> The time to do something to standout is while you are working.

This is an issue I ran into recently during my post-undergrad job hunt. Having exited college without an internship, it was difficult to distinguish myself in any meaningful way. In my opinion, major, career-defining work needs to be at least six months' worth of dedication to be of any importance on a resume. Most people don't have the savings to go that long between jobs.

I was fortunate enough to secure a well-paying internship over the next six months, but in all honesty I think I got lucky. It's tough out there if you don't have the existing background to set yourself apart.

While I agree it is better to look for work while working, I don't see how that impacts how you stand out in a hiring process. How can you leverage an existing job to stand out to a new potential employer (while looking, ie. short time scales)?

I meant while you are working taking on tasks and responsibilities that will help you stand out in the market when it is time to look for another job.

In other words, always keep an eye on the market and be prepared. That also means keeping a strong network, always answering emails and LinkedIn messages from recruiters and judging which ones are reputable and which ones aren’t and honestly, doing resume driven development.

How do you respond to LinkedIn recruiters when you're not in the market for a job?

Previously I had a colleague recommend taking interviews from recruiters to keep your interview skills high and market knowledge current. I gave it a shot but kept getting offers so stopped.

“I’m not really looking right now. But things can always change. Let’s talk. I’m always passively looking and the right opportunity may persuade me.”

Thanks!

Strongly disagree with this. Its very easy to stand out, in many different ways.

> How will emailing someone directly help if he doesn’t have a unique set of skills that helps him stand out?

Because they will indicate their very direct interest in the company in a way that people who are spray-and-praying 100s of resumes a day won't. Because they get to briefly demonstrate their soft skills to a potential teammate in a way that might not be conveyed in just a resume.

I'd hire a generic skillset developer who is a great communicator and teammate over a technical genius asshole who shreds teams apart 99.9% of the time. I've made this choice personally many, many times across my career as an engineering leader.

So what are these many ways to stand out that aren’t based on what you did when you were working?

> I'd hire a generic skillset developer who is a great communicator and teammate over a technical genius asshole who shreds teams apart 99.9% of the time.

How would you determine that if they can’t demonstrate their communication skills and their ability to work well with others based on their past experience - you know the standard “tell me about a time when…” questions?

Ha. I think back to all the times I had a "direct interest" in a company and it never amounted to anything. That and twenty nickels would buy a dollar.