Being a Sun Certified Java Programmer, I am highly motivated and determined visionary who has a passion for technology, especially when it relates to J2EE architecture/strategy,front-ends, performance and troubleshooting. Also well versed in oracle database, EJB, Weblogic, Swing,J2SE, JSP, JMS, JDBC, JNDI, RMI, E-Commerce, Java Mail and Servlets. Always a creative business thinker and strategist,looking at the "Big Picture".
Welcome to the ranch Sundar. JavaRanch has a naming policy requiring at least 2 names in your display name, preferably your real name. Please reregister with a new display name. Good luck on the job hunt! Pauline
Sundar, Sort your CV out, it's a real mess. You give only 2 lines to your academic qualifications (ok not great universities). Take everything that you do not have commercial experience in off your CV. Condense it to just 2 pages.
Sundar, I agree with Simon, your resume is kinda messy A resume has to be precise and concise, that is at most 2 pages but 1 page is usually preferred. It should not be some kind of 5 pages fairy tale. Personally, as a hiring manager, I would not read further than the summary. Keep it short, don't overdo it. Also, don't write 153 times that you know Java, if you list JDK 1.3 in your skills, it's almost clear that you know Swing, AWT and Collection. Instead of writing EJB 2.0, JDBC2.0, JSP 1.1, Java Servlet 2.1, JNDI, JTS, JMS, Java Mail, you should just write J2EE which is much more consise and parlant than the whole enumeration stuff. By writing J2EE, interested manager will know what J2EE is composed of. Remember that space is a critical resource on a resume, use it sparingly! I think the first thing you oughta do is search for "resume writing guidelines". Here is one http://esl.about.com/library/howto/htresume.htm No hard feelings, just constructive comments. HIH [ February 08, 2002: Message edited by: Valentin Crettaz ]
Also, don't write 153 times that you know Java, if you list JDK 1.3 in your skills, it's almost clear that you know Swing, AWT and Collection. Instead of writing EJB 2.0, JDBC2.0, JSP 1.1, Java Servlet 2.1, JNDI, JTS, JMS, Java Mail, you should just write J2EE which is much more consise and parlant than the whole enumeration stuff. By writing J2EE, interested manager will know what J2EE is composed of.
Valentin, I completely, dissagree with this paragraph. Are you aware what kind of people are working in HR departments? They have no clue about any of the Java APIs nor even slightest idea what J2EE is. Remmember that they are the ones who are initially selecting your resume from the pool of resumes. Just how many times I have been asked the question like:"Do you know servlets?" or "Do you know JSPs?". Most recently, a week ago I have been asked "Do I know Java Beans?" Therefore, if they don't see "Java Beans" on your resume, most likely they won't select your resume even for the telephone interview. Just my $0.02 Vladan
Vladan, I partly agree with you, but you have to admit that the hiring process has a problem then... In technical fields, technical people should be part of the hiring process as a whole. They should be involved in the selection of resume. How can an HR guy assess what you know from your resume if she has no clue of what is on the resume? That's nonsense, isn't it?
Valentin, it might be nonsense, but that's the way it usually works around here in LA. In a large company, a department manager will submit a request to HR to fill a position. They will give HR the job description that is going to include more buzzwords than any one human being could possibly ever master in one lifetime. Normally, no one expects to find someone with everything you ask for, but the closer you can come the better. Then HR will work on posting the job in various places, or contacting placement companies if they work with them, etc. The HR department does usually pre-screen bodies. It wants to do two things: 1) Find people who have skills that match the request from the department. Here is where the issue of buzzwords is important. The HR person is likely unfamiliar with all the acronyms in use, so all they can do is look at resumes and see how many of the same words are on it as the original department request. 2) Screen out people who don't fit the corporate culture. This is probably the most important function of HR, in HR's view. They want to get good people, BUT they also want people that are not flakes, that haven't jumped around to a new job every 2 months,that can talk in complete sentances, that bathe regularly, etc.. So they are going to screen out any candidates that might have the skills being sought, but still considered unacceptable by HR. Only then will they send pre-screened candidates to the next phase, which is usually a phone interview, or an actual walk-in interview, with someone with technical skills, who can further determine the applicants qualifications. So there is a HR wall that must be crossed in most large companies, and part of that is making sure your resume has all the conveivable buzzwords on it. [ February 09, 2002: Message edited by: Rob Ross ]
Rob, I'm not that far from you and I know it works that way, I just can't help but think the whole HR process is a joke... Let's forget about that, Sundar was worried about finding a job not about the way HR hire people. (I don't want my nickname to be "the hijacker" , not very appropriate these days ) [ February 09, 2002: Message edited by: Valentin Crettaz ]
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It looks like it's time for me to write you a reality check! Or maybe a tiny ad!