So you’ve successfully debugged your future, see chapter 7. How can find an interesting job? How can use your CV, covering letter and any other communication to persuade employers to invite you to an interview? What techniques exist and how can you use your networks to help you? Where can you look? 🔭
At the end of this chapter you will be able to:
- Formulate job search strategies, by role, by sector, time, size and location
- Identify opportunities for finding work, online and face-to-face
- Identify people in your existing networks who can help you
- Grow your networks and use them to your advantage
- Apply your search strategies to advertised (and unadvertised) opportunities
- Critically evaluate what employers have on offer (beyond the financial incentives)
- Describe some of the problems with recruitment, both for employers and yourself
The marketplace for job searching and job hunting advice is incredibly crowded. Employers spend huge amounts of money on recruitment and this is reflected in the enormous range of job websites, which are often accompanied by advice on job hunting. There are three kinds of places you can look for jobs:
- Undergraduate and graduate jobs boards, such as Gradcracker 8.2.1
- General jobs boards, such as Google jobs see section 8.2.2
- Portfolio style, such as LinkedIn and Github etc, see 8.2.2
- The jobs portal of your University, see 8.2.1
The following job finding resources are specifically aimed at undergraduate students and graduates:
- aws.amazon.com/education has a dedicated jobs board for students with (or working towards) Amazon Web Services (AWS) cloud computing qualifications
- gradcracker.com for engineering and technology students, you can filter e.g. by Computing/Technology jobs, from the publishers of the popular gradcracker toolkit
- ratemyplacement.co.uk is a leading UK job resource for undergraduates seeking placements and internships.
- targetjobs.co.uk graduate jobs, schemes and internships from the people behind The Guardian 300 top graduate employers
- milkround.com, placements and graduate positions from the people behind The Times Top 100 Graduate employers
- graduateland.com, placements and graduate positions around Europe
- prospects.ac.uk, a jobs board accompanied by job searching advice
- InsideCareers.co.uk is good if you’re looking for jobs in the financial sector
- varsitycareershub.co.uk, targeting students from Loxbridge but many of the employers recruit much more widely
- Year in Industry if you’re looking for a year in industry
- Your University careers service. University jobs boards are good places to look for opportunities that are specifically targeted at students of the University where you are studying. So if you’re studying at the University of Manchester it’s careerconnect.manchester.ac.uk (UoM login required)
The following job finding tools are aimed at a wider audience (not just students and graduates) but will be useful to you nonetheless.
Google job search shown in figure 8.2 is a good starting point. It doesn’t index every job listings site, see Google’s job hunting service comes to UK (Kelion 2018), but its a pretty good place to start.
Google job search indexes jobs advertised by many of the resources mentioned in this chapter. You can use google job search use to find internships, placements and graduate jobs anywhere in the world, as well as saving vacancies and setting up job alert notifications by email. If you haven’t used it already try the searches below. Unlike other sites, Google job search works by indexing embedded microdata structured with schema.org/JobPosting. Keywords like
internin an ordinary (vanilla) google search will trigger the job search product, as shown in the following examples:
-Google job search is an impressive product, see grow.google/job-seekers but it doesn’t index everything. If you’re looking for a job AT google, they have moved from jobs.google.com to careers.google.com, see also section 5.3.1
LinkedIn advertises job vacancies, is frequently visited by recruiters and you can often apply for jobs directly on LinkedIn (although making fast applications is not always a good thing). See university.linkedin.com/linkedin-for-students, linkedin.com/learning/learning-linkedin-for-students and figure 8.3. It allows you to do more than just search for jobs, see table 7.1.
- glassdoor.co.uk is like tripadvisor for jobs. Find out what it’s really like to work for given employers from current and former employees. A student oriented version can be found at glassdoor.com/Students, this means you can use it without writing a review of a previous employer (which is what non-student users have to do to access the content)
- HiPEAC jobs (High Performance and Embedded Architecture and Compilation) is good for jobs in hardware, supercomputing and related fields
- Indeed.co.uk, adzuna.co.uk, cwjobs.co.uk, fish4.co.uk, reed.co.uk, totaljobs.com, monster.co.uk, jobs.smartrecruiters.com, workinstartups.com, cv-library.co.uk, jobs.ac.uk are general jobs boards that also advertise jobs for students and graduates, alongside many other vacancies.
- stackoverflow.com/jobs jobs via StackOverflow. You’ve cut and pasted the code… they advertise technical vacancies too
- Otta.com for people with 0-10 years experience. From engineering to sales, discover jobs & internships at London's most innovative companies.
Recruiters can help you find work and they operate in every industry sector. They are sometimes called “head-hunters,” and there are two basic kinds that can help you:
- Recruiters employed directly by an employer, for example in the human resources (HR) department of a given organisation.
- Recruiters who are self-employed or work for a recruitment agency. They typically earn money from the number of interview candidates and successful hires they provide for their clients.
