The Perfect Fit: This pandemic, find out how you can be the perfect fit for that IT job you have been eyeing for!

Table of contents :
Tell me something that is not in your resume!
Chapter 1: The Soft Skills
Communication
Customer-centricity
Business acumen
Chapter 2: The Hard Skills
Cloud Computing Engineers
Computer Network Specialists
Computer Support Specialists
Database Administrator
Information Technology Analysts
Information Technology Leadership
Information Security Specialist
Software/Application Developer
Web Developer
Chapter 3: Everything In Between
How bad do you want this job?
Why did you choose that company?
Did you pray for this job?
About the Author

Citation preview

The Perfect Fit This pandemic, find out how you can be the perfect fit for that IT job you have been eyeing for! By Jo Sevilla

Table of Contents Tell me something that is not in your resume! Chapter 1: The Soft Skills Communication Customer-centricity Business acumen Chapter 2: The Hard Skills Cloud Computing Engineers Computer Network Specialists Computer Support Specialists Database Administrator Information Technology Analysts Information Technology Leadership Information Security Specialist Software/Application Developer Web Developer Chapter 3: Everything In Between How bad do you want this job? Why did you choose that company? Did you pray for this job? About the Author

Tell me something that is not in your resume! This is usually the way I ask applicants to introduce themselves. I often ask them to tell me something which is not found in their resume. Why? Because most applicants would just prepare for and memorize what is in their curriculum vitae/resume. You better just ask us to read if that is the case. We want to get to know you as a person. We want a real conversation. We expect you to tell us a bit about your family perhaps, what you love doing during your spare time, what your pet peeves are, etc. The way managers screen applicants for whatever position, may vary, but the intrinsic qualities that they look for are similar, one way or another and, guess what — most of them are not found in the resume either. As the hiring manager, we make an initial assessment whether you will be a good fit to the team or not. And because you will most likely be part of our reporting line, we want to know if there is a professional jive between us, as early as the interview process. According to Jim Collin’s book Good to Great, the old saying “People are your most important asset” turns out to be wrong. People are not a company’s most important asset. The right people are! So it is indeed critical to get the right people in the bus. Given the current pandemic, most, if not all interviews are conducted virtually. This is an extra challenge for both sides to determine chemistry, but really, it can be done. With the numerous video call platforms, face to face interaction can easily be replicated. This book will unravel key considerations in short-listing candidates for an IT post. Well, the soft skills part is applicable to any post, in fact. These are based from my actual experiences and observations in screening applicants for level 1 and support roles (some internal, a lot external) for the past ten (10) years. So, what are you waiting for? Read away and find out how you can be The Perfect Fit!

© 2020 Jo Sevilla

Chapter 1: The Soft Skills

S

oft skills, according to Wikipedia, are a combination of interpersonal people skills, social skills, communication skills, character traits, attitudes, career attributes and emotional intelligence quotient (EQ) among others. Do you need all of these in IT? Certainly! But how do you show the interviewer that you have just the right amount of the important elements to excel in the IT position you are applying for. Let’s just say that during interview, about 80% of the deciding factor would be the soft skills because hard skills would entail doing the actual job before fitness is proven. In determining “the right people,” the good-to-great companies placed weight on character attributes than on specific educational background, practical skills, specialized knowledge or work experience...not that they are unimportant but they viewed these traits as more teachable/learnable, whereas they believed dimensions like character, work ethic, basic intelligence, dedication to fulfilling commitments and values are more ingrained. (Good to Great, Jim Collins) Communication There are two types of communication skills: verbal and written. Well, there is a third type which is non-verbal/body language. This should also be considered. You need to show acceptable competency levels on all fronts. How? For the verbal type, there is no need for perfect grammar nor to prepare a speech likened to a valedictory address. Being conversational and getting your thoughts across are all that matter. You should be able to express yourself comfortably and in an organized way to the interviewer.

