Hyperledger Foundation Meetups, 18 Nov 2021

Previous Meeting Next Meeting

⏯

youtube image

►

From YouTube: Blockchain Employment Series: How to Market Yourself for Opportunities

Description

A virtual meetup hosted by Hyperledger Princeton on November 18, 2021 featuring a panel discussion about how to market yourself for career opportunities in the blockchain space. Topics include:

* The Resume: Do I still need one?
* Social Media and Job Hunting
* How companies define roles and opportunities
* How candidates can build their skills, brand for roles
* How candidates find companies

More about the event is at: https://www.meetup.com/Hyperledger-Princeton/events/281974445/

----
Hyperledger – Open Source Blockchain Technologies

Hyperledger is an open source community focused on developing a suite of stable frameworks, tools and libraries for enterprise-grade blockchain deployments.
It serves as a neutral home for various distributed ledger frameworks including Hyperledger Besu, Fabric, Sawtooth, Indy, as well as tools like Hyperledger Avalon, Cactus and libraries like Hyperledger Aries, Ursa. Learn more about Hyperledger projects: https://www.hyperledger.org/use

Case Studies: https://www.hyperledger.org/learn/case-studies
Training & Certification: https://www.hyperledger.org/learn/training
Tutorials: https://www.hyperledger.org/use/tutorials
Webinars: https://www.hyperledger.org/learn/webinars
Events: https://www.hyperledger.org/events
Vendor Directory: https://www.hyperledger.org/use/vendor-directory

Subscribe to the Hyperledger Newsletter: https://www.hyperledger.org/newsletter

Follow-us on Twitter @Hyperledger

Learn about Hyperledger Membership: https://www.hyperledger.org/about/join

#Hyperledger #HyperledgerMeetups #Blockchain

A

And we have our panel guests on bobby, so we should be good to go. So I I'm going to say you go ahead and take control and kick it off and then I'll be ready for the panel discussion and monitor for questions.

B

Okay, can you see my screen looks perfect awesome. Now, let's get started so again. This is a blockchain employee. It's a hyperledger event that we try to run every season. um It's a four part event. The first part we geared towards just an introduction to the blockchain.

B

Job enviro career environment, like what are the new jobs, what do they look like? How do your skills transfer and then the second event we usually gear towards employers like what are their pipelines? What jobs are they going to need to be filled? How quick do they need to fill them? um What do these jobs look like? How do you, you know, get them, um and then the tonight is our third event, and it more is geared towards getting yourself ready to get that job.

B

So we have a great panel from accenture to talk about what they're looking for when they do the interview we have some hints and some skills to get you all organized and ready to get to the interview um and then finally, we have this great job, fair in the beginning of december, where you can actually sit at tables, break out rooms and discuss with people who have the jobs almost like an impromptu interview, uh get your foot in the door and maybe get you an actual um second interview soon or even move further up the the chain there.

B

So we're gonna get started. This is, I think I said it. I just have to grab my screen here, okay, so this is a hyper ledger event, so we have to display this lovely anti-trust policy. Is that working there we go so this is just how to behave on this call if you'll take a minute to read it it'll be on the screen for a second.

B

Okay, so again, this is the uh third part in a four-part series. The last part is on november. 2Nd uh today is geared towards getting you that job and the things you need to do the steps you need to take to get there. I am bobby mascara, I am from ledger academy. um I run a project called the giving chain and I'm on the hyperledger technical steering committee is uh jim ready to introduce himself.

C

Sure yeah, and why am I getting an echo hold on um yeah, so jim mason? I work with hyper ledger for five years now have been in a variety of roles. uh Fabric documentation have worked as the leader of the hyperledger public sector group and also leader of the hyperledger boston meetup as well, and have basically been working in the blockchain space on delivering different types of solutions for a variety of companies and that's my background.

B

And then we have john.

A

Yeah thanks bobby I'm john carpenter, I run the global blockchain summit, I'm also the co-chair of the learning materials working group with bobby and right now, I'm working on updating the university curriculum that is published by hyperledger.

A

I run the denver meetup group as well, and I've been involved in the blockchain space now for a number of years.

B

Thank you, john. um So this is some announcement that we we start off with for the community. This is just general things that are going on, so the job fair is december, 2nd it will be with the people who have the jobs and you'll sit down and you'll chat with them. So that's a must come to event.

B

These are meetup events, so there's just like our meetup group, there's meetups internationally and globally. Here are some of the events that are happening. um That one is happening saturday in india, then there's a budapest one, a tokyo and then again the budapests are very active uh meetup group because they have even a third one. um Coming up. um Frankfurt has one and then again tokyo and then again, budapest. So these are just some opportunities for you to sit in and listen to.

B

What's going on in, these calls maybe ask some questions and get involved in those communities.

B

Next up, we have an event happening in the telcom group, which is focused on doing or looking at solutions for blockchain in the telcom space and that can take on a whole a lot of forms. um This particular one is talking about I'm getting some um non-programming languages into dlts, so it makes it easier for the roaming agreements to be enforced.

B

um So if you're at all interested in telecom or worked in telecom- and you want to see how blockchain is coming up with solutions for that sector, please sit in on that call. The link is there and it's on the hyperledger wiki page, which will put this whole presentation on the website when we're done so you can just grab it down.

B

Then also we have the identity working group they're, um trying to get more people involved in these solutions, so they're hosting kind of like an open house. I guess for aries in indy. So if you've ever been curious about how identity is managed on the blockchain and the new ways that that's going to look, please go to those events. They are january and february. Again the links are on the hyperledger websites.

B

This is a new view of the hyperledger product line and solutions, and they are clickable, um follow the link on the screen there and you can click on any of these cards. It'll give you facts, history. Anything you want to know about these projects is on those cards. So please look at that. It's a kind of a revamped greenhouse for us, we're like moving out into a landscape view and then again in hyperledger, I'm having a little holiday party in my little metaverse land, um where we're just gonna go over um new projects.

B

If you have an idea that you would like to showcase, please let me know and we'll give you a booth on the christmas or not christmas. I'm sorry excuse me holiday event, um and then this is another thing. That's happening december, 16th in boston. um This gentleman's book is out. It's well read and well um accepted in the community um and he's on discussing it at a boston meetup.

B

So that's the link for that and then there's the women in tech, meetup they're meeting um to do a virtual networking on november 30th and there's a link for that as well.

B

um Just a little update on the giving chain. um We wrapped up the mentorship program on wednesday, hardik gupta. My mentee gave a presentation. It was a live working demo using firefly, where we collect the donations and transfer them to nfts and that's how we transfer them through the giving chain. Again it was fantastic experience working with mentees and seeing how all these young kids are so excited about this technology and the things they want to do.

B

We just not only had the the mentee that was from hyperledger, but other people just donated their time like they did when we started this project two years ago and it was a fantastic result. So I thank all of the people who were helping out with that and then okay, so now we're going to get started. I'm just going to talk just a few more minutes. I promise.

B

I won't take up too much of your time just to talk about how to get ready for what's happening in our next section, which is discussing what the interview process looks like and what the people with the jobs are looking for when you are face to face we're having discussions with them. So the initial um discussion is just going to be about how to get prepared. What do you have to do to get ready? um So again, you really have to stop and ask yourself some questions when you're looking for a career in blockchain.

B

So why are you changing careers? Why are you interested in moving into blockchain? What's your motivation um and if you've decided to actually make that move, you have to kind of like sell yourself. um It's now an online market where, where things have changed, it's not the personal interview anymore. It's definitely a zoom room interview that you're going to have initially so ask yourself the questions. What are you looking for in a new career?

B

What are your motivators? Are you motivated because you can't stand the job you're in? Are you motivated because you are just so hooked on the technology um that you can't really think or focus on anything else, but learning more about it? um What does you do? You want a remote career because you've had a in uh in-person job forever and you don't want to go into the office and deal with traffic anymore, um because remote jobs now are just as easy to get as in-person ones were.

B

So is that something that would be interesting, you in this career shift that you're making? um What makes you unique like? How can you sell yourself for these positions? What what your special spark and why you know? What's your story, what happened to you- and you know why are you extraordinary, because everybody's extra ordinary you just have to market yourself right and what have you accomplished?

B

You know not not so much if you're just getting out of school, but a lot of people are transferring into these fields um because the again it's like the wild wild west for jobs, new new solutions are being created and jobs have to follow through the solution. So you know what makes you what have you done? How have you worked hard in other areas, um not necessarily blockchain, but in other areas that make you stand out, um so you do?

B

You do have to sell yourself and you need a personal brand, because people aren't anymore meeting you and getting to know you over a cup of coffee or or or interviews face to face they're going to look their a prospective job candidate should expect their social media to be looked at by these people interviewing them and going to offer you positions because that's how the world is today, so social media. You got to ask yourself: how do you see yourself?

B

What do you think your social media looks like and then really look at yourself and say what do other people see? It's always interesting when you go to somebody else's computer and log in or use their login with them there, of course, and google yourself from someone else's point of view. um If you've never done it you'd be surprised what comes up um so it's how other people see you too and at some point these are gonna overlap and that's where you find your personal brand is somewhere in the middle.

B

So it's what you want to present and then what people are actually going to take away from that. So, okay! So now we know we have to sell ourselves. We have to get ourselves all our plan in a row for what we want to accomplish. What kind of job do we want and does our social media and our backing up um information reflect that?

B

um So, let's see how we can get that done, so I'm very organized and when I look for jobs or or do anything I organize myself, um I have a personal wiki page, which is something it's just like getting a calendar or a zoom account. um So I can store myself and get at it from any computer, no matter where I am this, what I'm going to show you now also works in a google drive or in just your windows, basic directory, just to get organized so start a file.

B

That's called job search, opportunity, search, career change, whatever you want and put it on your desktop, it should have a couple of folders in it. One would be resuming where you keep all your resumes iterations of them because they change. They should change weekly. um If you're really looking for a job, you should be trying to get things on there um that you're involved in um references cover letters, linkedin's websites, you control your bio, your other information, if you have a cv, leads, have you heard of jobs?

