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Disclaimer

Examine the expectations and inferences underlying selected job positions. Consider timely topics in career preparation and the struggle for fulfilling employment. Analyze what could be improved in either situation. If this blog reminds you too much of work, then peruse my namesake blog for lighter fare.

Fuck UWM and all universities! UW-Milwaukee and their brethren are mediocre. Click banner ads on ClixSense instead; it's a better use of time than a college education in the UW System.

Monday, February 11, 2013

CMS Dethroned: The Repealed Obsolescence of the Front-End Web Developer

If you’ve scoured web developer vacancies lately, then you might have noticed most opportunities are in web application and database development (as opposed to website development). The coding expertise needed for those endeavors pertain to manipulation of server-side lists independent of style or user-end presentation. PHP is now being paired with a polyglot of other codes such as Ruby on Rails, Java, and the ASP.Net languages (VB.Net, C++, and C#) -- all server-side and therefore requiring a compiler-compatible server on which to test. The latest version of client-side markup, HMTL5, is occasionally seen listed after the more prominent server-side languages in the required job skills.

This marks a drastic departure from HTML-JavaScript-CSS-PHP-Perl quintivium of quality from the 1990s. What could have been the primary force in that migration of business web technology preferences when each of those technologies enjoys continued developer support?

In his 2010 book Joomla! Bible, Ric Shreves explains how content management systems (CMS) have eroded demand for front-end developers (Section 1.1.1 of the eBook edition):

Managing a static website also locks you into hiring people with coding skills to perform content management tasks...In contrast, if you use a content management system...[then] anyone with basic skills can make changes to the web page.

It hence appears on the surface that a CMS would increase staff flexibility by allowing virtually anyone with permissions to alter the organizational website without having to deal with the IT department after having attained login credentials. If everyone making online content or files reproducible in an online environment may upload his or her addition, edits, and deletions, then it would logically follow this empowerment of the workforce would save time.

I have to question the validity of any claims to increasing efficiency, however; too many contributors can make a website into a disorganized mess or at least dilute the style. Some CMS packages such as Joomla! do not allow differentiation of permissions by username yet permit simultaneous login of multiple users, thereby inviting transaction gridlock and remote read/write conflict.

Also, books on learning a particular content management system often number in the hundreds of pages, thereby implying a learning curve and the added cost of training. If you're in management, then which would you prefer to do?

1) Pay your $20-an-hour communications specialist to read a book on Joomla! or some other CMS and have him or her update the requested pages within the off-the-shelf limitations of that CMS; or

2) Pay your $20-an-hour web developer to update the requested pages using the code-rich knowledge he's developed for years to make pixel-perfect customization of each page such as by ground-up PHP template.

Not only will Option 2 provide greater possibilities and fidelity to your vision, but the web developer will be quicker than the non-coder learning the CMS and just as quick as the non-coder who knows the CMS inside and out. Not to mention, the glut of under-employed web developers means you'll likely be able to score a seasoned developer for a mere $18 an hour for additional savings.

A web developer can do many things which a typical CMS cannot. To wit:

Web Developer Joomla!
Add a JavaScript event listener on the fly Wade through over 4,500 extensions to maybe find a way
Communicates 108.2 standards No
Domain name server forwarding No
Fully customize URLs and file names No
Leaner development via concise code Bloated framework via redundant “spaghetti” code
Mentor to others No
Metacognition of troubleshooting No
Possible political ally / mouthpiece No
Translate business requirements into code Pester the online support community about how to
True model-view-controller (MVC) separation Entire MVC is encapsulated by CMS framework

If you readers think of any additional advantages which a manually-coding website developer provides over a non-coder wielding a CMS, then let the world know in the comment section!

Monday, February 4, 2013

Deconstructing the Job Fair

Job fairs are a pageant for the demimondaines, a parade for the isolated. We see the Associated Press photos of the huddled masses outflanking informational booths and the available hiring opportunities those folding tables represent, nonetheless showing up for face time with recruiters and first-line interview specialists as a palliative plug in the drain pipe of their self-esteem for as long as disbelief can be suspended and the odds ignored.

