Hi Karthik,

I reached your site by link jumping from codebetter/scott.belaware.

Good to see another .net developer

I was hoping to see some of the .net tech posts on your site.

BTW, how long have you been in US & do you develop s/w using agile methodologies?

Thanks for the link, Dave.  I’ll have to check it out later.

I’ve been reaching out to all kinds of people about this issue.  Turns out a lot of people agree with us about the flair on the resume, including Atwood, Hanselman, and Haack.  Here’s hoping they put their .02 here where the rest of the world can see it

And btw, I’m really surprised that no one’s beating their door down to hire you.  You make the rest of us look like .NET n00bs.

I’ve been listening to the guys over at Manager Tools for a while now and they’ve had some great insights. The podcast on resumes (http://www.manager-tools.com/…/your-resume-stinks) was great and I updated my own resume using their tips. I can’t say that I’ve got anyone beating down my door to hire me (not really looking that actively) but it at least satisfied my "get to the point" perspective. I certainly agree with Mark – if that’s your hiring practice and you’re not willing to take the time to figure out if I’m the real deal or just full of hot air (and acronyms), I don’t want to be there.

I think the job market has gotten such that it’s becoming really difficult for the average hiring manager to find good candidates without spending considerable time outside of the work place (i.e. tradeshows, conferences, user groups).  Most of them have to turn to tech recruiters that have introduced these bad practices.

My advice is to avoid Monster, Dice, etc if you want to avoid these kinds of recruiters/hiring managers.  Stick with professional referrals and avoid job postings.

Personally, a place who has the kind of manager who is purposely "scanning" for these terms, acronyms, and buzzwords, is not the kind of place I want to work at, honestly.

I couldn’t agree with your flair analogy more.