The ‘technologies’ will be replaced by their respective icons.

  • MrOzwaldMan@lemmy.mlOP
    1·
    6 months ago

    I understand what you’re saying, but I designed my website to be short and sweet, something that can be skimmed through and move on.

    Maybe consider combing the About Me and Contact Me pages.

    Can you expound?

    For a keyword search or something like an ATS having those things mentioned is probably helpful. Though, for an ATS you should be optimizing for that separately.

    I asked ChatGPT to make an ATS friendly change to the About Me section. Is this what you mean, and can it be beautified with the ability for the ATS to go through it

    • IonicFrog@lemmy.sdf.orgEnglish
      2·
      6 months ago

      I think we need to take a step back and add some context. Every company will have their own hiring process, but they are mostly the same. Where I work it goes like this.

      1. A hiring manager sends a job description for an employee they want to hire
      2. The recruiter will check the job description for any problems and make it public
      3. Usually, a few hundred applications come in. Some are these are from bots. Others are from people applying for every open position at the company.
      4. The ATS will score the application and resume by comparing it to the job description. Some will look at your social media like LinkedIn and Facebook. Mostly if you provide those links.
      5. The recruiter will then start trying to find the best candidates to send to the hiring manager. They do this by looking at how the ATS scored the applicant and prescreening calls. They mostly check to make sure you are a human and that the stuff on your application is correct.
      6. The recruiter then sends candidates to the hiring manager. There is no hard policy on the number of interviews the hiring manager has to do, but the goal is under 10.
      7. The hiring manager does an initial interview with the candidate. Depending on the situation this is in person, over video, or a phone call.
      8. If they pass the interview with the hiring manager then 2 additional group interviews are usually setup. One with stake holders and another one with peers. At this point it’s usually down to one person. These are sort of like veto interviews.
      9. Once someone makes it through all this does the recruiter make the offer and start to discuss, background checks, salary, and if needed relocation and immigration sponsorship.

      During this entire process the only people that are going to look at your website are the hiring manager, stake holders, and peers. That is only if they are feeling motived to do additional research on you after having looked at your application and resume. Your application and resume should have already told them that you know the technologies you listed. This means that the user is not rewarded with any additional information. What was the point of me seeing this page? As one of those people interviewing you the only thing this page actually tells me is that you know how to put words on page with a template. That template should be custom and look amazing.

      Jeff Geerling’s website is a good example for content. The design isn’t something I would expect from a front end developer, which he is not.

      https://www.jeffgeerling.com/ https://www.jeffgeerling.com/about

      Nowhere does he have a list of icons of technologies used. You learn that he knows how to use git by the link to his GitHub profile. He doesn’t have a dedicated contact page. The only thing that is really needed is mention an email address on the about page and links to socials. It’s almost like he shows us his skills instead of telling us about them.