B

You don't want to lose or you're reading an article. You don't want to lose something that interests you or piques your interest, because that's how, especially in in in such a new industry that if you find yourself interested in something and you can pursue that, you will be recognized in among the people who are also pursuing these new fields. um So that's one way is to keep a list of your leads and then resources.

B

My resource page has a lot of youtube videos from these events. I they get recorded and then I take the link from the youtube video so that, if I'm filling something out, I have all my links. All my online youtube videos or, if I you know, have another video somewhere else. I keep all my press clippings, so to speak and there's not many of them, trust me, but the ones I have. I like to keep organized there.

B

I mean this is the best way again to um keep things um on track for when you're moving forward, so that when you actually find a job that you want to apply for these things are done and they're not overwhelming for you. um So your resume. If you have been in the job market for a really long time, you don't have to do a standard resume. You can do what they call a functional resume, which sums up more of what you're experienced in your life.

B

What have you accomplished that makes you special, um and so you don't have to worry if there's huge gaps in your employment, what did you accomplish in those times kind of getting yourself selling yourself more on accomplishments than your educational credentials?

B

Then there's the big one is your linkedin profile. This is very important. People will look in business at your linkedin profile. It should be bright, it should be cheery, it shouldn't be depressing it. It shows that you're able to add pictures, you're able to summarize yourself try to sell yourself. I won an award a year and a half ago um I put that picture up there and I'm up for a mentee global award this year. um You gotta vote for me. So that's up there too.

B

So I'm not only advertising myself, I'm trying to get an action item out of you as well. um You always should list your most visible um achievement. First, um the one you want people to see the one that holds the most clout, so I'm on the technical steering committee of hyperledger. I put that up there first, because that's pretty impressive, rather than um you know, nobody's heard of the giving chain.

B

Yet um so that's second, um but it's more important in my heart, but you know so you have to use this as again what you want to portray, not what you think you should you have there yet from the outside world. Looking in at you um and then next references and cover letters. Key thing here is keep a file of templates. So if you are even slightly thinking about changing careers, you should start a file for templates, for let me see if I can click this references.

B

So when you're dealing with someone like after this I'll say john, you know I have this blank template for a reference for myself. Could you just fill it out and, like maybe add us a comment about it? I'd really appreciate it. So you're asking someone to do something for you, but you're not making it too difficult. They don't have to create the reference letter.

B

You just give them a blank form letter and they'll, fill in the paragraphs and and make you shine in the letter, um but don't make it hard for them to have to start from scratch, send them a template and then, when you get that information back actively keep a file for all your references so that when again, you actually do go to apply for a job. Attaching references is a piece of cake. It's not something that you have to look for so every project that you work on.

B

If you have someone who you've worked with on your team, that you think thought you did a good job, send them that letter and get it on your on in your file. um It's always good to have something like that and don't be afraid to ask um people for letters. People like to have their opinion shared, so you know make it look like a win-win and then the next thing is cover letters. Now I use cover letters differently than most people, so I have the templates for the cover letters.

B

I picked one or two that I like and when I go to apply for a job I customize the cover letter and then I save that cover letter under that folder, with the name of the company that I applied to and every time some communication comes in whether it's a rejection letter, whether it's a step next step leather or we need more information.

B

I keep a running tab of communications on that cover letter, so that I know instantly where I am because, if you're applying for more than two or three jobs at a time, it gets confusing who sent what? Where did it go? So I like to keep track of the job on the cover letter and then I just save it as a living word document that just keeps getting added to so I can just go. Look at the tail of the tape and see what communications I've had with this company.

B

How long did it take them to react to me? Was it right away? Am I moving quick? So that's a really good place to store information about what's going on and then here's the real hard one knowing what to do with social media. There are so many now ways to express yourself on social media and it's hard to keep up with them.

B

I know hyperledger is having a working group set up just to figure out how to handle social media, because it's just gone crazy. um If you are dealing with nfts or any um kind of community that deals with nfts, you must have twitter and discord. That's the only way they communicate and they communicate often, and it's not just discord or twitter. They talk to each other. In order to get points on discord, you have to post something on twitter. So now they're crossing over, um I kind of think of facebook.

B

I think I actually have yeah. Facebook is more for social networking with your family. That's where you put the family vacation pictures. I don't try to tie my facebook account with any other account. That's kind of separate. So I know when everyone's birthday is. um Twitter is more for blasting out of thought um you can tweet, we all know and get you in trouble. So I stay away from tweeting.

B

um Instagram is photo sharing and moment sharing. um It is more of I guess not so much business, but more social, but a lot of people do advertise their businesses and have instagram accounts and you can follow their instagram accounts and then again we talked a little bit about discord. We can share pictures texts, you can build communities, there's a whole lot going on in discord um and I think that's going to become more popular as the nft market becomes more popular.

B

um So basically next is is just sitting down and deciding where do you want to work like? Do you want to work like? What do you want to do and where do you want to work?

B

Do you want to work at a startup because there's a lot of those in this industry or do you want a company that's um vetted already and been around for a while and like a corporate life with benefits and and all those kind of perks that come with with a nice, reliable company and what kind of job do you want in this new industry?

B

There's developers, managers, architects, consultants, there's just so many new jobs now community lead for nft communities is huge artists uh and there's just too many careers to list project managers, um tech, writers, anything that you have done can be applied into this new industry as it's building from the ground up and then basically, education. That's how I got my foot in the door. It's how I suggest everybody get their foot in the door and with the internet.

B

All of these classes listed here are auditable, meaning you don't have to pay a dime to sit and read the entire curriculum. If you want the certificate you pay for the exam, but the information is there and you can map the jobs directly to some of the classes.

B

Obviously, if you want to be a blockchain developer, you take the blockchain developers course, um so, there's so much information just for you to grab and learn, and it's great to say, I took the blockchain developers program um in a list when you took the class because it's verifiable now, so you have to be honest about that, but so this is one way to do it and also when you're looking for a job.

B

If you kind of know the company you want to work for, go to their website accenture's coming to talk to us today and if you're interested in jobs at accenture, they have a newsletter, they have a career site, they have an education site, get your name out. There see your name on the newsletter. Make some comments. When people ask for your input, it's a great place to start getting involved in getting your name out there.

B

So with that, the only other thing is community blockchain is about community. It is not a single sport, it is a team sport. You must build a community around these projects and that's done by working groups and special interest groups. So most companies, I know consensus. The government, blockchain association, hyperledger all have working groups dealing with with different areas, so working groups basically focus on a technology.

B

A hyperledger has a smart contract working group. It has the learning materials working group. We're focused on those things, whereas the special interest groups are more sector dedicated. So there's a public sector which deal with public sector issues. So when government and society come together, how does that look with blockchain solutions? There's a social impact, that's where the giving chain got. Its start was through the social impact special interest group, and we saw before the telcom they're having a special interest group. There's an identity, working group.

B

So again each one of these companies has working groups. You can get involved in where they just want. Your input, maybe help out writing a white paper or just maintaining a wiki page or a website. So, there's a lot for people to do, even if they don't know how to code a blockchain or spin one up. It's fine, there's so many careers. So the interview there's just a few points. The only one that really matters is that you're on time, if you're late for an interview, don't even bother um you have to be on time.

B

You have to be professional. You have to know if this environment and culture is what you want. If you want a culture where remote work is what they um are promoting and they don't have an office and you want to work in an office. That's not a job, for you um know the job description which I'm sure jim will mention in a little while that's kind of confusing, sometimes but there's good clues in there as to what you'll be doing um and practice.

B

um Your interviews questions have your your sister, your brother, your mom, your girlfriend, your dog, ask you the questions and actually start and finish answering them and you'll wind up getting further organization in your answers. If you um try that out and prepare examples of your work, so when they're going to say what have you been up to have talking points four or five, um I always use the. um I dare approach, which is um I I state my case. I develop it.

B

I give you an example and then the rest is evaluation and quizzes, but you you have to start by telling everyone what you're going to be talking about and then tell them the specific talking points and that's better. If you have it organized in your head and then ask questions of the interview, here's a really good question. When they say do you have any questions of me, you can say what does a typical day for someone in this position. Look like that's a great question um and it shows that you're really interested.

B

I again can't tell you enough to research the position and the company's culture like what does what are the goals of the company and do they in line with your goals?

B

um So now I'm done with my um little spiel about what you should do to get yourself ready for the interview I'll be around for questions. After the panel and I'm going to turn it over to john and he's going to uh discuss some questions with the panelists they'll introduce themselves first and it's all yours, john.

A

Great bobby, thank you very much and it's always a pleasure to see your wonderful presentations, perfect information for any candidates looking for jobs in the blockchain space, really appreciate that. So today uh we have the great pleasure of having two people from accenture, as well as uh jim mason, from paramount joining us today. So I'll just kick it off with just a short overview and then maybe they can give a detailed description of their role.

A

So we have jennifer dutchman and she's a technology recruiting specialist with accenture, and she has over eight years of recruiting and technology she's based out of dallas and she kind of supports three groups within accenture, that is, the tech innovation group, including blockchain industry x and then global cloud. First, then, we also have michael sperber and he's a talent acquisition lead at accenture and he's got over 11 years experience with accenture based out of tampa florida, and he supports the same groups.

A

The tech innovation group, which includes the blockchain practice uh industry, x and global cloud first and then also joining our panel. We have jim mason and he's a blockchain expert with paramount software and he's had a lot of years of experience using hyper ledger fabric and he's also done a lot of great interesting public sector projects. So thanks to all of you for joining today.

A

So at this point, I'm just going to start with jennifer, and maybe you can give us a little more background and insight as to kind of what your role is with accenture.

D

Sure I am a technology recruiting specialist, with accenture and in terms of my role I work with our business stakeholders in terms of their hiring needs, supporting them on posting, their roles and job descriptions, and also monitoring uh the applicant pool, doing the screening process and then with qualified applicants continuing their interview process through the accenture interview process to hire. So it's basically from start to finish on a particular position that I may be supporting for one of our business stakeholders.

