A technical writing hiring manager explains the hiring, screening, selection, and interview process and offers tips for applicants to help get their resumes to the top of the pile.

1. From Job Description to Job Offer
A Hiring Manager's Journey

2. Resume writer
Information architect, Epic Games
Instructor, Duke Technical Writing Program
Leader, STC Carolina
ABOUT CHRISTINA

3. My recent hiring experience
Writing a good job description
Screening applicants
Creating and evaluating writing tests
Tracking applicants outside the ATS
Communicating with applicants
Your resume as a work sample
Tips for standing out (and what to avoid)
Selling yourself – beyond the resume
Leveraging your network & LinkedIn while job searching
TOPICS

4. POLL

5. 250
AVERAGE # OF RESUMES
RECEIVED PER JOB OPENING
7.4 SECONDS
AVERAGE TIME A RECRUITER
LOOKS A RESUME
https://www.ere.net/why-you-cant-get-a-job-recruiting-explained-by-the-numbers/
50%
OF APPLICANTS ARE UNQUALIFIED

6. 1000
people will see a job post
25
resumes will be seen by the hiring manager;
75 will be screened out
100
will complete the application process
2-6
invited to interview
THECOMPETITION
1
will be offered the job

7. Last fall I searched for a junior- to mid-level technical
writer to write IT Support documentation.
The content of this presentation is largely drawn from
this effort but also includes experiences from hiring
previous jobs and running a resume writing
consultancy.
MY RECENT SEARCH

8. 79TOTAL APPLICANTS
APPLICANT SUMMARY
7
INCLUDED A COVER LETTER
9
RESUMES HAD GENERIC FILE NAME

9. JOB DESCRIPTION
Write, approve, post.
ROLLING REVIEWS
Review applications as they
come in.
PHONE SCREEN
Video/phone call ~30 min
MY SEQUENCE
WRITING TEST
Rewrite & update existing
documentation
PANEL INTERVIEW
2 interviews with 2-3 people
different people
JOB OFFER
Salary negotiation & etc.
with HR

10. FINDING THE BEST CANDIDATE

11. A perfect
candidate
doesn't exist.
List the skills /
experience by
importance.
Make job
seekers excited
to apply!
Provide the
salary (range)
ASAP.
WRITING A GOOD
JOB DESCRIPTION
Think about what you
really need (and not
just what you want).
Provide more than
duties in the
description. Add a day
in the life, first 90 days,
etc.
This helps applicants
respond to the ad with
the skills that match
what you need the
most.
Your company has one;
please share it, and
avoid even more
games.
HR won't let you?
Advocate for a policy
change.
Want an example? https://bit.ly/2Hw9SOm

12. SCREENING APPLICANTS
Once you have narrowed down what you really need,
screening candidates is a lot easier.
Follow all instructions?
Submit all required documents? (Cover letter,
resume, writing sample and/or link to portfolio)
Clearly tailor their materials to my position?
List the technology/hard skills from the job ad?
Demonstrate successful collaborative projects?
Express genuine interest in the position/company?
Volunteer/stay active within the TC community?
Did the candidate...?
MY SCREENING CHECKLISTWHAT I NEEDED
Is curious and excited about
technology.
Writes well and learns quickly.
Follows instructions.
Garners respect from their SMEs
and/or users.
Shows interest in growing in the
industry and with the company.
A technical writer who...
ATS: Workday
NO PRE-FILTERS

13. WRITING TESTS
EVALUATE
Create a basic rubric.
Have multiple evaluators.
Be more lenient with the less
experienced.
Don't discount style
preferences that aren't
clearly spelled out in your
style guide.
PURPOSE
Writing tests are a good way
to determine if an applicant
can analyze an audience,
research a topic, write clearly,
and format/present a piece
according to your standards.
CREATE
Use real, existing content.
Repect the candidate's time:
<1 hour to complete.
Allow several days for a
response.
Give guidelines for timing and
delivery (PDF, Word, etc.).
Provide your style guide.

14. Tracking applicants outside the ATS

15. Resume: file name & type, # of pages, attachment
Cover letter provided (yes/no)
Location (If local, specific area; if not, near Epic Studio?)
Highest Education
Major
Year Graduated
Last Job Title
Technical Writing Experience (yes/no)
IT Support Experience (yes/no)
Game Development Experience or Interest
Review status (Screen, Rejected, Interview, Hire)
Reason for rejection
THINGS I TRACKED
Do I need to provide a reason for rejecting an applicant?