Employment fair participants have a bond of shared hardship, yet they realize some must lose for their fellow pavement pounders to win. Queue coordinators and booth staffers promote civility and calm among displaced employees with disrupted lives. Those burdened with representing their organization to the unemployed legion must be cordial while maintaining psychological distance, lest they get caught up in the maddening plight of a zero-sum game for which they influence who escapes their predicament and who remains damned: no matter who they help, someone will be worse off (in lost time and renewed disappointment) due to mutually exclusive payoffs for the job seekers.

Hence, many employers prefer job placement by referral because it greatly softens this psychological dilemma due to making it clear who the "good guys" and "bad guys" are among equally qualified applicants. But if you decide to partake in a job fair, then commit to enjoying the experience or at least to making cathartic comments to recruiters and fellow contestants. You might disarm the recruiter with your unpretentious honesty or befriend a soon-to-be-hired applicant who could be in a position to recommend you -- be sure to exchange contact information.

No matter how many contacts you make, always strive for more. The unpredictability of personalities means that finding compatibility is a numbers game requiring enormous resilience to wade through the illusory opportunities and arrive at the real portals. Such a far-reaching vetting process requires resilience to the extreme in essence and attribute.

Making your networking rounds and personal pitches week after week, month after month requires commitment to getting your name in the minds of corporate HR personnel. To do so involves legendary dedication such that you become known as someone who persistently pursues your goals with 100% of your being and NEVER-NEVER-NEVER gives up!

Cheers to those laboring through the job fair circuit, and be sure to comment here for a dialogue!

Sunday, February 3, 2013

Embedded Form Debugger



Monday, January 28, 2013

Want to Be a Film Director? It's a LOT of Work Breaking Into the Field!

Update: The "Dara Says" Team has regrouped to try again! Their new goal of £3,000 ($4,748) is only 2.31% of the original target and hence is far more feasible. A few new perks exist, such as a replica of the character Jack's backpack stuffed with assorted film items the Director's Cut -- with background scenes which didn't quite fit into the narrative -- in exchange for £30 ($47.58). You may donate here until April 21.


I made the above GIFs by changing the color of the original logo in PhotoShop and then ordering the different-colored layers in ImageReady.

Original Article: For every big-budget Hollywood director, there are hundreds of film school graduates working outside the film industry due to the difficulty of breaking into the field (much like the heavily gated jobs in public policy and government administration, but that’s for a different post). The film maker’s dilemma goes beyond the typical quandary of supposedly “entry-level” jobs requiring several years of relevant experience (such as the notorious problem of not being taken seriously for a “corporate” job despite having years of freelance work experience). How extraordinarily difficult is the role of budding auteur?

It’s as challenging as raising over two hundred thousand dollars for a professional production. Despite being pocket change for a Hollywood studio, a modestly budgeted film (in the low six figures) costs the equivalent of a half decade’s wages of the everyday worker. Although commercial studios have the resources to fund dozens of such micro-budget films in a given year, few are approved as pilot projects due to the politics of parent companies, screenwriters’ guilds (unions), actors’ guilds (also unions), stagehands’ guilds (more unions), and established directors. If a screen writer wants his or her story to meet celluloid in this lifetime, then traditionally the only option has been to find some wealthy patrons who fancy being listed as the film’s executive or associate producers.

The advent of “crowdfunding,” or soliciting money from the general public via the Internet, has many believing the middle class may collectively fund those projects overlooked or spurned by wealthier individuals. This sounds good in theory but often fails in execution: whereas a well-monied patron may be convinced by an appeal to his or her particular fancies, a thousand or so less-monied donors need to be appealed to before the identical funding goal may be achieved. That means a lot more work in both market research and advertising!