Recruiters are usually not technical people, so don’t expect them to have lots of knowledge about software engineering (for example) - that isn’t usually their skill set. Although recruiters can help you, it is worth being wary of recruiters as shown in figure 8.4, especially if they work for an agency rather than being directly employed by the organisation you are interested in.
Some recruiters are very good and can help you. For example, there are some recruitment agencies that specialise in helping employers recruit graduates, these may be useful to you. However some recruiters are not very good, and don’t provide a valued service for employers or potential employees like you. This is why you sometimes see
no recruiters or
no agencies on job adverts. So be wary of recruiters, and remember that some recruiters work primarily for their clients (employers) not you.
In most cases you shouldn’t have to pay recruiters up front but job scammers will sometimes pose as recruiters so beware. Talking of job scammers, there’s some things you need to be wary of when you are job hunting:
When you’re looking for job you’re acting as both a buyer and a seller.
- SELLING: You’re selling your services in a marketplace, for the best price you can get
- BUYING: You’re buying into the culture and values of an employer (see section 9.5), who are trying to sell themselves to you.
As a buyer and seller, you should be wary of the following:
- Job scammers: section 8.3.1
- Over-specified jobs: section 8.3.2
- Unpaid internships: section 8.3.3
- Overselling: section 8.3.4
- Underselling: section 8.3.5
- Rejection: section 8.3.7
- The rollercoaster: section 8.3.8 🎢
Most job adverts are legitimate but you are vulnerable when you are job hunting. You may become more vulnerable over time if you are getting repeated rejections (remember: repeated rejection is quite normal). Unfortunately there are some shady characters out there looking to exploit your vulnerability through various kinds of employment fraud. (Hinds 2017) You should be wary of anyone asking you for:
- Money up front - be very suspicious
- Excessive personal data such birth dates, passport numbers and bank details. These could be used for identity theft, fraud or other criminal activities
- Suspicous contact details and non-work email addresses (S. Smith and Rosser 2021)
- See more examples at google.com/search?q=job+scams
Reputable employers (and jobs boards) will not try to scam you, but you should beware of job scammers if you find yourself looking for employment off the beaten track.
Employers and recruiters routinely over-specify job descriptions. A good example of this is, when the Swift programming language was released in 2014 at the Apple Worldwide Developers Conference (WWDC) in California, job adverts instantly appeared asking for programmers with
5 years experience in Swift! How can anyone have five years experience in a programming language that’s only just been made public?! Aside from the people who developed the language, like Chris Lattner, the recruiters and employers must have had a long search trying to find their candidate. It must have taken them at least five years!
Job requirements: pic.twitter.com/4QB1oPyxU0— Mubeen (@Mubeeen_) July 28, 2020
The moral of this Apple story above is, if you don’t meet all the criteria in a job specification, that shouldn’t stop you applying. Most job specifications are over-specified as wishful employers dream up their ideal candidate.9 Many employers will over state their requirements in the hope they get their dream candidate. You might look at the job description and think, I’ve only got 70% of what they’re asking for, so I won’t bother applying. The reality is, if you’ve got 60% of what they are asking for, you should definitely apply. It’s unlikely that anyone will meet 100% of the job requirements.
If you see things on job adverts you don’t understand or are not sure about, go and find out about them. There’s a good chance it will be similar to something you already know about, or can self-educate yourself to fill any gaps.
In the United Kingdom, it is illegal to employ people without paying them a salary. However, there are exceptions which can allow employers to take on unpaid interns depending on how they classify their employment status. See for example:
- Employment rights and pay for interns gov.uk/employment-rights-for-interns
- Targetjobs position on the law on unpaid internships: know your rights
- This article on Why I Regret Doing an Unpaid Internship (Louise 2019)
- For more horror stories see google.com/search?q=unpaid+internships
In science, technology and engineering, unpaid internships are much less common than in other sectors as demand for skilled engineers and scientists is generally high. Some employers, particularly startups, may offer company equity (such as shares) as an alternative to a salary - again you should be wary of this. Unless you’re very lucky, the chances are those shares will probably be worthless. Like many people, I don’t endorse unpaid internships, and I recommend you avoid them completely. They are a form of modern slavery.
When people try to sell you something, you will naturally be wary of overselling and fake news, see figure 8.6.
There’s two kinds of fake news that are common in the jobs marketplace:
- Employers overselling themselves. Recruitment can be a bit of a beauty contest, with everyone trying to show you their best side. Some employers may make promises they can’t deliver but a quick look on sites like glassdoor.com will help you evaluate employers. Even better, talk directly with actual employees of the organisation, both current and former. Is their employer really as good as they say they are?
- You exaggerate your achievements: It can be tempting to oversell yourself in the marketplace. An experienced reader or interviewer will be able to spot your fake news and find you out, see chapter 7 debugging your future
Likewise, you should make sure you don’t undersell yourself. Know your value (financial), know your values (see chapter are 2) and try to understand how that fits with a given employer. What are the employers stated values? On the financial side, it is easy to find out about salaries, for example see:
- technical intern salaries in the UK (Wodiany 2018)
- graduate salaries in the UK (Grove 2018)
- The Highest Paid Internships and Placements in the UK (Louise 2021)
Salaries in the UK for interns (and graduates) range from minimum wage to £50k and over, with everything in between. So beware of under-selling yourself, know your value. Some employers see students as a form of cheap labour that can be exploited because you’re not “qualified” until you graduate. I’d think twice before working for such an employer, computing skills are in demand and there are plenty of other employers who will treat you with more respect.