16. Epic Career Site
35.4%
Indeed
30.4%
Epic LinkedIn Page
20.3%
Google Search
7.6%
Glassdoor
6.3%
Does not meet qualificaitons
65.8%
Qualified but position is not a fit
17.1%
Other candidates better qualified
9.2%
Duplicant applicant
7.9%
APPLIED VIA REJECTION REASON
APPLICANT DATA

17. BE RESPECTFUL
Managers: Respect candidates' time
and value.
Applicants: Respect the HM's time and
their process.
FOLLOW THE RULES
Mangers: Follow any policies from HR.
Communicate via approved channels.
Applicants: Don't call or email if
specifically asked not to.
ACCEPT FEEDBACK
Seek feedback and improve.
Your resume isn't perfect.
Your hiring practices aren't perfect.
Know better, do better.
BE HONEST
Managers: Be truthful. Don't hedge
against difficult questions.
Applicants: Don't lie on your resume.
Don't ask for informational interviews
when what you really want is a job.
COMMUNICATION

18. YOUR RESUME AS A
WORK SAMPLE

19. ALWAYS THE FIRST STEP
Hiring managers
Recruiters
Machines
Interviewers
Future coworkers
Your network
Your current company
Yourself
Who is a resume for?
AUDIENCE ANALYSIS

20. Recruiter
Hiring Manager
Machine
Busy
Look for
key words
Has higher than
usual expectations
Make quick
decisions
Has many
resumes to
read
Care about
formatting
Uses
binary
logic

21. DON'T MAKE ME THINK
Don't make hiring managers search for
the skills and experience they're
specifically looking for.
(Use the job ad as a guide.)
SHOWCASE YOUR SKILLS
Audience analysis
Clear, concise, consistent
Good document design
Usable/findable information
Use this opportunity to showcase your
writing and technology skills:
DESIGN FOR MACHINES,
WRITE FOR HUMANS
Resumes are for hiring managers, but
ensure the design is machine-friendly.
Write your cover letter from one human to
another.
TAILOR, TAILOR, TAILOR
Tailor your resume and cover letter for
each (or extremely similar) jobs.
Not doing this is the quickest way to land
in the rejection pile.

22. Use heading & text styles.
Save as: FirstLast_Resume_Position
Provide contact info copiously.
Link to LinkedIn/portfolio.
Tell the story you intended to tell.
Ensure your files are ATS-friendly.
Shotgun your resume.
Use a basic template.
List every job you ever had.
Have any errors.
Use more than 2 fonts.
Show "gumption."
STAND OUT FROM THE CROWD - THE RIGHT WAY
DODON'T

23. WRITE A GOOD COVER LETTER
Use your cover letter to showcase your writing and other skills.
Convey excitement for the job and the company.
HAVE A PORTFOLIO / WEBSITE
Create a personal website with work samples. Link to
it from your resume and LinkedIn profile.
BE RECOMMENDED
Be someone who is recommended by your network by
having a skill you are known for. A warm lead gets you
MUCH farther than the job application black hole.
Selling Yourself Beyond the Resume
www.askamanager.org/2019/04/heres-a-real-life-example-of-an-excellent-cover-letter.html

24. LINKEDIN IS NOT A RESUME
Your profile should not be a copy-paste of your resume. Your profile is the
landing page of your professional life. Recruiters will use it narrow their search,
and hiring managers will search to find out more about you.
FOCUS ON SEO
Your profile should be keyword-rich using terms
found in target jobs.
STAY ENGAGED
Like, comment, share, post. Join groups. Don't engage
only when job searching. Shoot for 1-2 times/week.
Using LinkedIn During a Job Search
WORK YOUR NETWORK
Ask for recommendations, leads, introductions,
and advice. If you help others, others will help you.HTTPS://ALSTNTEC.COM/10-TIPS-BUILDING-
PROFESSIONAL-LINKEDIN-PROFILE/

25. christina@myresumerenovation.com
@christinaemayr
linkedin.com/in/christinamayr/