D

A

And then michael, uh can you also give us a little bit of more background on your role as well.

E

Sure absolutely uh hello, everyone, my name is michael sperver, I'm one of our talent acquisition leads here at accenture focused on our technology business. Of course, I know that john shared some of the stakeholders that are primary stakeholders, but my focus is leading a recruiting team that focuses on certain technology skills, building relationships with those business groups, uh making sure that we're helping them with all of their recruiting needs um and staying.

E

We, you know we build our relationships with um our hr leaders as well, always focused on our entire talent supply, a complete overview of our talent supply function, making sure that we're looking at our resources holistically, not just from a recruiting perspective and again I've been with accenture for 11 11 plus years now and uh nice to meet everyone.

A

Great thanks michael appreciate having you uh jim. You also want to give a little bit of uh overview as to your role with paramount and what you're doing in the blockchain space.

C

Yeah, so I've worked with many companies in many roles, um most of them outside of blockchain and so and also for a long number of years. So the world for me has changed a lot from when I started professionally to where I am now uh in terms of how companies operate, how hr operates, how roles are defined and so on. um The one thing that is consistent I'll say it has nothing to do with.

C

Blockchain is just the fact that um if you are on, if you wind up in a role with a company, that's a good company what's going to happen is their benefits, may vary company company the size will be different. Those things but you'll know that you have not just an hr department but, more importantly, you'll be on a team with a manager. You report to that's going to give you what I call good career guidance throughout your time at that company and when I look back, that's probably been the biggest thing.

C

I mean it's, it's great that hr is doing a class, a job for you on their end, based on whatever the company can provide. But to me most of the value that I got out of a business and mostly growth, I had had everything in the team I was on and everything to do with the manager I was on and how we all communicated well on both sides.

C

So it's not just how they communicated to me, but how I shared my concepts, my ideas back with them, and so when that worked well, it went great when it doesn't, um you have to try to figure out ways to address it and approve the communication for your team, and maybe your manager or whoever else you may report to so, and I will say I tell my grandkids this, the two biggest words in the dictionary. um The rest are just sort of there for fluff they're nice.

C

They mean something, but the two most important ones are expectations and consequences, and if you can look at all the relationships you have, including what you're trying to accomplish in your own life and figure out how to set expectations well and communicate those and understand the consequences in all those relationships. You'll be very successful. Basically,.

A

Perfect yeah, jim that's great advice and great understanding. So what I'd like to do here is really have this, be a good, free-flowing discussion. So I have some preliminary questions that I want to go through with the panel. But what I'd also like to encourage is everyone?

A

uh Who's in attendance feel free to post questions in the chat and as they fit in and are appropriate to the panel discussion, we'll bring them up as we go along, and so what I'd like to do now is really cut over and talk about something that I think jennifer touched on in her introduction and since this event's all about the candidates and we've already had a couple of events that really have gone and showed you know what the wealth of opportunity coming from the companies is, and you know really what it looks like to be recruited in the space.

A

This time. I really want to focus on how the candidate process works, what the candidates need to be aware of and how they position themselves when applying for positions, and so I'm going to run through a series of questions, but then also uh any of the panel members want to bring up anything specific that they think would be relevant to really educating the people in attendance feel free to do so so jennifer, I'm going to start with you and you talked about the screening process at accenture.

A

So maybe can you go in a little bit more detail here to give an expectation for anyone on the uh meeting call today what the accenture screening process looks like.

D

Sure, absolutely so, in looking at an applicant that has applied generally, there is thought before the job is posted in terms of what the specific requirements are or the minimum requirements for a particular position.

D

So when looking at applying for a job in a role at accenture, it is important to take the time investment to take a look at what role you are applying for. Do you meet the particular requirements that are posted and then, once I have an applicant that meets the requirements, then I will spend about 30 minutes with that individual doing some introductions giving an introduction of accenture as well as going through a process of their background and experience.

D

Why they're interested in accenture? um And if that individual meets the requirements, then I would move them forward to an interview with a member of the hiring team as a next step.

A

Perfect and michael, is there any other specific things related to the screening process that you want to surface as far as how accenture handles it.

E

Yeah, I think I think jen did a great job by the.

C

E

I'd like to compliment bobby as well uh bobby you, uh you answered many of these questions. You did an exceptional job in your initial overview. I think we need to hire you as a recruiter.

B

Thank you so much I'll, send you my resume and you have my linkedin profile in the chat.

A

B

A

Bobby is very talented and an exceptional collaborator, so anything that you can do to work with bobby you're in great shape. Michael.

A

Okay back over to you uh to kind of weigh in a little bit more on the screening process. uh Anything specific you want to add beyond the great coverage that jennifer did.

E

uh No, I mean we're that's that initial conversation with the candidates. um You know where a lot of things jen and bobby touched on where we're trying. We really want to want to understand what we're looking for excellent communication skills uh motivation, the motivation of the candidate, the type of environment they're, looking to work in because here at accenture, the types of candidates that we're really looking for are people that work well in a team environment that they're able to work on project teams and they're able to collaborate.

E

So there are questions that we ask in that screening interview to try to get a sense for that.

E

We want to definitely see that the candidate has prepared for that initial conversation with our recruiters, that they understand the role of the role that we're discussing with them, um and and certainly that, there's that they're, motivated and and driven by an interest in working for accenture. You know they've thought this through and that they're motivated.

E

So just a couple of other things.

A

Yeah, I know that's perfect, michael, and I think those are great insights and are really going to. You know cover a lot of the additional questions that I'm going to have for the panel, so jim. uh From your perspective, how does paramount view the screening process, and maybe yourself, I know, you've- done a lot of recruiting and looking for talent? What do you see as the main screening process.

C

So well, it's very different. It depends on one the company, um two who's doing the hiring. um What the role is. I think all those factors play into it, so smaller companies certainly tend to be less formal.

C

It doesn't mean they don't have a process they do, but having been through large company processes, ibm fidelity citizens, bank, big companies like accenture, they have a very well defined process, usually I'll, say lots more steps than the average small company does was certainly a startup, so I've had I've had at the startup level, and I've been in a couple of those you're.

C

Usually there may not even be an hr department, honestly so you're talking to somebody who's, a hiring manager in some cases on a conversation and those things are very hard to predict harder than the weather uh in new england to predict. So I can tell you, I've had conversations where I applied for a role. I got one call from a hiring manager about the role we talked for. I don't know five minutes, and then he goes. You know I really think you're not a good fit, and it's like.

C

Okay, fine thanks for the call boom, so you hang up and you're done, except for the fact that I've had a person. Call me back and say you know. I went ahead and created a different role and I think you're a great fit for this role that I just made up, because I think I, like your background, and I think I like working with you. So sometimes I think when you get a what I call the form letter reject.

C

That's one thing, but sometimes when you have a quote an in-person conversation with somebody who is hiring, um it can be very uh it's hard to predict in the sense how it'll turn out um it seems like oh yeah I'll, we'll talk about the role I fit for the role my background and that's how it should move forward.

C

It probably normally does, but I will say like at paramount: um we were trying to hire contract, not permanent help for some projects, and I was frustrated with the um hr staff not being able to find the right candidates. So I I wrote my own job description said this is what I'm looking for. It's got to have these core skills, these preferred skills and I told the hr team I said: look I don't.

C

I do not want to see anybody and don't want to hear see any resumes unless they've covered the core skills and having been on the other side of that coin, with job descriptions a lot of times. I know companies don't always get those job descriptions right. So a lot of times people have been discouraged as they look at a course set of skills, and it says: oh, they list oracle, db2, postgres, mysql, couchdb, derby, every database on the planet you go well.

C

I only have four of those, so I'm not going to apply because it said in the core skills. You need these nine databases and it's like no, usually the people that are writing. Those haven't got a clue what their team is actually working with in many cases. So the hard part I think for a candidate is trying to read through how good was the person writing the job description.

C

So in some cases and I'll say I'll, let michael go after that one, but at a bigger company, there's probably a more formal process to make sure the job description is properly written, to identify alcoholic core skills from nice to have skills or preferred skills, and that's a critical thing. So it's very hard if the job description isn't well written because you'll apply either apply for something you shouldn't have or don't apply for something you should have. um So I think that's a key I'll call.

C

It gating factor for a lot of us with that I'll stop. There.

A

Yeah, no, that's perfect, jim. I appreciate that, and so I think what I'm going to kind of do is jump down to something. I think that we should cover here, which is you know what I heard from all of you was you know you want to have a motivated team player.

A

That's prepared, understands the company they're going to work for understand the role with the company and the ability to collaborate. One of the things I guess I'm going to touch base with I'll start with you jennifer is you know. Let's say that a candidate applies for a certain position and let's say that they're you know in general a very qualified candidate, but the position that they applied to as what jim was talking about you know, may not be a perfect fit for them.

A

But yet you know accenture has so many different roles in such a large organization.

A

How would you handle somebody who's, maybe coming in, for you know, position a, whereas realistically they might be a perfect fit for position b, but position a really is is not where they need to go.

D

Sure, and generally when an applicant applies for a particular role I may be, or somebody on my team may be working other roles uh with a different hiring manager for different titles, different experience. So it's really collaborating across the team. If you have somebody that is, maybe not a fit for your role or they may be a fit for another role or, even speaking with the hiring manager about.

D

I interviewed this person they're not a fit for this role. What do you think about another position or something that you may have coming up? So the conversation doesn't always end there, um especially in looking at for good talent. Where else could they possibly fit within the organization?

D

E

um The best, the very best recruiters and jen is one of those.

E

They're they're, their primary focus is, is always on networking, but one of the one of their one of their primary areas that they're focused on would always be networking and thinking more broadly and collaborating back to collaborating again. But uh networking is at the core of what of of what a recruiter should be focused on.