In that sense, finding one or several wealthy patrons continues to be the only feasible means of bringing a film from concept to execution. The fidelity of that performance will depend on how much technology is needed to bridge the filmed reality with the produced fantasy of the narrative; how much may be budgeted for travel and permits; and the extent of editing necessary to match the presentation with the film maker’s imagination. And that’s for an independently produced film -- a production in any of the major studios will feature much higher labor costs due to the aforementioned unions of the various non-directorial staff.

But rest assured, none of the funds donated to Vasco de Sousa’s nascent film Dara Says will go towards the overvaluation of labor produced by unions. It goes to 13 non-union production staff, costumes for the actors, and high-caliber equipment to ensure the audiovisual elements of the film are as professional as you’d find in a major studio. You may read the budget summary for greater detail.

Who is Vasco? He’s a kindred intellectual with whom I corresponded on the soon-to-close LinkedIn Answers forum about various critical thinking questions such as what I fancy my job would have been if I had lived in a different historical period or geography.

What is the premise of Dara Says? It is a wry humor film about the realistic highs and lows caused by the bittersweet relationship of two working-class flat dwellers. Although filmed in Wales, its narrative could transpire in almost any region of a given Western country. The trailer and storyboards reveal a snippet of the plot: the girlfriend finds the boyfriend’s email account password in his diary and then checks his account, only for him to arrive home from work and infer immediately that she has been snooping (due to extra fingerprints on his diary cover and the URLs of his emails in the browser history).

Donations are accepted through February 20, 2013. Because the sidebar on the landing page enumerates the “thank you” rewards for donating at certain amounts of British pound sterling, I’ve conveniently converted those numbers into U.S. dollars:

Minimum donation:  £5 = $7.93
                  £10 = $15.87
                  £25 = $39.68
                  £50 = $79.36
                 £100 = $158.73
                 £200 = $317.46
                 £500 = $793.65
              £999.99 = $1,587.28
               £5,000 = $7,936.51
              £32,415 = $51,452.38
Total cost of project: £129,600 = $205,809.52

Although the project has achieved only £420 ($666.66) or .003% so far, all donations are refunded if the total of £129,600 ($205,809.52) is not achieved by February 20. The above conversions are based on the exchange rate of $1 per £0.63, or $1.59 per £1, ascertained as of this writing at the CNN Money® Currency Data page.

I’m interested in where the narrative goes because it reminds me of a very similar situation which I observed between acquaintances almost a decade ago. For the sake of privacy, I have changed their names in this anecdote.

“Miles” and “Bethany” were in the same school year that I was. They were friends in high school but became really involved with each other in college -- but not involved enough for Bethany’s liking. She grew suspicious of Miles’ fidelity because he chose to enroll at the community college in town and work the video store job at which he held seniority while Bethany left her hobby supply store job to enroll in a university in an unfamiliar city over 50 miles away.

Miles demonstrated his devotion by driving 100-mile round trips at least twice monthly satisfy their longings. It was always Miles who pulled the long hauls and spent hundreds of dollars on gas over the course of a year, but insecure Bethany needed more assurance and demanded Miles transfer to her university to be near every day. Miles acceded and joined Bethany on the campus before summer’s end.

However, this would only deepen Bethany’s hysteria as she had even more opportunities to monitor Miles. No longer could he mingle with his friends without her in the same room! Bethany’s need for control was so intense that she chastised Miles for – Gasp! -- having other friends who just happened to be women! Such restriction was eerily reminiscent of the puritanical prohibition of speaking with members of the opposite sex. While it’s not always a good idea to do so, one should not be subject to such a broadly impactful ban on freedom of speech and assembly.

That jealousy-fueled domineering wasn’t quite enough to deter Miles – it would take an act of genuine treachery to dissuade him from the harpy he adored. By winter of that year, Bethany proceeded to send me a message from Miles’ email boasting of how she learned his password by looking at his keyboard enough times when he had naively failed to distract onlookers during login. I responded back to ask why she bothered to check his account. Bethany admitted that she distrusted Miles because he was “talking with another woman after class” but that she could not find emails to or from her in Miles’ account.