“...dimensions like character, work ethic, basic intelligence, dedication to fulfilling commitments and values are more ingrained.” Be very ready to answer behavioral questions. What are they? They are an interviewer’s manner of questioning that aims to bring out the “how” in a specific situation. They do not only reveal your innate abilities and skills but also help assess whether a candidate can enumerate concrete examples of experiences that relate to the thrown question or not. And more importantly, your answers to these questions bring out character traits and career attributes to the surface. indeed.com has a good article sharing some of the most common behavioral questions asked in an interview. 1. Tell me about a time when you handled a challenging situation. 2. Tell me about a time when you made a mistake. What did you do to correct it? 3. Tell me about a time when you were in conflict with a peer and how the situation was resolved. 4. Tell me about how you work under pressure. 5. Give me an example of how you set goals. 6. Give me an example of a time you made a decision that was unpopular and explain how you handled implementing it. 7. Share an example of how you were able to motivate a coworker, your peers or your team. 8. Tell me about a goal you set and reached and how you achieved it. 9. Tell me about the last time your workday ended before you were able to get everything done. 10. Tell me about a goal you failed to achieve. Please get the link at the Reference section if you want to read the full article as they also provided suggested answers to the questions above. Red flags: *Jumper - someone who consistently jumps from one company to another without significant tenure. You would hear various reasons from not being regularized to project ending fast to not liking the salary/benefits/work arrangements etc. *Bad-mouther - someone who talks ill of current employer or boss. There is a way to communicate the reason for wanting to leave such as desire for growth, limitation on span of control, wanting financial progress, etc, without bad-mouthing anyone. And concerns for current employer should be settled off the bat. The second type which is focused on the written part can quickly be assessed two ways: thru how your curriculum vitae (CV) or resume is written and the result of any written assessment the company asks you to complete.

In case you do not know the difference yet. Curriculum vitae gives a whole run-down of your work experiences together with the tasks you performed under each position. While resume only lists down roles/experiences that are relevant to the position that you are applying for. For example, if you are applying for a Technical Support Representative role, a CV lists down your professional history including perhaps your first work as an attendant of a fast food chain. Or your short stint as a freelance copywriter. While a resume would only list down previous work which is connected to being a Technical Support such as perhaps a prior experience as Customer Service Rep, IT Support, Field Support, etc. Green Flags: *Minimum to no spelling/grammar mistakes found. *Use of a professional looking template. *Sequence of work experience is from most recent to oldest. This eases discussion and will not confuse the interviewer. Now the third or the often-unspoken part is the non-verbal form of communication or body language. Before we forget that we are in the middle of a pandemic and may be doing all of these the new normal way, the interviewer might prefer a full-on video call or just an audio chit-chat, whatever the case may be, you need to be prepared. For a video interview, needless to say, you have to dress the part. Choose a location at home where the internet is good, there are no possible distractions and well, the background is presentable enough to be shown or shared. I am not even kidding. I have attended a webinar where one of the participants is in the middle of an unruly kitchen, all untidy dishes in sight and everyone at home seem to have passed by. Just use a virtual background if it cannot be helped. As for the non-verbal cues, it will be easier to tell if your hiring manager is dozing off with your long explanation. Or if you spot a frown every time you talk over his statements. For a simple call or audio interview, this type I have done several times this pandemic. The thing with no video is that the interviewer has a tendency to focus on every single thing that you say making mistakes magnified. I guess a good sign would be if the interview is getting less of a question and answer format to a more conversational dialogue. If the manager also starts sharing with you his plans and how he can use your expertise in the team or recognize your experiences as a good contribution to the team he is building. Customer-centricity Big word huh?! What is customer-centricity and why is it important in everything that we do for the company? Customers are simply the ones who pay the bills that’s why! According to Harvard Business Review’s 6 Ways to Build a CustomerCentric Culture written by Denise Lee Yown, the 2nd of the 6 ways is to hire

for customer orientation. During the interview process, hiring managers are required to ask every candidate, regardless of role, a question to gauge their customer orientation. Kirsty Traill, the company’s VP for Customer, explains that this practice not only assesses candidates and ensures that every new employee is aligned to customer-centric thinking, but also sends a clear message to everyone — recruits and hiring managers alike — about the importance of customer experience at the company. So how will your customer-centric abilities surface during interview? Show your awareness of customer-centered key performance indicators (KPIs) such as Customer Satisfaction (CSAT) Scores, Net Promoter Scores (NPS), Customer Retention Rate and others that your current employer is utilizing. Whether you are an agent or in the ranks, you can make a good mention of how you did well in your CSAT or how you led your team to improve its NPS. You can also enumerate scenarios or situations when you had to put your A game in handling a customer. It can be turning around the experience of an irate customer. It can be applying a strategy that is inconvenient to you and your team but was able to resolve a complicated stakeholder escalation. Whatever it is, it can help show that you have a heart for our customers Business acumen Business acumen, simply put, is understanding beyond your role. This means that your knowledge goes past your immediate tasks. You know a fair number of things about your industry relative to your tenure in your current company. You can confidently speak about your organization. It can be about its goals, performance, and for leaders, some financial tidbits. Stakeholder awareness is also a good reference of having business acumen. Being conscious of the needs of the key resources you interface with regularly, is a good sign that you do not live under a rock and are only concerned about yourself. Not that self-awareness is not important. In fact, it is. Being aware of your place and contributions in the larger organization is business acumen in itself. At the end of the day, companies are businesses and their aim is to be profitable. Sharing projects or initiatives that made your team, department or the whole company realize savings are worth sharing during the interview. This adds value to your application as having been part of such projects mean you have the skills and experience to possibly run the same in the new company.

