Skip to main content

Kimberly Blessing

Managing, Mentoring, and Hiring: Why is it so damn hard?

4 min read

Think sticker

The super-cool Think Brownstone stickers I gave away at BarCamp!

I had the privilege of leading a problem solving discussion at BarCamp Philly this past Saturday. The session was proposed at the last moment (while the first sessions were going on) in response to a few conversations I had over morning coffee -- I was amazed to end up in a packed room full of very vocal people! It's clear our community has a lot to discuss on the topics of management, mentoring, and hiring. Thanks to everyone for participating and making this such an engaging session!

Here are photos of the blackboard notes/mind-map -- they're a bit blurry, but you still make out most of the text and the lines connecting ideas.

  1. Define the Problem "Screen Shots": 1, 2, 3, 4, 5
  2. Mentoring focus "Screen Shots": 1, 2, 3, 4, 5, 6

A transcription of all the blackboard notes follows -- but I think the big takeaway of the session were the mentoring action steps we identified:

  1. Define mentoring: what are you trying to achieve?
  2. Carve out the time: make it important, protect it, make it part of everyone's job
  3. Ask: not for mentoring but for information, for input, "how can I help?"
  4. Do things together and make it visible
  5. Express thanks

Before you go through the full notes: I'm serious about getting together again to continue the conversation! Please leave a comment on this blog post, email me, or @/DM me on Twitter so I can be sure you get an invite to the meetup!


Define the problem

    • No mentoring at many places
    • Hard to mentor if you're not being mentored
      • No managerial/organizational support
        • Do you set aside time for mentoring activities?
    • No one gives a shit when trying to mentor
    • Bidirectional mentoring: [other party] not always interested
    • Finding people / the right people
      • People with potential
      • Headhunters [=] Noise
      • [Many] unqualified candidates
      • Depends on company: hiring for culture, skills, experience?
        • Do we even know what we're hiring for?
          • Speedy growth
          • Same job title (not description) means different things at different companies
            • Different responsibilities, different expectations (on both sides)
          • As person being hired:
            • Why am I being hired?
            • What am I doing?
            • Is it OK to ask questions?
      • Dilution of credentials
        • PhD [in CS] but can't code
        • As jobseeker, educationally over-qualified, less job experience
          • Resume format hasn't changed, how do you present yourself?
            • Cover letter still important!
          • For developers, where is the code portfolio?
      • What is the qualification to get through?
        • Puzzles
        • Quizzes
        • Essays
      • Can someone meet our expectations?
        • [Example: job posting asking for] 10 years of jQuery experience
    • Hiring
      • Tools are shitty and inhibit process
        • Broad job posting not effective
      • Expensive! Job portal posting and lots of asshats apply
      • [Managing/researching applicants]
        • Resumator + LinkedIn
        • Stack Overflow
        • Ranking candidates
          • Bullet Analytics
      • Where to post jobs locally?
        • Technically Philly job board - will have job fair in 2014
        • Local network and community
          • Be an active participant in community so people want to work with/for you
          • Most groups are for senior/advanced people
          • How to go from email to action?
        • How to find junior talent?
          • Campus Philly
          • Drexel Co-Ops (people love them)
    • At this point, we were 15 minutes into our time, so we voted on one area to focus on; the group chose mentoring.

Focus on Mentoring

  • This is a skill in and of itself!
  • Big difference between mentoring and training
    • What is the hidden curriculum in your organization?
  • Finding time
    • Carve it out
  • Care more!
    • How to make those NOT in this room care more?
      • How do we encourage more soft mentors?
        • Make it a requirement
  • Coaching
    • Helping people express themselves makes them better at what they do
  • Apprenticeship
    • Formal programs
  • Context/structure
    • "Soft" mentoring instead of formal
      • Team collaboration and valuing others' opinions?
      • Recognition is important
      • How to find a mentor as a junior person?
        • Look for someone who is passionate about what they do
        • Look for someone who is open
        • Show them what you're working on
        • Ask
          • We aren't taught to ask good questions
            • Are we hiring people who won't ask by looking for purple squirrels (super ninja rockstars are self confident)
            • [Nor are we taught] to recognize others, e.g. acknowledge someone in code comments
          • Conversation starters:
            • What's wrong with this?
            • What am I missing?
            • What have you tried?
    • Some organizations separate mentoring from management
      • [Why?] This introduces BIAS in management process
  • Why is this a corporate expectation? Why don't kids go out and find [their] own mentors?
  • Manager != Leader, Leader != Manager
    • Being a mentor is a differentiator

Mentoring Action Steps

  1. Define mentoring: what are you trying to achieve?
  2. Carve out the time: make it important, protect it, make it part of everyone's job
  3. Ask: not for mentoring but for information, for input, "how can I help?"
  4. Do things together and make it visible
  5. Express thanks

Kimberly Blessing

Web Developer Job Search: Your Resume

6 min read

I estimate that I have spent a full work-week, over the course of my career, reviewing web developer resumes. That's enough time to produce some strong opinions on the topic. Allow me to finally continue the Job Search thread by sharing my advice for creating a top-notch web developer resume.