Being familiar with how much of himself was poured into serving the never-satisfied Bethany, I forwarded her emails to Miles’ other email account to show him the incriminating evidence. Miles acknowledged receipt and thanked me, saying he needed to “work things out” with Bethany.

They split less than amicably by month’s end. The departure had to happen sooner or later because their relationship had the archetypal pattern of a secretive partner habitually manipulating an open and honest partner; if Miles had enjoyed such manipulation, then he would have remained with Bethany after the revelation of his violated privacy.

Befitting of an abuser of trust, Bethany’s grades declined too low to continue at the 50-miles-away university, and she transferred to Palooka University. She never landed a job in her desired field of international business, either, whereas Miles went on to become a beat writer for a county newspaper following his graduation from the journalism program. Sometimes karma is evident -- other times it is not -- but in this case it was!

Thursday, January 24, 2013

Waithood: Not only for the Middle East and North Africa

Lexicographers at The Middle East Youth Initiative have coined the term “waithood,” or waiting for adulthood, to refer to the period of unemployment and living with one’s parents encountered by many young adults, especially male university graduates. This situation starkly reminds me of my own lot: multi-skilled in writing, statistical calculations, graphical editing software, and several web markup languages, yet severely underemployed.

Context is the primary difference between their situation and mine: whereas most of their peers are underemployed, many of mine have somehow secured employment in their field, although there are a few in my network who have resigned to working two part-time dead-end jobs which might reward them with an assistant manager position if they don’t burn out after five years. Because I cannot vouch for my peers (especially when they are shy about disclosing their secrets to success and out-presenting their peers at job interviews), I’ll speak for myself.

At first unemployed for a year after graduation, I then ran half the operations of a pizza place on tipping wage and now work occasionally as a technical assistant when I find statistics-related opportunities. Such white-collar deals are always short-term gigs, of course -- and as people who’ve applied to full-time staff web developer positions will tell you, freelancing and brief stints of internship-style work do not constitute “corporate” experience no matter how long you’ve been doing it.

There seems to be no end to this experience abyss due to employers requiring experience in a comparable firm (“corporate experience”) before they’ll hire; and yet, those other firms require the same before they’ll hire. It’s freelancing for life! Maybe add a few more internships if you drop another load of money to enroll in yet another ultimately futile degree program. (Do you think the employers’ attitudes towards the job applicant will change just because of another degree? No way!)

This begs the question as to how anyone gets a corporate web developer position in the first place: freelancing and internships don’t count towards experience, but somewhere in the incumbent’s past, he or she accrued years of “corporate” web development experience before being hired to such a position. If anyone has insight on this, then please comment below.

Dec. 7, 2013 Update: I've since procured formal recognition for my prior three years as Market Research Analyst. I'm still one to hawk my own properties, however -- the opportunity cost is minimal.

Sunday, January 20, 2013

Suggestion for Tweaking the LinkedIn Skills Endorsement Algorithm

Many of you maintain a LinkedIn profile. Towards the end of my Taleo Universal review, I mentioned how very well LinkedIn exports your profile data to those ATS which permit LinkedIn to do so. Also, LinkedIn Jobs enables the user to apply to third-party vacancies in a matter of clicks by allowing upload of another resume to compliment the resume-style information on your profile. (It should be noted that many organizations posting to LinkedIn Jobs are now requiring applicants to apply on their own company website anyway, or else the applicant will not be a candidate -- check the vacancy details to make sure!)

However, some LinkedIn functions perform sub-optimally: the “Skills & Expertise” feature began as a cluster of word bubbles comprised of up to 50 skills to improve the number of keywords for which a user search would return his or her profile. LinkedIn then allowed “endorsements” or binary affirmations by first-degree connections for each skill and tweaked the search algorithm to factor these “yes/no” bonus points in its ordering of users in search results. That is an adaptation of the search engine convention of raising the order of pages having more inbound links than others, although it is unclear whether LinkedIn weighs endorsements from particular users more heavily than those from others. Such complexity in ranking would be similar to the Google innovation of ranking and averaging inbound links into a factor to be multiplied against the rest of the Google Page Rank algorithm.

