What does a hiring manager look for in a resume?

1. What does a hiring manager look for in a resume?

2. Agenda • Biography/Introductions • Mike Fridolfs • Ken Maney • Factors in Career Planning and Management • College Graduate Career Path Example • How a “Req” is Created • Common Themes • Summary

3. BiographyMike Fridolfs • Graduated from University of San Diego 1995, Bachelors Degree • SAIC as Network Infrastructure Engineer – 2000-2003 • Multiple IT type certifications (Cisco, MCSE, Network +) 1999-2002 • Hired by Northrop Grumman 2003 in IT Sector – UAVs industry just taking off • Did some work for Global Hawk Ground Segment Lead and hired as Engineer in July 2004 • Key is to always be NETWORKING and ALWAYS have your best foot forward. • Given the question at a review “What do you want to be when you grow up?” • Led to 1st Management Position of Ground Segment Homeroom Manager – 2006 • Ground Segment IPT Lead 2010 - Present • Graduate of Northrop Grumman Program Management Course – 2011 • Completed CalTech System Engineering Program – 2005 • Completed UCLA Digital Military Avionics Program – 2010 • Current attending University of Michigan – Masters of Science in Program and Project Management • Top Secret Clearance

4. BiographyKen Maney • 1988 - Graduated from University of Florida • 1989 -Commissioned Officer, USMC • 1991 – designated naval aviator, AH-1W attack helicopter pilot • 2008 – transitioned from the USMC • 2008 – hired at Northrop Grumman • 2008 - Present • CAM (budget, cost schedule briefer) • Interface between the technical and business sides of the company • Homeroom Manager • Manage and lead up to 24 employees • Hiring Position • IPT of a new position • Currently attending Embry Riddle Aeronautical Univ– Masters of Masters of Business Administration (Summer 2013 est graduation) • Top Secret Clearance

5. Factors in career planning and career management • Think *employability* vice *job security* • Best career enhancer is performance and reputation • Management’s job is to provide options/opportunities and remove obstacles • Want engineers who are deep in a particular domain and broad in several domains • Want 20 years experience, not 1 year experience 20 times… • Ask what skills add benefits, are distinguishable from the run of the mill, and are not easily replicated • Several possible career paths • Not all within avionics – What are you interested in? • Encourage movement within the company • Grow multi-talented engineers • Grow specialists • Grow managers / leaders • No “single trick ponies”

6. How a “Req” is Created – what we are looking for.. • Homerooms support IPT’s • IPT’s are teams that execute and deliver • IPT’s need people (employees) • Homerooms create the requisitions that you see on the job board • Homerooms and the Technical Leads conduct interviews • Looking for: • Positive attitude • Education • Team and organization activities • Resume • Professional Dress • Persistence • Self starting

7. Option 1 – College Graduate Discriminators Technical & Leadership training Get Advanced Degrees Take on the hard jobs Take on additional duties

8. Common Themes • Technical Depth – have made something work! • Personal contribution • Supervisory Experience • Two or more programs • Two or more different jobs • Leadership experience • Two or more discipline experience • Multiple career paths – no one-size-fits-all • Of course, expect exemplary performance throughout !!! • Think employability vice job security • 20 years of experience vice 1 year of experience 20 times!

9. Summary – It’s never too late ! • What do you want to be when you grow up? • Look over your resume. Would you hire you? • Critically assess your strengths and weaknesses? What are your discriminators? • What are you doing in this job to add as an accomplishment on your resume? • What do you want to do next? • Go get it !