Dont be daunted by the often illogical 'experience' requirements. Most of the time, these are taken from boilerplate templates and guidelines that HR departments get or cook up themselves. A job posteing seldom has what the original author intended after it gets through HR people! Having been on the other side of this fence before, trying to hire people (and wasting my time interviewing way too many people who were completely unsuitable before I found some folks who were), I have to say that the job description folks post is every bit as sensitive in triggering interest on the part of applicants as their resumes are in triggering interest in employers. On the same subject, most management have, probably from their super-leet business schools, some strange guidelines in their heads of 'rules of thumb' that a guy of some degree of seniority should have foo years aof experience with such and such buzzwords. Your mention of one that asked for 10 yrs experience with m$'s.net stuff is a prime example. My advice: spend a few minutes to figure out what the employer _really_ wants, and send him a resume anyway. Make sure you point out to him what you can do and make mention of projects youve worked on (if any) that give a hint that you are good at working on projects. Dont just shy away because you dont have a certain number of years experience. Often the actual interviewing or even screening of resumes is done by people who _do_ know what they're talking about, in any well run organization at least. Good managers know to use their specialists to do their job.
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Dont be daunted by the often illogical 'experience' requirements. Most of the time, these are taken from boilerplate templates and guidelines that HR departments get or cook up themselves. A job posteing seldom has what the original author intended after it gets through HR people! Having been on the other side of this fence before, trying to hire people (and wasting my time interviewing way too many people who were completely unsuitable before I found some folks who were), I have to say that the job description folks post is every bit as sensitive in triggering interest on the part of applicants as their resumes are in triggering interest in employers. On the same subject, most management have, probably from their super-leet business schools, some strange guidelines in their heads of 'rules of thumb' that a guy of some degree of seniority should have foo years aof experience with such and such buzzwords. Your mention of one that asked for 10 yrs experience with m$'s .net stuff is a prime example. My advice: spend a few minutes to figure out what the employer _really_ wants, and send
him a resume anyway. Make sure you point out to him what you can do and make mention of projects youve worked on (if any) that give a hint that you are good at working on projects. Dont just shy away because you dont have a certain number of years experience. Often the actual interviewing or
even screening of resumes is done by people who _do_ know what they're talking about, in any well run organization at least. Good managers know to use their specialists to do their job.