The tech sphere is full of jargon. From company-specific lingo to broad shorthand for systems in an industry, professionals communicate in abbreviations that don't fall under "general knowledge." Some candidates for positions may feel eager to show off their fluency in the language of coding, cybersecurity or cloud-based IT systems, but the standard resume and cover letter is not the time for jargon.
Tech job portal Dice.com recently published a piece cautioning applicants against indulging in industry-speak when drafting application materials, and the advice is sound. Human resources directors should be on the lookout for candidates who can effectively communicate with coworkers beyond the insular space they occupy as a specialty. Relying too heavily on informal jargon can make an applicant seem unprofessional. Worse yet, a candidate might drop buzzwords and phrases that aren't consistent with the terms a company embraces as house style.
At large firms, it's likely that your designated human resources representatives aren't as immersed in technical language as the employees they hire. When someone's job is to schedule and conduct interviews, disburse benefits, handle claims and process resumes, an applicant's intricate knowledge could fall on deaf ears. Cross-checking the authority of jargon can be a hassle for your hiring team, and present unnecessary steps to a process that should be as streamlined as possible.
"And while that manager or division head might understand the complicated technical jargon that defines the job for which you're applying," says the Dice.com blog, "it's likely that the HR staffer who first looks at your resume won't know the difference between, for example, C and Perl."
Applicants from the candidate marketplace who will make the strongest addition to your team understand the fundamentals of communication with other humans, not just computer systems. At VAR Staffing, we help companies attain the best talent to take their operations to the next level.