Finding employers that you are interested in and submitting high quality job applications takes lots of time. Many students under estimate the time needed to job hunt. It can be a very time consuming process for everyone, both employers and candidates alike, see figure 8.7.
Even after you have managed to:
- Identify and articulate your skills and knowledge, see chapter 2
- Understand what you’re interested in, see chapter 2
- Update your CV, see chapter 7
- Consider all your options, see chapter 9
- Target employers or sectors of interest
.. the actual business of applying described in this chapter can be very bureaucratic. Any interviews you have will take time to prepare for (see chapter 10) and you’ve got loads of other calls on your time like studying and having a social life.
One way to tackle this problem is to schedule some time every week when you work on applications, see chapter 19. However, there’s no getting away from the fact that finding a job will be time consuming. Beware of the time sink.
For most people, rejection is a normal part of applying for jobs. Rejection can take a heavy toll on your mental health described in chapter 3 and it is usually a struggle. Some employers won’t even bother to reply to reject you, welcome to the employer black hole described in section 7.2 and shown in figure 8.8.
If you’re getting too many rejections or all your applications are sucked into black holes, it might be because you need to :
- debug your CV and job applications some more (see chapter 7)
- develop a better job search strategy (see this chapter, chapter 8)
- broaden your job search (see chapter 9)
- pay attention to your mental health, rejections can make you anxious and depressed (see chapter 3)
So beware of rejection, it’s a normal part of job hunting.
There are highs and lows in job hunting, you will ride the job search rollercoaster shown in figure 8.9. There will be highs, you’ll be invited to interviews, but there will be also be lows too, such as the inevitable rejections we discussed in the previous section 8.3.7. It will be a rollercoaster, which ends on the high of a job offer you accept. Fasten your seatbelt, enjoy the ride and good luck with your applications and interviews! ☘️
So beware of the rollercoaster, it has ups and down. Before we move on to talk about broadening your options, lets looks at some basic job search strategies you can use to get started.
Now that you are aware of some pitfalls you need to think about developing a range of different strategies for job hunting, and change the strategy during the year. At the beginning of the academic year in September you might target large multinational organisations. If you’re not successful, you could switch to smaller employers later in the academic year. Table 8.1 summarises some of the when and where some employers typically advertise.
|Where||Advertise broadly||Less likely to advertise on big jobs boards|
|When||Vacancies open earlier in the academic year||Vacancies tend to open later in the academic year|
|How||Typically multistage applications, several rounds of interviews||Typically shorter application and interview processes|
|Who||Typically receive high volume of applications per vacancy||Typically receive lower volume of applications per vacancy|
|Process||Unlikely to consider speculative applications||May consider speculative or informal applications|
Armed with knowledge of when to apply you can start to target employers. What will your strategy be? Should you optimise the quantity of your applications or the quality, see figure 8.10?
Figure 8.10 shows two extreme approaches to job hunting, in reality you’ll probably want to strike a balance between quality and quantity. If you find yourself:
- Making a small number of applications, you may need to consider applying more widely and spending less time on each application
- Making a large number of applications, you may need to consider applying less and spending more time on each application
Let’s pause here. Insert a breakpoint in your
code and slowly step through it so we can examine the current values of your variables and parameters.
* PAUSE ⏸️
- What are your current job search strategies?
- How could they be improved or tuned?
- How many jobs should you apply for?
- Why is it important to build your network?
- How can recruiters help you?
- Why do recruiters have a bad reputation?
- How long does it take to apply for a job?
- Should I optimise for quality or quantity of job applications?
- How can you deal with the inevitable rejections that come during job hunting?
* RESUME ▶️
Your close network probably won’t change that much, the friends and family you trust and rely on. Its important to recognise the importance of more casual acquaintances, or what sociologist Mark Granovetter calls “weak ties.” (Granovetter 1973)
Weak ties are people you don’t know as well, but are important for a range of reasons. Research has shown that building networks of weak ties is good for your mental health and can give you an edge in job hunting. (Leslie 2020) Granovetter showed that many job opportunities came through weak ties, rather than strong ones. This is true not just of jobs early on in your career (like now) but also later too. So it is in your interests to continually foster weak connections and be open to serendipitous meetings where you bump into people, as in Figure 8.11. “Bumping into” here, could mean either physical or virtual.
Too long, didn’t read (TL;DR)? Here’s a summary:
We’ve looked at search techniques that will help you find opportunities you care about. Figuring out what you want to do is tricky at times but it usually works out well in the end.
This chapter is under construction because I’m using agile book development methods, see figure 8.13.