E

um So it's great to hear that that that's the way that you're focused on it jen where you're looking at candidates and you're thinking more broadly and you're. Thinking about you, know holistically from an organization organizational perspective, because we know we have so many different needs. um That is the absolute right way to deal with it.

A

Yeah, that sounds wonderful and it sounds like it creates really a wealth of opportunity within a company like accenture, where you have a very talented, individual and say: okay, they come across through this job posting but in reality they're a great fit for another role. So uh jim. Maybe you want to weigh in a little bit on that as far as you know fit within an organization.

A

I think you really touched on it from your own personal experience and as far as you know, talking to a company and then they came back and said well, you're really right for position b.

C

Yeah, so the the right and that I've had those kind of calls happen a few times, um but primarily the reason that happened for me is just that you established an excellent relationship with maybe a hiring manager or whoever or in some cases they've been had and I'll I'll pick on accenture as an example, if somebody has a lot of roles to fill and you've applied for a job and they say well, you know you're not a good fit to that job, but you're talking on somebody in a screening interview after you go through an analysis and I've had this happen.

C

Larger companies, like that will say, wait a second. We have a functional analyst role that might be a better fit for your background and so they'll give you the opportunity to sort of redirect and many times say: hey. Here's three other things I think you might be a good fit for and they'll give you that opportunity to apply. The key thing is, if you're talking to somebody in hr, they're going to be interested.

C

Among other things, are you qualified for the basics in the role, but they're also looking, and they understand very well the team and the company fit, and so maybe again pick on somebody like accenture fidelity, some big companies say well, it's a very mature company, but in certain areas like blockchain space, maybe they operate differently in that team, because it's not the same as the rest of the company. So again the hr person is I'll. Call it that uh a sort of a lighthouse or a gatekeeper going into an organization can help.

C

You understand what the different options are, and I honestly looking at job descriptions wherever they come from, whether somebody sends me one on linkedin or I go out to indeed or wherever I find them. The reality is uh even though they try to give you a little bit about the company and the team background. Most of those things are generally not near enough guidance, I think, and if you're lucky enough to at least get to the point you're talking to somebody in hr.

C

That's the chance where you as a candidate, have a great opportunity to quickly share who you are what you're interested in, and what why you're interested in that company that role, maybe that team as well and they can give you they're, usually well prepared to give you a lot of feedback on that.

E

You know and a couple of other quick points, um the other thing you really want a recruiter should be doing is they should be very open to exploratory conversations with candidates. We do that quite often where we're connecting with candidates understanding their background and then and seeing where they might be a match across our organization.

E

um The second point I wanted to mention is: we've. We've done a lot of work on our job descriptions. um Jim. I know you were talking about job descriptions, they're, not they're, not perfect yet, but what we've tried to do is simplify them, speak more to what the person will actually be doing, um you'll notice in our postings. You know it's uh who we are.

E

You know what you'll be doing things like that. So it's very to the point, and then we've also tried to limit the number of basic qualifications and preferred skills. So we get it right down to what we're really looking for.

E

It's helped to a degree and we're still working on it. But it's in line with what you were talking about. Jim.

C

Yeah great point, michael: I think when you do that, what's really cool, is you wind up getting in a sense, a broader net of people coming at you and then you as the recruiter represent the company or the team, have a ton of flexibility in in a sense fielding uh all those different uh applicants coming in, and I would agree with you your point about the job description.

C

If it's just one of these comprehensive hit lists on everything there is in the world of data as an example you're going to discourage 75 percent of people who are probably qualified but go. I don't have two of these, so I'm not going to apply great.

A

Okay, perfect uh one of the things that was mentioned in the course of conversation was around networking, and so I know we were talking a lot about it within the context of within the recruitment space.

A

But I just want to lean into a little bit more since this is all about the candidate and michael or jennifer any recommendations that you have about networking that could benefit the candidate with getting in front of hr and eventually earning a role.

E

Yes, I have a few tips, so I think again try to prepare, give a lot of thought as to the type of role and the type of company or companies that you would want to work for initially and then, when you're networking and trying to connect with those organizations, people within those organizations, it's a it's a it's a slow process towards connecting with first one person within five people that become that could become 15 people.

E

It's all about making connections, to open doors and to get to the right people to have a conversation, a discussion to explore opportunity opportunity for you as a candidate, an opportunity for the organization uh to hopefully you know, add your skills and experience jen. Did you want to add to that.

D

Sure and then anyone that you also may personally know that may be working in a particular space or you're interested in what they're doing people always like to talk and and help people out. So it's always good to kind of make a list as well of personal people. You may know in a particular role to see how they may be able to help or introduce you to different people in that network. For you.

A

Yeah, that's perfect: yeah jen! That's.

C

A great point I'll say.

A

C

I would guess a lot of us myself included, have actually done mentoring like that right for different people, different groups and whatever and you're trying to help people understand what the opportunities how to prepare and all that. And so, if you find somebody, as you said, who is already in the role that you're aiming at or in a team you're aiming at it's really great. If you can make those kind of contacts and get that feedback.

A

Yeah, that's perfect, and I would say you know attending a forum like this is a great way to network and you know see the different people who are in attendance and connect with recruiters from accenture and paramount and then also bobby's done a great job of posting in the chat here of a lot of the hyper ledger. Working groups- and you know, attending those working groups and participating in the hyperledger ecosystem is another great way to really network.

A

uh I think a good question that came through on the chat from justice was around. What do you recommend for a recent grad that would like to engage with a great company like accenture, because they're going to have? You know a limited network in the business space and they see a lot of opportunities for senior roles, but I'm sure there's a host of opportunities for junior roles within accenture, so jennifer michael, you want to touch base on that.

E

Jen you want me to go sure. Okay, we do focus much of our campus entry level recruiting efforts at particular schools.

E

That said, uh it's it's still about networking. So as an example, now you have two contacts at accenture. You have jen and I right so. You should definitely connect with the two of us uh and you can share your resume and we can get it in the hands of our campus entry level team to consider it um if you've had excellent training in blockchain.

E

As an example uh we may be able to, you know, share it with some of our leaders in that organization. To think about. You know that can think about it from an entry level perspective as well.

A

Perfect another thing I think that bobby did a great job on is posting in here that there's hyper, ledger, mentorships and bobby did a great job recently with a mentorship at hyperledger and then also there's a number of hackathons that are hosted either by hyperledger or other blockchain development uh companies. So definitely for a recent grad. Getting involved with a hackathon is a good way to engage with the community as well uh jim. You have any other thoughts around networking or engagement. There.

C

Yeah, um so actually, I would say in my world, I've been on both ends of this thing, so I was, of course somebody with no experience in many cases earlier on in my career, moving in trying to move into roles and it was challenging and we didn't have as many opportunities then as we do now to get engaged.

C

So when I think of engagement, if I look and say, okay, I'm interested in a space before I even go to accenture and say hey, you know whatever I graduated top of my class, but I have no skills related to any of your jobs. It's you think about. How do I get engaged so, first of all, there's probably industries that you're interested in more than others. That's one area to focus on. The second thing is to saying what kinds of roles am I interested in?

C

What are those skill sets and then back to bobby's point which I think is tremendous. There's a tremendous set of opportunities and michael said earlier, uh not just accenture, but a lot of companies who are larger will actually be recruiting directly at schools and so on and they'll actually have programs to bring in people and maybe give them basic training in an area.

C

But if you don't fall into the category that you get one of those opportunities, then I'd encourage you to take a look at the kind of things bobby was suggesting and there's plenty of what I call free or low-cost training available today that didn't exist 10 20 years ago. So, if you want to be what I call self trained on some of these technologies, uh it's either inexpensive or free in many cases, to get some of that training so that you at least can move in to say I want to be a blockchain project manager.

C

I want to this and I have at least attended these courses. I know something about blockchain. Now you go to accenture and say I've done the research on the company. I know you do consulting in these areas and I have this kind of an interest. You know what what's an opportunity for me: you've in a sense developed your skill set uh and background. Well enough to start saying, I have value to add, um because I've done some homework in a way to try to prepare myself for those roles.

C

On the other hand, I would say, like anybody, um you know, there's people who have spent a quarter million dollars on a college degree and have found that their skill sets unfortunately didn't line up with anything. I think uh I would again push back and look toward um you know, especially larger companies. I'll say that do have the ability to provide more guidance, whether they have recruiting exercises you can go to on campus or go to their website. Ask questions there.

C

Most of these companies, the bigger companies, at least I'll, say not little ones, but bigger ones will probably have at least a a quota filtering system that lets. You ask questions directly off the career site and say hey what about this? What, if I don't have background a lot of these? What I call automated um hr systems at least give you some feedback and eventually help point you in the right direction, where you might be able to knock on a door for sure, but it's it's not a simple process.

C

Honestly, I mean you know, I don't know accenture well, but a lot of the companies. It is a lot of homework, you're going to be knocking on a lot of doors, getting a lot of feedback and you'll improve your own preparation.

C

um You know, and a lot of the other things that bobby had mentioned earlier, about what it takes to prepare to in a sense, be better in a sense qualified to go after certain roles. For sure there is a lot of work in that I'll. Tell you this in my own career and it was different earlier, but I'll say um when I was out of work looking for work, I put in more hours of work than when I was actually working for somebody when I'm working for somebody. What you have to deliver is well-defined.

C

What your responsibilities are are hopefully clear if you're working with a manager and a team, you know what you have to deliver, what you have to do and so on, but when you're not working you're saying oh, my god, I've got so many potential things I could be working on and you wind up, at least in my case, doing more work not less, and that ignores the whole hiring process itself.

E

You know I would just add to that. I wouldn't view I wouldn't view your years in school as just just school, it's similar to even when you're working when you're working for an accenture. If you were just focused on your primary role and you never thought about getting involved in other projects.

E

um So while, while the years that you're in school- um and you know preparing for your bachelor's and everything pursuing your bachelor's, there are, there are probably opportunities where you can get involved in some type of blockchain project or research at your university, some types of types of internships, it's all about finding things that you could highlight for a potential employer where that would potentially could potentially stand out to an employer to get you in the door. For that first opportunity.

