Virtual Reality is one of the most exciting new areas of technology. It allows you to experience a different place and time—whether real or imagined—as if you were there. It’s a phenomenal experience for users, and it gives creators an unmatched amount of freedom to build out their ideas and applications. Plus, as interest in Virtual Reality grows, so too do career opportunities. Having helped start and grow Google’s VR team, I know from direct experience just how much potential there is in this field right now.
At Udacity, we want to be the place where you come to get an education, to get a job. One of the key ways we pursue this objective is through candidate profiles. Every career-ready Nanodegree program student has a unique candidate profile, which functions as an optimized showcase for your skills, your projects, and your experience. We want to see top employers consistently discovering Udacity talent, and student profiles help make this possible.
There is a simple reason why Web Developer is such a hot job right now. Put simply, what Web Developers do is create how we experience … the web. If you proceed from the notion that every person who engages with the web would prefer a great experience, then you can say that everyone who engages with the web would prefer that a Web Developer have done a great job. Companies of course know this, so they hire Web Developers to ensure their sites provide great experiences. So, lots of websites and lots of users means lots of demand. LOTS of demand.
Every significant achievement has a story behind it. That’s why we call them success stories! Our personal success stories are an important asset when it comes to career advancement. But while we’re often quite good at highlighting our successes, we’re not always so good at telling the stories behind them. However, it’s often the “story”—and our ability to tell it well—that ultimately sets us apart from the crowd.
Tip: It’s called a “success story” for a reason! Succeeding is not enough, you have to tell the story too!
Recruiters and hiring managers face crowded fields every day, and often the candidates they’re reviewing have very similar skills. So they look for other differentiating factors. In addition, these same recruiting teams often don’t have the same technological knowledge as the candidates they’re reviewing. So again, they look for something that does resonate with them. Finally, it isn’t just about skills. There’s more to being the right candidate than that. So what else is there?