Resume Format and Structure

Your resume format should work to highlight your strengths. The chronological resume, perhaps the most traditional format, fails in this regard. A functional resume does a much better job of highlighting your experience in a specific role, but most web developers are good at more than one thing. I suggest mixing aspects of the two formats, organizing them in a way that makes sense for you and your strengths -- then you'll have a resume that stands out.

Here are the general sections found in a great web developer resume. With the exception of the first two, the rest can be ordered and/or further broken out according to your needs.

  • Objective: If you're searching for a job, you ought to know what you're seeking! Customize your objective, as needed, when replying to job postings. (Note: If you're not actively seeking a job, but still want to have a resume posted online, it's okay to omit this section.)
  • Summary of Qualifications: It's a cheesy headline, perhaps, and all too often the summary is filled with buzzwords -- but I have read really compelling summaries that made me want to know more about a candidate. Focus on describing your strengths and what you contribute to an organization.
  • Skills: This is where the keywords and buzzwords will start showing up. That's okay: you'll back them up with evidence in the other sections. You can subdivide this section in any number of ways: Technical vs. Soft Skills, Front-End vs. Back-End Skills, Design vs. Development Skills, etc.
  • Professional Accomplishments: Here you can include project accomplishments, awards, public speaking engagements, publishing credits, or descriptions of really awesome things you've accomplished. Like the Skills section, you can also break these out separately.
  • Work Experience: If you've done any combination of full-time work, freelancing, and volunteering, this is the most generic title you can use for your work history. Some people like to break out their professional experience from other work, but I think that can undermine the importance of having taken on freelance or volunteer work. If you list accomplishments for each job in this section, don't repeat them elsewhere, and vice versa.
  • Education: I don't like to see this section missing from a resume. Haven't gone to college? That's okay. Be proud of what schooling you have made it through and list it here. Oh, and that includes training programs, conferences -- anything you've forked out money for that you've learned something from!

Required Information

If your resume were to consist of only two things, it should be these:

  • Contact Information: You'd think this would be a no-brainer, but I have seen resumes where developers didn't list a phone number, email address, or personal web site (more on that below). In my opinion, it's a waste of space to display your full home address, especially if you are looking to relocate. No one's going to snail-mail you an invitation to interview, so city and state will suffice. HR will collect the rest of your contact information later.
  • URLs: I wish I could tell you exactly how many of those ~500 resumes didn't include a single URL... but my gut says that at least half didn't feature even a personal web site URL. Seriously? If you're a web developer, you should have some URLs to share. If you're brand-new to the field, put some of your school projects online. If you've only ever done intranet-type work, get permission to copy parts of the code and make it available, or create other projects of your own to demonstrate your skills. If you're serious about getting a web development job, you need this.

On the flip side, don't waste space on these bits of information: references (or the phrase, "References available upon request"), GPA, salary requirements, or personal information (except if you have hobbies that would be of interest to another geek and would increase the likelihood of getting invited in for an interview).

Frequently Asked Questions

Does my resume have to fit on to one or two pages? No, I don't think that it does. However, I think it's nice if a resume is so well edited and structured that, when printed, it fits to exactly one or two pages (one page if you're young, recently out of school, or switching careers; otherwise two pages). However, if you truly have so much awesomeness to report, then, by all means, go on! If you're really that super-duper, I'm sure I'll want to know all about it.

Does one resume fit all jobs? NO! Don't be afraid to tweak your resume format or content to the job you're applying for. In fact, if you have diverse enough skills and interests (design vs. development) you should probably have completely separate resumes for these purposes.

I am graduating soon and don't have much web development experience. What can I do to beef-up my resume? Use the "Objective" area to make it clear that you're looking for an entry-level position. Highlight your strengths in the "Summary of Qualifications" area and place the "Education" section next, so it's clear you're just coming out of school. List your technical skills, as well as any soft skills that you can support with extra-curricular or volunteer work. If you have been active in a tech community or have attended technical or web conferences, list those.