Chapter 2: The Hard Skills

H

ard skills are the professional abilities acquired either thru studies or work experiences. I want you to have an idea of the various Information Technology roles you can apply for. My suggestion is for you to research further once you have narrowed down your choices. This will be helpful not just for fresh graduates but also to those who want to shift expertise/area someday. I will fully reference the write-up of Alison Doyle written just last year (2019) entitled IT Jobs: Career Options, Job Titles, and Descriptions in the website www.thebalancecareers.com. Cloud Computing Engineers Cloud computing engineers define, design, build, and maintain systems and solutions leveraging systems and infrastructure managed by cloud providers such as Amazon Web Services (AWS) and Microsoft Azure. • • • • • • •

Cloud Architect Cloud Consultant Cloud Product and Project Manager Cloud Services Developer Cloud Software and Network Engineer Cloud System Administrator Cloud System Engineer

Computer Network Specialists Computer network specialists and analysts define, design, build, and maintain a variety of data communication networks and systems. They typically have a bachelor’s degree in computer science or a related field. Some also have a master’s degree in business administration (MBA), with a focus on information systems. •

Computer and Information Research Scientist

• • • • • • • • • • • • • • •

Computer and Information Systems Manager Computer Network Architect Computer Systems Analyst Computer Systems Manager IT Analyst IT Coordinator Network Administrator Network Architect Network and Computer Systems Administrator Network Engineer Network Systems Administrator Senior Network Architect Senior Network Engineer Senior Network System Administrator Telecommunications Specialist

Computer Support Specialists Computer support specialists and network administrators help computer users and organizations. Some of these workers support computer networks by testing and evaluating network systems and ensuring that the day-to-day operations work. Others provide customer service by helping people with their computer problems. Some require a bachelor’s degree, while others need an associate degree or post-secondary classes. • • • • • • • • • • • • • • • •

Customer Support Administrator Customer Support Specialist Desktop Support Manager Desktop Support Specialist Help Desk Specialist Help Desk Technician IT Support Manager IT Support Specialist IT Systems Administrator Senior Support Specialist Senior System Administrator Support Specialist Systems Administrator Technical Specialist Technical Support Engineer Technical Support Specialist

Database Administrator Database administrators help store and organize data or companies and/or customers. They protect the data from unauthorized users. Some work for companies that provide computer design services. Others work for organizations with large database systems, such as educational institutions,

financial firms, and more. These jobs are growing at a faster-than-average rate, with an expected 9% growth in jobs between 2018-2028. • • • •

Data Center Support Specialist Data Quality Manager Database Administrator Senior Database Administrator

Information Technology Analysts IT analysts are responsible for designing and implementing organizational technology for businesses. They create solutions for collecting and analyzing market data, customer input, and client information. • • • •

Application Support Analyst Senior System Analyst Systems Analyst Systems Designer

Information Technology Leadership Leadership in IT draws from candidates with strong technology backgrounds and superior management skills. They have experience in creating and implementing policies and systems to meet IT objectives, and the ability to budget the time and funds necessary. • • • • • • •

Chief Information Officer (CIO) Chief Technology Officer (CTO) Director of Technology IT Director IT Manager Management Information Systems Director Technical Operations Officer

Information Security Specialist The increased incidence of security breaches and the associated danger of identity theft has enhanced the importance of protecting data on commercial and governmental sites. Information security analysts help defend an organization’s computer network and computer systems. They plan and carry out a variety of security measures, such as installing and using software, and simulating cyber-attacks to test systems. Information security jobs are expected to grow much faster than average, with an increase of 32% between 2018 and 2028. • •

Information Security Security Specialist

•

Senior Security Specialist

Software/Application Developer Software developers design, run, and test various computer programs and applications. Application Developers create new applications and code solutions. They usually have a bachelor’s degree in computer science or a related field. They also have strong programming skills. Software developer jobs are expected to grow by about 21% from 2018-2028. • • • • • • • • • • • • • • • • • • • • • • •