The issue arises when LinkedIn encourages users to abandon current skills, many of which are already endorsed many times, with new skills having only one endorsement (the event which triggered the suggestion). For example, LinkedIn keeps on telling visitors to my profile to endorse me for "Budgets," but that is already on my profile under "Budgeting," which upon mouse-over parses to "Budgets" within the standardized LinkedIn vocabulary. (I chose "Budgeting" as one of my 50 skills before LinkedIn standardized its skill vocabulary.)

However, LinkedIn does not scan which definitions a person's skills parse to, only the unparsed text as displayed on the profile. So while someone searching for profiles having the skill "Budgets" will find my profile in the search results the same as he or she would while searching for "Budgeting" (due to LinkedIn translating them into the same term "Budgets"), the LinkedIn endorsement suggestion algorithm is poorly designed and consequently does not detect synonyms for those standardized skills in its database.

So why don't I retitle the skill "Budgeting" as "Budgets?" Because LinkedIn allows for deletion and addition, but not for editing. Therefore, I would need to delete the skill "Budgeting," losing three endorsements in the process, and then add "Budgets" to accept an endorsement for a “new” skill (to which the displaced skill already parses anyway).

Conversely, I’ve asked connections to endorse me for currently listed skills, such "Budgeting," and to ignore whatever “new” skills LinkedIn suggests, such as “Budgets.” I have all the 50 skills which I want to display and cannot sacrifice prior skill endorsements to include a replacement.

Be as vigilant when reviewing the blue box of newly endorsed skills which LinkedIn says you haven’t yet listed; chances are you already have a much-endorsed synonym for the skill in your skills list and that it parses into that “new” synonym-skill appearing in the blue box above your profile headline. Don’t accept the new endorsement unless you have a bunch of space remaining on your skills list for redundant skills.

It would be like listing the same job on your LinkedIn profile twice but with slightly different titles; your recommendations for the same employment position would be divided among your electronic representations of that same period of experience unless you tediously asked each recommender to make certain to click on the other position as well.

Thursday, January 10, 2013

Cover Letter for University of Louisville Web Developer

I found the position below on January 8, 2013. I’ve copied the vacancy description verbatim, and all errors therein are those of the organization posting the vacancy at URL:
https://saprod.louisville.edu/psc/saprod/EMPLOYEE/HRMS/c/HRS_HRAM.HRS_CE.GBL?Page=HRS_CE_JOB_DTL&Action=A&JobOpeningId=28777&SiteID=100&PostingSeq=1


Posted: 11/15/2012 Job ID: 28777
Title: Web Developer /Technology Specialist Intermediate

Bachelor's degree in Computer Science, Visual Arts/New Media, IT/Graphics Design, Instructional/Educational Technology, or related field and two years professional experience, preferably in higher education, association or customer-focused environment. Must have demonstrable experience creating and maintaining multiple web pages and sites, combining a graphics perspective with navigation and programming skills.

Knowledge of web creation software, CSS, HTML, Java Script, PHP, MySQL, and supplemental multimedia software is required. Working knowledge of open source CMS software such as Plone as well as custom developed web applications is highly desirable. Must have working knowledge of online marketing tactics and applications including email engines, Google analytics, blogs and creating landing pages.

The University of Louisville's Delphi Center for Teaching and Learning seeks a visionary web developer who is energetic, team-oriented professional capable of handling multiple projects in a high energy department. The web developer position is responsible for the design, maintenance and continual improvement of the Delphi Center's website and its effectiveness in attracting and motivating internal and external visitors.

The position interfaces with all departments and aspects of the Delphi Center in maintaining the web presence of the unit. The web developer works within the Delphi Center's Marketing Department to ensure successful promotion of both internal education programs and external revenue generating programs through strategic use of the website.