A

Yeah absolutely and I I was going to talk some more about bobby, uh being a mentor, and I think that there's a great opportunity if anyone who's attending this session wants to engage with hyper ledger, there's really a wealth of opportunity for graduates or students that are still in uh college to be able to get engaged with the blockchain community and develop their skill set.

A

uh The other thing I'm going to just comment on here: it looks like matt and vic have been reaching out to people on chat and that's really showing that the community is engaged and there's opportunities by networking here, so hats off to both of them. uh The next thing I want to jump into is really you know. Jim talked about.

A

You know the level of effort that goes into applying for a job, and so really what I want to kind of highlight now is my second question, which is: what can a candidate do to perfect, prepare for a specific role and are is a cover letter, important linkedin profile?

A

You know what what things should a candidate have ready to go in a very you know, easy to read format for a recruiter, so it's jennifer, I'm going to start with you.

D

Okay, I think in just in looking at resumes you you just can't have maybe one resume version um really take the time to consider what you're, applying for and tailor that resume for that particular position, but also keep it clear and concise with some of the major points of your experience, but also any accomplishments that you may have done in your career.

D

um So you know you don't have to have something really long and cumbersome, but something that's simple and clear, targeted to the role that you're applying for with with your uh experience and accomplishments.

A

So our I guess, my follow-on to that jennifer. Are you looking for more of a functional resume or what kind of length are you looking for and and really what are the highlighted areas that you would suggest a candidate really put their effort.

D

Sure so in in terms of you know a technology type or blockchain type position, there may be some technical requirements that are listed in the job description, so making sure that those you know what may be part functional. It may have some technical component to it in terms of maybe programming languages. You know courses, you've done certifications, so I would say it's. You know a bit of a blend, making sure that you've got your responsibilities covered, but also your technology skills as well.

A

Okay, perfect, michael your thoughts on the resume or whatever uh linkedin, profile, updates or anything else. You would recommend.

E

Yeah, well, I agree with all of jen's points for sure. I think a resume should definitely not be longer than two pages and I think even two pages tends to be too long. You may only have two minutes of the recruiter's time or the hiring manager's time that they're looking at this.

E

um You definitely want to be very clear and concise and detailing your experience in in. In that way, I I do think that the linkedin profile is is important for from a networking perspective and I think, all of the tips that bobby shared earlier. So I won't just repeat them. I think they were very good tips.

E

I don't think that the cover letter is important. However, I do think uh communication within email is very important here. That's your first! That might be your first contact with an organization you want. You want to make sure that they see you as someone who's, communicating in a very clear, concise, quick manner. You know where it's it's thought out, but it's clear and to the point, um and they can quickly understand what you're trying to communicate.

E

So I think, that's more important than the cover letter.

A

Yeah, so, basically on the follow-up to you or the initial outreach to you, just a very clear, concise, well-written, uh you know to the point: email is really going to carry the day as far as on the recruiter's side. Looking at that candidate.

E

Yes and if you're messaging with them on linkedin as an example same the same thing applies very clear: professional and concise.

A

Perfect great great point, jim: what are your thoughts on that? uh Well, I can't do things.

C

I think jennifer was dead on about the concept and I, let's put it this way. I've made all the mistakes you can make in as a candidate and trying to get hired I'd say the reverse of it is. I agree with her a thousand percent and michael said it too, about the cover letter being less important.

C

The reality is, there's a job description and, if you hope it's well written, you hope it's properly targeted. If it is, I would follow her advice and say yeah. The resume I'm going to push in is going to have to be really targeted to that job. Description with my skill sets my interest and my experience that's relevant to that and so taking her idea. I've had the most sense when I created what I call a resume factory.

C

You are, who you are, if you've been around three years or 30 years, doesn't matter you sort of have this inventory of who you are?

C

You have to pull out of that inventory of who you are and what you've done and what your interests are and then reform that reformat it to what that job description is and back to michael's point you'll, then wind up with a quote a clean, sharp short resume that doesn't take a lot to absorb and they'll quickly go through what I call the hit points and say: oh here's, the job description on the left. Here's this resume on the right.

C

The hit points are good. um I just did hire we're not actively hiring but for any career roles, but I did hire a contractor recently and the key was the resume was two pages. As michael said, it was clear on the first page, he hit the key items. I was looking for very clearly, and so, as a result um I said to the person in hr just get this guy in and they had a bunch of other resumes.

C

That said, no, I don't even need to talk to those people from the resume they're not close enough to what I need very clearly and so the they brought him in. We talked he asked me after a 15-minute conversation. He goes what's the next steps, I said none you're hired um you fit, but the the key to it is, as michael said, was the efficiency of that communication. He was efficient in the resume he was.

C

um As michael said, he was very clear and focused in the interview, and so I knew what we needed and he in a sense brought that to the table communicated very well and it was not a complex process. We didn't need to extend it at all. It kept it simple.

A

Perfect yep makes sense jim. So on the flip side of that we talked about, you know clear, concise, professional communication.

A

Can you give me some pointers on what a candidate should avoid when communicating with hr trying to get a new role? Any thing that you run across in your careers? It really was a you know thing to avoid and something you want to get across to the group here.

C

Is that to me, or michael or.

A

Well, you can go ahead jim if you're, ready.

C

I'll say this: when I was at delaware- and I was an mba student, the university um was trying to promote us. We were the whatever the fellowship students that were coming out and graduating, so they created a book that they sent off to all these corporations of saying, put your resume in there we're going to send it out to whatever there's a hundred corporations that they know about you in effect um and coming out of delaware with a master and an mba.

C

You know I wasn't going to see accenture or ibm showing up knocking on my campus to say who's here for interviews, um so they did that they sent out the book. The guy next to me made one small mistake on his resume.

C

He put together a quote, a very bland sort of boring resume, which in itself wasn't bad, but at the bottom it says what are your interests and hobbies which you don't have to put that into a resume, but he included that section and at the bottom he puts above all a phillies fan, and it's like you talked about information. That's totally irrelevant I mean. Maybe michael is a phillies fan, maybe that would have reached michael, but I would say, 99 out of 100.

C

uh You know, recruiters are just going to say what so the most important thing in this guy's life that he has to communicate is that he's a phillies fan um doesn't really go far. So there are things logically that you do not want to share. You want to really be focused more toward who who? How do you want somebody to see you what's important for them as- and I think bobby says nicely before? Is you want to say put yourself in their shoes? What are they?

C

What do they want to know about you and, if you're throwing stuff in there, that's unrelated you've got I'll say that one in 20 chance of saying gee, I like fishing too, but maybe there is something small there, but for the most part, all you're going to do is distract and slow up the process and probably reduce your shot at getting considered by throwing that kind of stuff. In there.

A

Okay, perfect michael.

E

Jim, that was very well said by the way you made me laugh and no, I'm not a phillies fan but see I'm not sharing, which team I like, because it's not relevant to you.

C

E

um Yeah, so you you want to remain very. You should be very positive in these discussions in these meetings.

E

You know things like politics should never come up in any discussion. um It should be, it should be a. um It should be a very professional type of conversation uh polite. You know, hello. How are you um make sure that you're staying focused listening even more than you speak, which is always a good practice, making sure that you hear the questions first and then give a cl again a clear, concise answer, so you don't want to be talking over the interviewer or uh answering a question that they didn't actually ask.

E

That shows that you you're not listening very well. um Those are a few things jen. Would you like to add to that as well sure.

D

And always remind yourself what you're applying for um just kind of going back to the cover letter. I was looking through an application the other day, and the cover letter was for some other role. It wasn't even for the position I was uh reviewing so just always make sure you're making notes, because it can be a lot to to manage if you're talking to a lot of different companies just to ensure you, you understand what you're applying for at the current time and the discussion you're having at the current time.

A

Yeah really that attention to detail that bobby was talking about- and you know be laser focused on the role and make sure that, when you're submitting any content or communication regarding the role it's spot on and only for that role. So great advice.

C

Yeah, I think, john, I think um I'd say jen and um michael both made great points when you're discussing when you're having a conversation. It should be a conversation one and I don't know if I'll ask the two of them. I don't know if it's a trick, you guys pull, but one of the coolest things is they'll, say: okay, so here's this job, it's an architect for x and you're. Applying for this, I got your app in front of me. I've got your resume now. I've got you on the phone. I'm asking you so jim.

C

Tell me about why you're interested in accenture, maybe that might be a starting question. um You get a shot, as michael said, to respond the trick. Is you don't want to make that response a 20 minute response, because you're not going to have that long right, so he made the point he's dead on you got to think of okay, I'm going to get asked. Why don't I care about the company? Why do I care about the role? Those are questions I know are going to come up in the interview.

C

How do I get my answer to be focused and down to you know I'll, say less than two minutes to answer the question. I don't want to go over two minutes, like a secret boundary. What happens and I've done this many times is somebody like michael will say so. Jim tell me about yourself. Well, myself goes on for a thousand years, I'm almost as old as the freaking pyramids.

C

So if, if I'm going through telling about myself, I've now burned out the entire interview and michael's going to say to me: well, it's been great talking to you you're, a wonderful guy, jim, but now I've got 30 seconds left anything you want to say before we wrap up and it's like yeah. What was great talking to you, that's it. So I couldn't emphasize enough about the fact that you have to have a balanced conversation, so they're going to ask you they want to ask you questions. They want you to answer stuff.

C

They don't want you to go off on the history of what you care about. You know I mean and forgetting politics. If you care about the inside of computers, they're not going to want to know about that, they just want to know. Maybe at a high level, you know what what is what's passionate? What are you passionate about? What drives you? What why do you care about this?

C

Might what what value do you see yourself bringing to this company, but every one of those answers has to be short and you have to push it back to them and say you know, does that? Is that the answer not the? Is that the answer you're looking for, but you have to move the conversation back to them. You know. Is there anything else? I can add to that, or is that enough? Something like that?