Application Developer Applications Engineer Associate Developer Computer Programmer Developer Java Developer Junior Software Engineer .NET Developer Programmer Programmer Analyst Senior Applications Engineer Senior Programmer Senior Programmer Analyst Senior Software Engineer Senior System Architect Senior System Designer Senior Systems Software Engineer Software Architect Software Developer Software Engineer Software Quality Assurance Analyst System Architect Systems Software Engineer

Web Developer Web developers design, create, and modify websites. They are responsible for maintaining a user-friendly, stable website that offers the necessary functionality for their client’s needs. Some jobs require a bachelor’s degree, while others need an associate degree, including classes in HTML, JavaScript, or SQL. • • • • • •

Front End Developer Senior Web Administrator Senior Web Developer Web Administrator Web Developer Webmaster

Chapter 3: Everything In Between

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ow we are done discussing the soft skills and the hard skills, what then is everything in between? These are the intangible things that would make you go for that job whatever it takes.

How bad do you want this job? In the first chapter, we slightly touched on some reasons why you want to leave your current company and join a new one. Remember to go back to that decision which I know must be driven by something positive, something beautiful for sure — like wanting professional and financial growth because you want to be able to provide better for your family, you are moving into the next chapter of your life by getting married or you simply want to buy that dream house you have been planning out for. Ponder on these things and it will make you go for that leap of faith in leaving your comfort zone. Inspiration will push you to prepare for your interview and be the best you can be on that day. *Wink wink Why did you choose that company? In your job search, I am sure you did not just aimlessly submit your resume/CV to the first company you saw with an opening. I know there are other things you had to consider aside from the role itself and how your credentials fit into the eligibility requirements. Company profile The next consideration, or for some, the first, would be the company itself. As IT professionals, there are prominent ones you can choose from: Hewlett Packard (HP), DXC Technology, Accenture, Microsoft, IBM,

Oracle, SAP, Tata Consultancy Services (TCS), Infosys, Cognizant and Capgemini among others. But an advantage of being in this field is that almost all companies have an IT department, even companies of varying industries. So, technically there are lots of choices out there for IT professionals. As we enter the digital age which is all the more heightened by the current crisis, Information Technology is seen to be a very critical industry/profession. Proximity/location This is essential to consider because as we go back to the old normal, road traffic/travel time has impact on an employee’s productivity and mood. If an employee spends 4-5 hours (back and forth) in traffic day in and day out, then he/she would be more tired of it than the work load itself. So choose a location which is not necessarily near but would be accessible to public transport. If you have your own vehicle, parking availability is also a factor to check. A plus would be a company which can provide free parking. Shift/work schedule Another important thing to consider is the expected shift schedule (day or night shift) and any allowed flexibility. This is important depending on the life stage you are in. I think millennials and younger generation or those single in status may be more open to shifting hours including graveyard but married people or those with health conditions might want a more fixed work schedule.

Did you pray for this job? Just like a good wife/husband/partner, who they say, comes from Above if we ask in prayer, so is a rewarding job. Our stream of blessing/income comes from our Maker. I think if we pray for the ideal company, He will lead us to one. Be inspired by James 1:17 Every good thing and every perfect gift is from above, coming down from the Father of lights... Also let us not forget to use our skills for His glory. That is the only way we can be the perfect fit!

References Collins, Jim (2001), Good to Great Doyle, Alison (2019), IT Jobs: Career Options, Job Titles, and Descriptions, thebalancecareers.com indeed.com, https://www.indeed.com/career-advice/. interviewing/most-common-behavioral-interview-questionsand-answers Wikipedia, Soft skills Yown, Denise Lee (2018), Harvard Business Review, 6 Ways to Build a Customer-Centric Culture

About the Author Jo Sevilla is currently the Service Desk Manager in a Norwegian-owned maritime company based in the Philippines. After graduation, she spent seven years in a contact center where she learned Customer Centricity in the front-line. Post which, she spent the next ten years in a leading global IT company where she developed her IT Service Management, Client Management and Knowledge Management leadership skills. This is also where she became exposed to numerous application screenings for various IT roles. Ironically, she is not a graduate of any of the computer-related courses out there, but of the Arts. She has a Masters’ degree in Management major in Business. She is a product of the University of the Philippines Manila. In her spare time, she surfs her Social Media accounts, does Netflix and chill or simply just spends time with her loved ones. Jo Sevilla is a born Christian.