Comment by rbanffy | Hacker News Reader

Comment by rbanffy | Hacker News Reader

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> you tailor your pitch to the company which is hiring.

This specific point is very important. Design your resume to save time for the recruiter. The recruiter has hundreds of resumes to parse. If you make the case you are a great match for the job opening in the first paragraph your chances of being noticed increase enormously. You are not telling who you are - you are selling a solution to a specific problem.

> If you are applying to a PHP job

There is little point in mentioning you wrote key parts of MVS/370 because the recruiter will have no idea what it is. If the company uses Ruby on Rails a demonstration of your expertise with JBOSS will be (correctly) treated as noise.

I think knowing C makes me a better Python programmer, but unless the job asks for it, I wouldn't mention it before the first technical interview with someone who agrees knowing C makes someone a better programmer.

Tip: using a spreadsheet to keep CV parts saves a ton of time.

Tip 2: find out who the recruiter is. If you can understand more about the person and his/her expectations and background, you may fine tune your CV even more perfectly.

I used to think that the cover letter was where I could point to the parts of my resume that were very specific for the job. But I've done more than a few online applications recently that simply didn't have a place for a cover letter.

The cover letter also should be designed to save time for the recruiter. Make space for some very targeted items (name, company, position) so it doesn't look like you are sending exactly the same to every recruiter, but don't make the mistake of spending more than 15 minutes on each letter.

Since you don't know which one, the letter or the CV, will be read first, you should optimize both.

They don't even give me a place to put a cover letter. Last week I spent a half-hour writing a cover letter, and then went through the application and there was no place to put it.

If that's the case, the problem is simpler. You just optimize the resume.

Since most online systems require a doc or pdf format, I've started combining my cover letter and resume into a single pdf. If there's room for both in an application then I'll submit two individual pdfs, but if there's only room for one attachment then I submit the concatenated pdf.

Recruiter here, and this is exactly right. Three good sentences in a 'cover letter' and you won't even make me need to read the resume at all. You should be able to do it in under five minutes.

I wrote an article a few weeks ago on the same topic which is relevant (http://lifehacker.com/tips-from-a-recruiter-dont-make-me-rea...)

Why do some companies not accept cover letters at all (and you really only find this out after you have applied)?

First, if you are exclusively (or primarily) applying through online applications I'd strong suggest you reconsider your search strategy. That strategy is not nearly as effective as getting in through a side door - the front door is crowded, and the bottleneck tends to get most candidates ignored. These online applications, with some exceptions, are usually the resumes that get only a few seconds to make an impact - you might lose your reader in the first few sentences (note: I haven't worked in big company recruiting from an internal role, but this is pretty widely acknowledged and studies have been released confirming how little time is given to a resume in these conditions).

Why do some companies not accept cover letters? For one, nobody wants to read them. Keep in mind, nobody wants to read cover letters OR resumes. They want to have a conversation, and they want to be able to determine as quickly and accurately as possible whether or not that conversation is worth having. This can be quite prone to bias.

Most cover letters simply reiterate what the resume says, but in a condensed format, along with some fluff about how hard they work and how strong their soft skills are. It's usually fairly pointless, and some companies ask for them as a bit of a test of your interest. Companies that don't ask for them likely don't feel they are useful, and would rather have their recruiters looking at resumes (and hopefully actually having conversations) than reading traditional formatted letters.

Investor interest and hiring manager interest has this in common: inbound to the candidate is far better than shaking bushes. Even YC alum mentioned how outbound is basically desperate and futile. Not that it can't be done, it's that the probability is much lower.

Cover letter is the TL;DR as how the resume applies to the req with 2-3 top selling points. The resume is like a marketing specifications sheet to sell a phone chat. Etc.

Put a small 'summary' at the top of the resume. I do recruiting 'part-time' for work. Mainly non-computer positions but still in a very specific field. Summaries like this really help. Especially if I'm trying to look through 100+ resumes in an hour or two.

Exactly - you want a generalist background so that you can do many things, but a specialist resume tailored to the job you're applying to. The goal is to be "the perfect fit" rather than "someone who can do this."

> Tip: using a spreadsheet to keep CV parts saves a ton of time.

I usually keep it all in one LaTeX file, and abuse that as my macro processor (to include / exclude sections). Text files work well with version control.

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