C

You have to flip the ball back over the net and give them a chance to continue, and only because I've made that mistake enough times. I can speak to the value of what michael gave you on that one.

A

uh I want to kind of shift over to a couple of great questions in the chat here, so the one that came from mark that I think is very relevant here is as a recruiter. Let's just say that the person submitted a nice concise functional resume with all the details you're looking for, but uh we all know that linkedin is really kind of your online cv and if they have other details or jobs that are outside of what they really focused on for the resume that they've submitted. How is that viewed with a recruiting perspective,.

E

Well, I think that uh jen, you could speak to this as well, of course, but I think everything should line up. You know it shouldn't be two different stories that you're seeing uh the resume should align with the actual background and experience of the person, and if I were to go look at the linkedin profile, there should be no difference there.

A

Perfect and then and that's exactly the right answer that I thought you were going to put out there, michael so jennifer. If you have anything different, dad, feel free.

D

I would definitely agree because you know if something if you maybe changed careers, you can explain that during a conversation versus if something looks like it's missing, then that may cause more. You know questions or time to explain something when it could just be right there. On paper, perfect.

A

D

Online, I mean yeah right.

A

Online yeah- and I agree with what michael said is everything needs to line up perfectly so, whether you're looking at a functional resume or their linkedin profile? It should all be uh one lineup, uh then the other question we had was from matt uh and he was asking about. Is it okay for them to ask what are competitive salaries when uh talking to a recruiter.

E

um I think a better conversation is to just kind of talk about, um have a discussion as to what your needs might be your expectations, and then um you know, and when, when you get to that point in the discussion of course, when it's appropriate, it's certainly not at the beginning of the discussion, and it should be when they're, I think, towards the end of that discussion. If the recruiter is bringing that up.

E

um I know when I conduct screen interviews, oftentimes um I'll touch on benefits like high level benefits I'll share information later in more detail about our benefits, uh total rewards and all of that uh oftentimes. The candidate would prefer not even having that discussion in that. First call about compensation. um Recruiters for the most part know have. I have a sense, a very strong sense as to whether or not the comp is eventually going to going to line up based upon the skills and experience of the candidate.

E

Usually we have more of a comp related discussion. uh If we once we get past our skills interview- and we know at that point that there's a little bit stronger interest- then there's a follow-up discussion with the candidate to talk in a little bit more detail. The way that I approach it agenda. You can speak to this as well.

E

I share with them how our compensation and total rewards are structured, which usually opens candidates up to talking a little bit more about their total compensation, and then at that point we know if you know we're we're on the same page, so uh you don't want to. I. I think it's really important to make sure that recruiter organizations of are hearing that you're mostly focused on the opportunity, the opportunity, the role of the career opportunity, as opposed to the compensation, not that that's not important.

A

Perfect great advice: yeah: they want to be excited about the work that they're going to be doing with a company like accenture and based on that. You know that that's really going to drive the conversation forward. Yep.

C

I have a thought on that. um I agree with what michael just said very much you're in trouble. If the first thing you're asking is what do I get paid, um not a good place to start you're, trying to figure out given the job description, given what the opportunity is. Why are you interested in actually doing the work point? One and the other thing is, and what do you think you could add in value for what that is? Those are where that first conversation has to focus and either line up you don't.

C

When you ask about compensation, I don't have to ask michael in that first conversation. All I have to say to him. Is I read the job description? You know um you've seen my uh resume. My question is you could ask a different question. You could say I'm trying to understand my fit for this job description and the simple thing is: do you see this michael? Is it really a junior role? Is this a mid-level role or a senior role? That's all.

C

I have to say I'm trying to line up me against the requirements that he understands for that job in that department. Now what happens is without bringing up numbers at all? I can go out to many other places on the web and find out what the ranges are for junior, mid and senior, and I should already know that ahead of time for those roles. So when he says jim, it's really a mid-level project, owner role, I'll, say: okay, I know roughly what that is. I don't have to know exactly.

C

I just know ballpark, I'm in this range and either. That is where I want to be, and I can move forward in the process or I'd say no, that's way. You know I'm looking for a more senior role. I don't have to talk about money. I just say: okay, you told me it's an entry-level project manager role and I'm looking for a senior role, so I know we're not lined up on the compensation and that's fine and then michael probably would say to me. Well this isn't that role.

C

You know I'd welcome you to apply for other ones. That are maybe more senior.

E

That's exactly right, jim.

A

Okay, perfect jennifer any other thoughts around the compensation piece and when to bring it up or how that's positioned from the candidate's perspective. I.

D

Think those are all very good points, um definitely showing the motivation for the role and being interested is more important up front and the conversations around compensation can come later.

A

Perfect, I think another thing I want to highlight from the chat is also additional resources. Beyond just linkedin and a lot of the developers, you know what their work is and get uh hub or git lab, or even you know, I'm looking at hyper ledger here. Their activities within you know pull requests or contributions to the hyperledger ecosystem.

A

So what are your thoughts around? You know as a recruiter going and taking a look at some of the actual work. That's out there on the public sites.

D

B

D

I think it's important a lot do highlight those on their resume where those may come into play is. Is more your next level interview with the for the hiring team perfect, um so it's good to have those referenced or even during a discussion, maybe share what those are and invite them to go. Look.

A

Yeah, that's great jennifer, uh michael. You have any other thoughts around. You know those additional technical resources where somebody can point to work. That's on the public access portion of their work.

E

I think jen was exactly right a little bit on their resume and definitely to to highlight and share those examples. uh When they're in the next interview with some of our business leaders.

A

Okay, perfect all right uh and then the other thing is, you know just from your perspective, and I know jim really did a great job of saying you know be prepared here. Maybe only have a two minute response. When you know someone from accenture hr asks a question.

A

So do you have any kind of sample screening uh questions that that the people attending the session might want to be prepared for.

D

Sure I can I can you know from my my point of view as an initial conversation, it's generally around what they may know about accenture. Why are they interested in accenture? Why are they? Why are you interested in this particular position?

D

um So those are are some of the main questions I would focus on during an initial screen, along with their background and experience.

E

Maybe also a little give some thought as to how this this role leads into the next three to five years of your experience of your career. Going forward like have you thought going forward how this aligns with that? The goals that you have for your career progression.

A

Yeah, that's a great point. Michael career progression is, you know, yeah you're going to be entering accenture at this level in this role. But, as you talked about earlier, you know, that's not going to be your entire career accenture, and so, where does the candidate see themselves going in that three to five year time frame, yep, perfect.

E

In the final interview of our process, we have one of our man. We usually have. One of our managing directors speak with each of the candidates, and that's one of the things that they're looking for right. It's one of the things that we're looking for from our candidates that they've thought through that perfect.

C

A

Other thoughts around that career development idea that michael talked about there.

C

Absolutely because I've been on the other end of that, so I've been the hiring manager in smaller companies in the I.t space as like the equivalent of a cio, for you know I'll call it a small conglomerate, nothing on the size of accenture and when you go to a place like accenture, they're, so well, organized I'll, say maybe I'm on them early but I'll say companies are to be fair, not just accenture. They have a really well work process for everything and what that means. Is you come into that process?

C

Exactly like michael said, you know the is you come in there and it's a big company with lots of opportunities, so you're coming into this one team into one job, maybe that you're targeted for, but these big companies have so many options to move around that you can have that nice discussion easily with either somebody in hr or you know, as he says, a managing director or director that you're working for usually the easy way is, if you're talking to a hiring manager and you've gotten that far in the process, you can just say: hey.

C

You know one question I have is, you know tell me about your journey here at accenture. How did that work out and you've been? You might even look at somebody like me and say: well, you're really old, so you've got other places. Tell me about. You know how. How did you arrive at where you arrived at and that'll give you the idea they can easily paint the landscape and I've just talked to a company.

C

Today, where I heard the manager of data operations started as a data entry clerk a million years ago, but what happened was it? Would the company kept growing just like extra does and the enemies were all over the place, so he could keep realizing the companies right divisions get put together. They build new divisions all and there was tons of opportunity when I was managing I.t for smaller companies. I didn't have that. I knew that I'd already worked at ibm, so I knew in a sense how big that landscape was.

C

But what I did in my interviews is, I would talk to a candidate and say, look here's the deal, I'm I'm not ibm, I'm not! You know accenture, I'm not google, I'm not somebody like that. I'm a small itself, so what I would say is when you're hiring in and you're looking at the role uh between you and I we should be able to share enough information honestly on both parts that you should look at the role and say you know what I'm positive.

C

I've done, my due diligence and this role is going to fit what I want to do for the next at least two to three years, and I would turn around the other way and say as a hiring manager. um If I don't see you staying in the role for two to three years, that I'm hiring you for then one or both of us has failed process, and so I used to- and I said we both need to be comfortable.

C

The thing that happened. The first place uh first larger place. I worked as an I.t director. I wound up. uh I can't remember how many people I heard, but I'll say there were like two dozen people I hired into this one group and out of the two dozen people, one retired um one enjoyed life enough, that they didn't want to have a career promotion. They were just saying.

C

I don't want to do anything else, but the other 22 out of 24 all got promoted uh actuated from me to become director somewhere else, and that was a one of the coolest things that put on a check mark for me is saying: hey. I felt great about the fact that I was able to help these people graduate from I'll call it. You know it wasn't jimmy university, but it was alcohol company university and just like colleges have alumni the way I looked at them. Is I told them.

C

I said you know if things go well, even if I don't have the right opportunity for you here, I will help you find the right opportunity elsewhere. That's the process I want to have and that alumni concept actually worked out great as an example in companies that do it. Well. So if you're not accenture, go to a company but still ask the same thing talk about a career path, they should still have a good answer for you, even if they're not accenture,.

A

Perfect yeah, great insight, jim, uh so the other one I want to look at is, let's just say they have a great experience, jennifer and michael going through the process with you, and you see that they're a qualified candidate and you're ready to now pass them along to the hiring manager or line manager for follow-up interviews.

