
we promise to have that working.>>And also just to note, if you guys
have any questions about content that we brought up or we talked about, and
because we can’t answer them now live, feel free to email me or Horatio and we can figure out who would be the best
person to answer the question.>>Yeah.>>Depending on what that question is. So at the end, actually I guess we
can give our email addresses out now.>>Well,
if you just email Udacity-support, it will get sent to the best person.>>Yeah, and
just mention webcast follow up, so that way they know it goes to you guys,
otherwise it could go to anybody.>>Right.
>>[LAUGH]>>So which one of these questions looks good to you, Rachel?>>Okay, so this is one that I,
personally, have had to deal with. So how to answer the question,
why do you change jobs so often, once in a year? So I, myself, over the last two years,
have changed jobs maybe four times. Just because opportunities
presented themselves and I took it. It’s not a negative to change jobs. Especially in this ever
changing startup scene, if that’s kind of what
you’re trying to get into. Tons of jobs in turn, will like, one will become another, you’ll meet
somebody here that’ll offer you this. As long as the jobs you are jumping to fit your career path,
that’s all that really matters. And often times people who take on
contract work deal with this as well, because it appears on a resume that
they had like six jobs in the last year, because each one had been
short-term contracts. And if you just say upfront that that’s
the situation, that’s totally fine. Even in my case, where I’ve just
taken on new opportunities, none of them have been for
very long for one reason or another. You can just be honest and say that,
and just explain how you got started, what the transition was,
what led you onto the next job. And you could just say, the difference
is though, if you are getting fired from all these jobs, then that’s why there’s
so much turnover, you might want to rethink what you’re doing [LAUGH]
in these jobs to get you fired. But typically that’s not the case. Typically it’s because an opportunity
lends itself, or you’re moving, or whatever the situation is,
just be honest about it. Recruiters are smart, we tend to
have a very good read on people, especially if you’ve been doing this for
long enough. You can tell when people
aren’t being truthful, and something shady is going on. So it’s always better to be honest,
and just explain what happened, or what the situation was,
and why you made a change and that’s usually my best advice for that.>>Right yeah, thanks for that Rachel. Is there anything else that you see?>>Okay, so how do I get employers
to get past the no degree? This person has GitHub and projects. So I think this kind of goes back
to what I mentioned earlier in terms of how to market
yourself with no experience. So just don’t focus yourself on the fact
that you don’t have a CS degree. You have Udacity Nanodegree, which
in and of itself is starting to gain more traction and starting to,
just like other bootcamp and emergent programs,
kind of take the place of CS degrees. And that shouldn’t be, if you feel
like that’s holding you back, I think that that’s a you thing,
not necessarily a recruiter thing. Just because a job post or a good job requirement list that you
see lists specific types of actual either education experience, or how many years worked in a situation,
that’s oftentimes a wish list, but it’s oftentimes not who
the company is actually hiring. So don’t ever feel that you
can’t apply to a position, just because you don’t hit
every notch on the list. You should still apply. There oftentimes is a big discrepancy
between the job posts and who’s actually getting hired. For one reason or another, companies
will oftentimes totally be willing to hire capable people,
regardless of what their background is. And within tech itself, recently,
especially with smaller medium, smaller-sized companies, there’s
a recognition that a CS degree or a college degree doesn’t mean anything. There is a difference in what you’re
learning in a CS setting versus what you’re learning in a Nanodegree setting,
in terms of the actual, tangible, hands-on work experience on projects. And so as long as you showcase
the experience you do have and don’t showcase the experience
you don’t have, you’ll be okay.>>For a lot of our Nanodegrees,
they’re taught subjects that some universities don’t
even offer classes in. You might be even more qualified
than somebody who has a CS degree, to be an Android developer,
because you took our Nanodegree. Make sure to mention that and
really showcase your projects.>>Yeah.>>So Rachel, is there anything else?>>Let’s see, most of the other
questions that have been submitted, we’ve covered in some capacity, so I don’t feel like we need
to keep re-touching on it. Okay, there’s one more I will touch on. It says, how to bypass recruiters and go directly to the company
which has the opening. So in all honesty, you’re going to
end up working with a recruiter, because the person handling it,
even if you go directly to a company, the person receiving your application
is going to be a recruiter, just an internal recruiter. So you’re still going to have
to deal with them in some way, so you might just need to kind
of get over that a little bit. They’re not as scary as they
have to be and just, yeah. There might be some situations if you’re
working with a super small company, than that there’s not going to be a
recruitor, they don’t have an HR setup. So you might then in those cases, talk
to somebody who is more engaged with the actual engineering, or CTO, CEO
type of person, but that’s pretty rare.>>Yeah, but by all means,
if you know somebody in the company and you could get an internal referral,
definitely do that, but you probably will get sent
to a recruiter, eventually. So yeah, that was really great. It was really great having
you here today, Rachel.>>Yep.>>I don’t know about you, but
I sure learned a lot today, a lot of great things. So yeah, thanks again Rachel.>>Yeah, of course. Like I said, if you have any questions
feel free to reach out and let us know. We’ll probably next week,
send out a list, or a survey, or a simple questionnaire, to all of the
people who attended or said they were going to attend, just with follow up
information about how you think it went, what you would have liked to see,
maybe possible future topics. So keep that in mind as you’re reviewing
this batch and thinking back on today, and what we talked about, and what
you would like to see for next time.>>Yeah, it would be really awesome
to get your guys’ feedback.>>Yeah.>>All right, that’s it.>>Okay, well-
>>Thanks guys.>>Thank you.

Robin Kshlerin

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