I'm switching careers. I've taken some web design and development courses and done some small projects. How do I reflect all of this in my resume? First, don't hide the fact that you're switching careers! Your prior experience, even if in a completely different industry, has (hopefully) taught you how to deal with people and has helped you understand your strengths. Start your resume with an "Objective" statement that spells out your desire to move into web development. Then list your skills, training and experience with the web so far before providing your employment history and other educational details. Highlight any experience that translates across industries, but otherwise keep the non-web details short.


I hope the above helps you create an awesome resume. Remember, your resume (supported with at least one awesome URL) helps get you in the door for an interview, so take some time to craft one that truly reflects you!

If you have questions I haven't addressed above, I'm happy to accept them in the comments below.

Kimberly Blessing

Get and Stay Hired

1 min read

I was invited to speak at BlogHer this year, on a panel called Get and Stay Hired: Social Media and Technical Skills in Today’s Job Market. Kelly Feller covered the social media piece while I spoke about the tech side. We had a great conversation with the audience, and you can listen to it here!

Kimberly Blessing

Web Developer Job Search: Interviewing Tips

4 min read

Obi-Wan Kimberly Blessing That's me conducting a speed interview during my Speed Interviews session at WebVisions 2010

I've interviewed a fair number of web developer candidates recently, and many have followed up with me afterwards for feedback. The number one question I get? What else should I have known or said during the interview to land the job?

This is a pretty easy question for me to answer, so let me give all of you some insight into what I'm looking for, as a hiring manager and interviewer:

  • Have an opinion. This doesn't sound too tricky, right? But in order to have an opinion, you have to have some knowledge and/or experience. For example, if I ask someone what their favorite browser is and why, it's going to be easy for the person to come back with a response -- likely based on what they use everyday. So why is it so difficult to tell me what doctype you prefer to code against, or whether you like or dislike reset CSS? To me, not having an answer means that you either don't know what these things are or don't have experience with them. Oh wait, you do have experience, but you don't want to voice an opinion that would be contrary to my own? Your interview is not a time to be timid! State your case and let me at least know that you know what you're talking about. I certainly won't judge you negatively for that.
  • Know some HTML5 and CSS3. There are lots of HTML5 jobs opening up, and even those employers that don't presently advertise the need will want these skills in the future. What, you haven't learned any HTML5 or CSS3? You're a professional, right? The excuse that your current job doesn't support you trying these things doesn't fly. There are plenty of websites and new publications out now to help you get up to speed in your own time. Plenty of shops are currently looking at switching to HTML5 and adding CSS3 features, and they want people who are able to contribute to these efforts from day one. Believe me, you don't need a lot of time to pick up some knowledge -- in just a few hours you can learn quite a lot!
  • Admit that you don't know. Sometimes interviewers will throw you curveball questions designed just to get you to say one thing -- "I don't know." Yes, it can be mean, but it does have a purpose: are you someone who will bullshit your way through an interview, and then possibly a job? Or are you willing to admit that you don't know something -- and in that case, are you the kind of person who shuts down, the kind who asks for help understanding, the kind who says "I'll go learn about that and follow up"? It should come as no surprise that I like the latter kind of person. But there's an even more practical reason for this: you may misunderstand a question, or the interviewer may not ask the question in a clear manner, or you may not be able to give a direct answer to a question but you could speak about something related. Saying you don't know, but that you're going to try to answer the question in the way you understand it, shows patience and diligence -- and may just expose some additional skills or knowledge. Don't hesitate to say it.

Want some more interviewing tips? Back in May, I ran a session at WebVisions called Speed Interviews. In it, I gave some tips to help the audience have a great interview experience, and then I conducted a number of 2-3 minute interviews on stage. It was a fun but challenging experience for me! My slides are online and I welcome your questions about interviewing. Good luck!

Looking to learn more about HTML5?

Kimberly Blessing

Web Developer Job Interview Questions

1 min read

Every employer has a different recruiting and interviewing process, but at some point you're going to be asked technical questions. (Or, at least, one would hope that you'd be asked technical questions... if not, look out.)

If you've never interviewed for a web development job before, or if it's been a while, you might be wondering what to expect. Rather than list a whole slew of questions here, I'm going to give you access to a real screening questionnaire -- one that I've actually used as a hiring manager to help identify which applicants have a solid understanding of core web development knowledge. (Harder questions get asked over the phone, and the hardest ones in person.)

What are you waiting for? Check out the questions!

Interviewers and hiring managers, what other questions do you ask early-on in the recruiting process?

Kimberly Blessing

Preparing for Your Web Developer Job Search

6 min read

It's a new year, and perhaps you're a Web Developer looking for a new job. As a long-time Web Developer, here are three things I prepare when looking for work, whether it be freelance or full-time. And as a hiring manager, these are the same three things I'm looking for from the candidates who apply for work!