A

So maybe can you give our attendees a little bit of insight as to how that process works and what they're going to be looking for jennifer, I'm going to start with you.

D

Okay sure michael touched on it a little bit where um generally the process after having a meeting with a recruiter, is you would go to a skills interview with a member of the hiring team and having a successful interview during that process.

D

Then you would move more to a manager director type interview where you have a chance to meet with a leader or senior leader of the team and really not only talk about your background experience, but also have a chance to talk about the culture. What you may be looking for in the future and have more in-depth conversation with a leader in that group. um That would be more different than kind of more of a technical interview you may have had before. So it's.

D

It may be a little more broad in terms of what you may be looking for in the future, but also a chance for you to ask questions of a you know, senior member of the team uh within that organization, about accenture assessing culture assessing fit for you just as much as accenture is looking at fit for accenture.

A

Perfect, michael, you have any additional thoughts about kind of the hiring manager interview process.

E

uh No, that's, I think jen described our process very well um yeah and I think it's a pretty it's a process that seems to work pretty well for us, where the candidate gets an opportunity to speak to their experience through throughout the process, um to learn more about our organization.

E

To share why they're a match for accenture and accenture also has an opportunity to share with the candidate why this is the right place to develop their career further and uh like that last interview uh with one of our you know: managing directors it's most, it's mostly focused on as jen was sharing. um You know is this: is this the right match? You know, let me tell you about: is this the right culture, the right environment? What you're? Looking for? All of that, I think it's a good.

E

We found it to be a pretty good process, so.

A

Yeah, perfect and I've got a follow-on for the accenture team here, which really comes from the chat and so kind of two questions here. Jennifer, I'm going to start with. You is any suggestion for someone re-entering the workforce after many years and then also is there an accenture alumni recruitment process uh looks like there's charles here. That is an accenture alumni. So maybe talk about you know kind of re-entry into the workforce.

D

With with that question, I think in in terms of your resume and and presentation or in talking with a recruiter, um just be prepared to explain why? What you're? Looking for um and what experience you have within your your experience, it's a fit for this particular role. So I think um in having that dialogue sharing. Why you're looking for this particular position and why? Why you're a fit.

A

E

A

Other thoughts, michael around reentering or alumni.

E

I'll mention the alumni point in just a second, if I could sure- and I think jen answered the other question- I think- which was right on which was perfect answer. um So I wanted to mention another part of our process, and I think that this is. This is important to know um as we're going. Each interviewer in the process uh plays a part in that they they get back to the recruiter on okay.

E

This is where I think the candidate is from a level perspective, um experience perspective and throughout and then at each of those steps. Through our process, the recruiter our recruiters are um checking rechecking setting. You know resetting expectations with the candidate making sure there is alignment so that we don't get to the end of the process and all of a sudden there's a mismatch between you know the candidates, skills and experience what they're looking for and what the role is. So there's a constant back and forth as we go through that process.

E

That's another piece to it about alumni, so we love when alumni come back to accenture.

E

We know that you've experienced our our environment and our culture and everything and and it's you know there are priority. There are a number of candidate types like referrals and alumni and diverse candidates that we're you know that are absolute priorities for us. As we look at candidates alumni, we love when they come back to accenture. We have so we have an entire recruiting team that focuses on that.

E

uh I you know if you reach out to me on uh linkedin, I'm not sure who asked the question, but you, charles, asked the question: yep.

E

Okay, uh if you reach out to me on linkedin with that question I'll, get you more details like a link and maybe a contact within our alumni team that could hopefully help you perfect.

A

Okay, let me see if there's any other another question that was posed to me directly was: are there any specific certifications that you're looking at? As far as you know, I know both of you come from the you know, the blockchain recruitment team.

A

Is there any specific certifications that are more valuable from a recruiting standpoint, if you're looking at a technical candidate that you would want to see on their resume and jim I'll, also open up to you too, but go ahead, jennifer go ahead and go first, michael. Are you gonna yeah, okay, michael, go michael, go for it. Do you have a great answer? Let's hear your great answer.

E

I don't know if it's a great answer, actually it's uh it's probably gonna, be pretty vague. Unfortunately, uh I I think the business okay, so in the in the years that I've been focused on our blockchain recruiting, I haven't heard a significant focus on certifications.

E

uh I'd like to make that a follow-up question that I could maybe share with the group that you can keep in mind uh if we could communicate it in some way. I'll. Take that as a follow-up item to check with our business.

A

Okay, that'd be wonderful yeah, so anybody who is concerned about that, I think it was uh nigel- had reached out to me about that so feel, free to reach out to michael directly on linkedin and follow up on that question. If you'd like.

C

um Yeah, I do have a thought on that on the certifications piece.

A

C

Certain roles have I'll call it well-known industry certifications uh as an example, I have a project management certification, but mine is not a pmp right, so mine, which comes from the pmi institute, so there's a difference, sometimes in certifications in terms of how well they're recognized so people who don't know a lot, I've actually had to tell a recruiter they'll say: oh, you have a pmp, I said no, no.

C

I have a project management certification from a different organization where that's a well-known um certification and so I'll honestly say no, it's more like an equivalent associate's degree, as opposed to a bachelor's right. So there are differences in more mature disciplines. Blockchain isn't like that and as a result, it's um it's disappointing in some ways that we don't have better quality, certifications, they're, honestly, all over the map, so anybody can create a certification and the quality of those varies all over the place.

C

The best I think it can say about you is you made the effort to go, get certified in something in blockchain. uh If I had a certification on solidity, it's not going to be enough for a team. Looking for a solidity. The developer to say well, then you're, the guy that'll have a small influence.

C

What would really matter- and I think there was a somebody made the point in the chat- is when I'm interviewing with the people who are in a sense looking at my skill sets uh specifically in the interview process, I'm going to have to convince them that I meet the needs they're. Looking for for that role for sure and part of that, as an example might be saying. Well, I can tell the story about me working on the giving chain.

C

I'm pretending here bobby just go with me right, so I can say I worked on the giving chain- and I I was the guy that put together, firefly and and some other pieces and integrated them all. You know with db2 or something crazy, and I can talk to that kind of thing that might be very relevant to the job I'm going into might be very useful.

C

The fact that I was certified as a hyperledger fabric, developer and aries developer shows interest on my end and effort, which is good, but unless they actually know what that certification is worth and what the test is, it's not going to mean a lot as much as me talking directly to the experience, that's relevant for what they're looking for with the right people.

B

It's good to see you were paying attention jim. I didn't.

A

Everyone always pays attention to you bobby. You do great work. uh So here's a good, interesting question from claudia kind of talking more in the networking vein here again, so she says that she was coached to find people that work for the company already to see about maybe setting up an info informal interview and engaging with the process that way and wanted to see. If that would be a recommendation that you would have so jennifer. I guess I'll ask that question. You know if this person knew someone with an in accenture.

A

How would that work compared to just uh going right into hr.

D

Well, if it's strictly networking, then it's it's really more about making a contact and maybe having a conversation about what that particular person does. um If it's a role that somebody is hiring for, um it just probably would end up getting routed our direction anyway, just to go through the application process.

D

But if it's more just strictly networking, you know, I think, making contacts within an organization in a role that that you're interested in just to see if they are open to be a networker or be a mentor to you, I think is, is you know a great idea.

A

Okay, michael any other thoughts around, you know knowing on existing person within accenture, and then you know talking to them and seeing if uh it might be a good fit for an interview and going through the hr process. Then I.

E

Think that that's exactly what you should be doing, that is networking, that's that's expected, and then uh you know it could more than likely would probably lead to. You know that person referring you to the recruiting team potentially. um So yes, that's that's what networking is all about any contacts that you know within the organization?

E

That's the way to do it.

A

Okay, perfect jim any other thoughts from your perspective as far as knowing internal resources, and then uh you know leveraging that, as far as uh being able to interview for a position.

C

I I have to just agree with what jen and michael both said that it absolutely is the best thing. The only maybe caution, I would say is: if I'm, let's pretend I'm going back to ibm or going to a new company, google and I've never worked there and john worked there. I know john's a an alumni of google, so I go to john and I'll say: hey, I'm thinking about an architect role at google in their machine learning department, I'm interested in that area.

C

I've had some experience and I and they seem to have a lot of jobs. You know, can you give me some feedback on what you think about working in that space at google john? If he has that experience is going to start sharing things with me. The thing I need to ask john is: can you tell me about um what you think about working for google in a sense he's painting a picture with a set of paints on his experience as well? It's he's probably not going to take an independent view, like a recruiter.

C

Would of here's the opportunity, here's the good, the bad, whatever. It's probably a more personalized one, which is really valuable in many ways, but I do have to be careful if john didn't have a great experience and he left google and then moved on to something else. You know maybe he's a lawyer now, whatever he does. The answer is I have to be. I have to understand how john sees google, not just uh the feedback I'm getting about, maybe that opportunity.

C

So sometimes you know I'll say: every company has people that left happy and people that left unhappy and honestly, I can tell you yeah there are companies.

C

I could pick in my own uh history that you wouldn't want to ask me about, because, or at least I'd be more careful about giving you feedback on them, because I didn't have a good experience with those companies and you have to say well and even though I try to be less biased, I'll say well, you know I didn't have a great experience, but that really had more to do with the manager than it had to do with the quality of the company. The company might be a great company.

C

I just didn't have good experience with the manager I was working with, so you do have to try to understand a little bit about that context for what it's worth.

E

A

Okay, perfect. uh The other question I want to go to now is really about the offer process. So let's just say that we have a candidate that came in, they passed the initial hr screening process.

A

The hiring manager is now interested in bringing them onto the team. So maybe can you walk us through how that offer process works and uh I'm gonna go back to jennifer, and maybe you can touch base and tell us how that works at accenture.

D

Sure so, after going through the interview process successfully and understanding that hiring managers has a candidate, they want to make a hire then generally having a follow-up conversation with the candidate in terms of their interest in the role what they may be looking for, what their requirements may be and then really based on the experience and and how the accenture team has suggested leveling the candidate in terms of experience, and we would come up with a competitive offer to present to the candidate uh generally, we go through that verbally and get a verbal accept and then provide a written offer to them.