The position also ensures compliance with accessibility, branding and copyright guidelines of the university. The position requires a self-starter who can work independently, establish the highest standards of performance, set and meet deadlines and collaborate with a diverse staff. Please attach cover letter, resume and at least 3 professional references with application. Salary is commensurate with experience.


I applied through the ATS provided in the link but found that poor man’s Kenexa does not permit the upload of cover letters or references -- quite problematic when the vacancy requires those! Therefore, I sent the following email to HR with my attachments and concerns:

Hello, UL!

Although I applied for the position Web Developer / Technology Specialist Intermediate (Job Id: 28777) via the Applicant Tracking System, the same would not permit upload of a cover letter or references.

Therefore, I have attached the aforementioned cover letter and references with my resume for the position. I hope to get the ball running on fixing the ATS so others won't distract you from what is assuredly a busy day.

Cheers,

Joseph Ohler, Jr.

Attachments: Joseph_Ohler_Jr_Web_Developer_Resume.doc, Joseph_Ohler_Jr_UL_Web_Developer_Cover_Letter.doc, Joseph_Ohler_Jr_Professional_References.doc

I will post an update when HR responds. Neither a person nor an ATS ever gave me notice of any decision beyond confirmation my application was received. So while they never said "yes," they also never said "no" -- much like United Council when I applied for Executive Director last summer, coming strongly off my independent budget review.

Although sending a direct email greatly increases the chances the cover letter will be read, most organizations do not consider out-of-state applicants for positions lower than executive or “C-level” management. I wrote the cover letter anyway to stretch my writing muscles as I am wont to do. Irrespective, I hereby present my cover letter to the world for personal gratification.

January 10, 2013

Dear University of Louisville:

I notice your Shelby Campus web developer position has been vacant for almost three months, or else the vacancy would have been “routinely removed from the jobs portal around 7:00 p.m. [any of the preceding] Monday[s].” By what fantastical hubris do I apply to the nigh-unfillable vacancy without coming across as an Icarus pining to pilot the Chariot of Phaethon?

Three of my five years of web development have been within the higher education sector. I imbue every project with a mythical mélange of accessibility-oriented design, technical coding acumen, methodical debugging techniques, and comprehensive gathering of client needs prior to commencement.

Although I hear you proclaim, "University bookstore experience is retail, not higher education," I assure you that ten score times as many HR screeners have exclaimed, "University bookstore experience is higher education, not retail!" Existentially, either statement is valid depending on your biases and on which statement serves your need of filtering particular candidates.

I take the dialectical approach in that materially, I have fulfilled the myriad duties of web developer in a higher education milieu by coding, while physically located on a university campus in a students-only role for the same, all manners of HTML, CSS, PHP, JavaScript, and SQL in conjunction with the use of a content management system widely used by universities (Missouri Book Systems’ Insite) -- for the express purpose of earning revenue to sustain university operations while directly serving faculty, staff, and students (teleologically speaking).

I developed Atlantean foundations in design and coding while managing the University of Wisconsin - Milwaukee Bookstore website, responsible for processing $2.4 million annual revenue. I have since mastered the Herculean feat of integrating CSS, HTML, JavaScript, SQL, PHP, and embedded multimedia to create multifarious websites for clients who became gladdened as by the Elysian Fields! I am proudest of the website BuyMyStats.com because it is the most ambitious and unique project I’ve undertaken on the odyssey to excellence.

Tons of mortals have reached for your Golden Apple but failed to answer the Riddle of the Employability Sphinx -- of how s/he will obviate your needs. If your three-month-old web developer opportunity remains posted as a fiction, then may the Don Quixotes among job seekers gallop unfettered to your illusory vacancy and smash gratifyingly into the windmill of reality! As our meta dialogue confirms, I am privy to your prank. Read my reviews of your position and other officious opportunities at:
http://absurdjobvacancies.blogspot.com/

Schedule a time to chat, or do not -- your job vacancy has become a plaything for the gods!

Cheers,

Joseph Ohler, Jr.
Enclosures: Résumé, Professional References

Joseph Ohler's Affiliate Click-for-Cash Program