A Resume

I don't care whether I get one page or three pages from Web Developer candidates -- as a hiring manager, I do review the whole thing. Just don't fill it with fluff. I'm looking for dates of employment, size of company/product/team, type of work performed, and skills utilized. The general stuff which you do on a regular basis (emailing with Outlook, writing documentation in Word, slicing of assets in Photoshop or Fireworks, etc.) can just occupy a general skills section rather than be repeated for each job. Starting the resume with a technical skills overview gives me a quick snapshot of what you say you're capable of, and is a likely place for a hiring manager or recruiter to start with questions -- so don't list technical skills which you can't back up with experience! (Saying you have experience with HTML 5 when you haven't done much more than read a few blog posts is a sure-fire way of getting your resume nuked in a company's recruiting database, thus removing you from future consideration.)

While a beautifully formatted resume is always nice, don't agonize over it: using a Word resume template is just fine. Keep in mind that your resume doesn't always get through to the hiring manager in the format you sent -- so prepare a plain text version for textarea uploads. I know that typos sometimes make it in to a resume, and the occasional one will be forgiven or overlooked -- but do make sure to spell and grammar check everything! After all, if you don't QA your resume, how will a hiring manager know if you QA your code? (Need help? Read this and this.)

A Portfolio

To me, your resume is a formality of the hiring process, just metadata. Your portfolio is the real content which will be reviewed with a far more critical eye. The fact that portfolios aren't requested 100% of the time when seeking Web Developer positions only speaks to a hiring process which still treats the Web Developer role like a traditional programming job. Web Developers know otherwise, and if you truly want to be seen as a professional Web Developer, you'll have a portfolio at the ready. Do not slap something together on an as-needed basis -- proactively prepare a portfolio and send it even without request!

A portfolio should highlight your best work -- not all of your work. Don't include every project you've ever worked on. Choose three to five of your code samples which exemplify things like your coding style, ability to reconcile project requirements versus technical constraints, attempt to put HTML 5 into practice, etc. No one project will demonstrate all of those things, obviously, so make it clear why each project is included -- give a short narrative for each project to point someone to what you want them to focus on. Remember, you won't be the room when the portfolio is reviewed (unless it's brought up during an interview, which the portfolio will help you to score), so hand-hold the reader a bit.

I'm going to write a more in-depth post about what should go in a portfolio and how hiring teams review portfolios, so stay tuned.

A Web Site

May I vent for a moment? I can't believe how many Web Developers apply for jobs and don't have a Web site of their own. Where, pray tell, do all of these folks do their testing and noodling with servers and code? Why would you not want some online repository of your code? OK, venting done.

Yes, I do realize why some Web Developers don't have Web sites, but when you're searching for a new job, you need to have one. No, you don't need to have a blog with a lot of profound blabbering about technology, but yes, you should have an online copy of your resume and portfolio. When a recruiter or hiring manager Googles you (oh yes, we do!), you should want something more than your Facebook page to come up in the results.

I really think the most important reason for having the Web site is to host your portfolio. With an online portfolio, you can still highlight a few key projects while hosting copies of all of your code. This way, at a moment's notice, you can direct someone to (or, in an interview, walk someone through) a code solution that exemplifies a point you're discussing. Plus, you can preserve your code as it was when you finished it (delivered it, launched it) -- no longer will you have to make statements like, "I made the templates for the CMS but someone else maintains them now, plus the content folks don't know XHTML, so I don't know if the pages still validate." Worried about keeping copies of your code online? Just password-protect your site. If you give each recruiter a unique username/password to access your site, you'll be able to check your server logs to determine who's actually checked it out.


How will having all three of these things prepared and submitted help you in your job search? First and most importantly, it will get you in the door faster -- literally. If you have decent experience and great code samples which are hosted online, I'm more likely to tell a recruiter to just bring you in for an interview, rather than go through the preliminary phone screen. Why would you want to wait and let someone else get interviewed (and possibly get an offer) first?

If you're looking for your first Web Development job out of school, as a new career, or if you're switching from freelance to full-time employment, the portfolio can be especially helpful in leveling the playing field. If you're able to demonstrate strong skills but have little or no job experience, you're more likely to get an interview than someone with years of experience but no portfolio.

Of course, while you're in the midst of a job search, all of these tools are equally useful for getting short-term contract work, too!

What else do you think is crucial to a Web Development job search? Leave your thoughts in comments. If you have questions, I'm happy to answer those in the comments as well. Best of luck with your job search!