D

After that, verbal acceptance.

A

Okay and then uh once the candidate accepts the offer, then how would that onboarding process work and maybe michael you can talk a little bit more about onboarding process once the offer is accepted by the candidate.

E

Sure so, then we, the next step in our process. We normally initiate a background check. We have an additional team, that's we refer to as our career launch team that helps us in the onboarding of our on new joiners of our new employees and that you know that process usually takes quite a few weeks.

E

All of our candidates have to give notice and all that so when they're going through the background check, there might might be non-competes or non-disclosure agreements that we're reviewing and checking on, and things like that, um and we're also making sure that they're fully enabled in our systems so that it's a really good experience when they start with accenture sure um and there's uh when they do.

E

There's a welcome a ton of a wealth of information that goes out where we're connecting them to what we refer to as a people lead uh or it's it's kind of like a career counselor or the manager within accenture. The person that's go more in most cases, it's the person that they report to here at accenture and that will be directly focused on their development and you know within accenture and their career, um and then um the first two and a half days here at accenture are spent in what we call a new jointer orientation.

E

It's a very. We have a very large organization, so there's there's a lot to learn about us and how to kind of navigate all that, so that that helps and then during those first two and a half days.

E

All of our employees start on wednesday, and it's like wednesday, through the middle of the day, on the middle of the day on friday, usually their talent, their people lead their direct report and their hr person will probably reach out to them and start talking about different projects that they may be considering them for um and just like beginning to assimilate them into our organization.

E

A

Yeah sounds like a wonderful process and you know really getting them prepared to get engaged with the company and build their career for sure jim. uh You have any other points about the absolute.

C

Process my big point on this one I.

A

C

Need to send michael my resume, but the funny part is um he hit. The process he went through is good and I've been in other larger organizations and to be fair. Every large organization has aspirations about getting right. What michael just talked about, but it's not simple, honestly and one company is very different than another in the process and how well they're able to achieve those kind of goals, but the concept of saying you're, partnered up I'll, say probably most likely at accenture, I'm guessing. But there's a quote.

C

This um beginning group of new hires and you're probably participating in that track, but at the same time he said they are assigning you a career guidance counselor, which is pretty cool idea. Most companies are also going to give you somebody right off the team that says I'm joining this architecture, team for enterprise architecture and I'm going to buddy you up with jen who is going to be the first person.

C

I want you to talk to she's a senior architect on that team and uh you know she'll help provide you some feedback, guys kind of a thing. So you wind up getting somebody like jen.

C

Who is really your your work buddy initially, to give you some guidance, then you in his case you also have a guidance counselor to ask a lot of other questions that are not related to the specific stuff you're working on, and the third thing is you're in a pool with usually um staff, a variety of mix of both hr and maybe some line stuff trying to give you feedback and the other and I'll ask this and michael and jen but I'll say big companies usually do a more thorough job than the companies I've been in.

C

You get the offer you like working with me, so you're excited by that you might have met my manager and you had a good interview with him. That's all good stuff, usually big companies are going to go a little farther in trying to get you to understand the culture you're moving into and so they'll say hey. You know, here's all these other resources. We want you to go through this checklist and spend some time up front. So you can say ooh.

C

I understand more about the company where it came from, what's valuable to them, how they work with people there's so many other things. So smaller companies will say: hey you got to talk to jim.

C

You got to talk jim's manager, and hopefully you got all the right questions answered, but in these other larger companies they they really work hard a lot lately anyway, I can't say they did that 30 years ago, but certainly today they work very hard to give you a much better picture of in a sense where the companies come from, where it's headed and what the value systems, what the culture is, try to answer all those kind of questions. And then again you have your guidance counselor. You probably have your team buddy.

C

If you will who's taking care of you as well. So there's I, you know I'll make this up and say it doesn't look like there's as much confusion, starting out in a more organized process like that.

A

Okay, perfect, I think the only other question that was on my list that we really didn't touch face on was, let's just say: you have a very solid candidate and they passed hr screening just as a good quality candidate, but ultimately they just weren't a good fit for the role with the hiring manager.

A

So how would you you know? What would you recommend to a candidate to respond where they ultimately weren't selected as a final candidate to move forward? Yet they were still a very good candidate. As far as the perspective of you know, their higher ability at accenture so go ahead. Michael yep, I.

E

Just think it's very important to uh keep perspective. So it's it's an on it's an ongoing discussion.

E

I mean great if it leads to an opportunity, but even if it doesn't lead to an opportunity that time it may lead to one in the future, so try to maintain perspective and professionalism and continue the discussion with that recruiter um make sure it says you leave off where you're staying in touch with one another, um and you express your continued interest in accenture as an example, and uh that you you know, you'd like to you know, continue the discussion.

E

I think that's the best approach.

A

Yeah, I think that's exceptional advice, michael I'll agree with you 100 on that uh jennifer. Any other thoughts on you know how to follow on if you're, ultimately, not the final candidate for the position.

D

I I always share to remain positive, even though you may not have been selected. You have the opportunity to go through the process and it's a learning experience and something that you could take um and build on, but just remain positive because, as michael said, it could lead to something else in the future. For you.

A

Perfect great advice, jim anything, you want to add to that as far as follow-up, if you're not actually selected for the final role that you first applied for.

C

Yeah it's an interesting thing. I think- and I don't know I'd like jenna michael to jump in on this one, but I think well, there's different types of responses. Company companies will give you when you're not selected. If I've had um I I've gotten past the hr call I've gone through some interviews, so I was considered a viable candidate not just by hr, but I had several interviews for this role and then eventually I didn't get the role okay, so they did find they liked you better than me. That's fine.

C

They picked the best candidate they could find, but I knew they at least had enough interest in me um to go through these interviews, and maybe I thought the interviews went fairly well. Let's say at.

D

C

Point um I think I've earned enough uh uh I'll call it to go back to jen or john jenner, michael and say: hey tell me, um you know I really like the company. Obviously I wasn't selected for the senior architect role I was hoping for, but um you know I really like accenture. um Does it make sense for me to continue for some other roles? Did you have any thoughts on what might be appropriate to me?

C

I wouldn't have a problem calling either one of them up or reaching out on linkedin or whatever say that was my recruiter. So, on the other hand, I'll say the tough thing is and I'll say again, I'm not being fair to all small companies, but on average a lot of little companies. Don't always have that luxury and they'll just send you a form letter and actually to be fair. It's okay!

C

If accenture sends me form letter two and said: hey we're looking for a first class baker and we don't think anything on your resume lines up, but we wish you the best of luck. I expect to get that because I didn't line up at all. I never even got through the interviewing process, but if you uh and little companies a lot of times aren't as good on the follow-up I'll say so a lot of times you will go through the interviewing process and all you're going to get is a delay and no response.

C

After maybe the last interview and then three weeks later, when they figure out they've, you know the other guy has already started. You get the formulator kicking back, saying: hey, you know jim. It was great knowing you, we wish you the best of your career and that's all you're going to get.

C

But again, if you had a quote a deep interview process and you had what you thought were good relationships with the people you went through, I would certainly encourage you to go back to talk to the hr person or at least reach out to him in an email. If not just say, hey, look um you really like the company like the process and all that and think of them more as a quarterback. They have the opportunity to tell you.

C

Well, you know what, if you weren't the best as a senior architect over here, but you really had a strong background in programming. They do have plenty of those roles. They can redirect you, in effect to other opportunities.

A

Perfect yeah great great insight from everyone today I really appreciate it. I don't think that we have any other specific questions from the chat, but what I'd like to do now is to turn it back over to bobby and bobby's really done a great job of dealing with all the different questions coming through chat and posting a lot about the resources at hyperledger so bobby. If you can come off and get on video here and take the session back over that'd be great.

B

Sure um I just want to thank everybody that was so insightful um and I hope it helps people who are looking for jobs. Make connections feel free to reach out to any of us. The bc employee website will have links to this recording, as well as the powerpoint to get the live links and some of the events that are going on. um Please join us for the december 2nd event where accenture will have tables for different positions, so that you'll be more fine-tuned to where you want to go.

B

We're not really sure how they're going to divvy up those tables, whether it's by project or by role or whatever, but they'll. Let us know how they feel they want candidates to come in. So please come with your questions for these companies about the jobs you want. This is a really informal call it um a free interview pass, so you get to talk to the companies and they get to talk to you and it's very informal, and then you know if you want to move forward with them. So please uh join us for that event.

B

Again, the recording for this event will be on the um bc. Employee website uh we are almost out of time, so I'm just going to ask if anybody in the audience has any questions for the panel now you've got five minutes to ask them so go right ahead. If you have any.

A

Bobby, I think the one thing that was asked was if they could get the linkedin uh profile. Links for jennifer, michael and jim that'd be helpful.

B

Sure I'll add them um to the summary on the webpage.

B

So when I put the recording up there, I'll put their links, if you haven't, grab them out of the chat and if they want to drop them in the chat now again and don't hesitate to go on all your social media and talk about how great this event is um for clarifying your job search. We would appreciate the coverage so any questions. If not, we do have the learning materials working group called john, and I co-host that and if you're interested in learning about the hyper ledger community at all.

B

That is like the call to join, because we take newcomers through. We teach you how to navigate the wiki page. We talk about what opportunities you can jump on um and we, you know, teach you how to do that so again. Join us for the um job fair, um with accenture on december 2nd, and I hope to see you at the learning materials working group. The information is on the hyperledger wiki page, which is wiki.hyperledger.org, and you can find all the information there.

B

So, thank you, john jim, and thank you michael, and this was an exciting um event and jennifer you're we're awesome. Thank you for everything um and we'll see everyone on the second. Thank you for inviting.

E

Us it was great. Thank you very much.

A

Have a wonderful evening: everyone I'm going to wrap the call up now you.