Comment Don't focus entirely on tech! (Score 1) 523
As a hiring manager, and former developer of 13 years, I can offer a few thoughts.
The best thing you can do is leverage your network for not only leads, but personal references. I'll take a personal reference over a buzz word laden resume every time. Work to build your network. Ask your network for leads into companies you may be interested in. If they don't know somebody, perhaps somebody they know does. Local interest groups and technical societies (IEEE for instance) are an easy way to build your network as well. Recruiters are another great way to get in the door. They have established personal relationships with the hiring managers and can make an introduction for you. You might end up working contract but once you're in the door you can start working on a full time position if you're interested.
If you're sending resumes in cold then focus on learning an emerging, but hot, "new" technology. HTML5 comes to mind right now as a good example. And definitely make sure your resume is effective. You have the first half of the first page to hook the hiring manager's interest. Make sure the most important information about how you can benefit your prospective employer is front and center.
When you score an interview you're on the toughest part. Research the company you're about to interview for. Google is your friend! Know a little about their products, their business plan, and other basic tid bits. Make sure you can comment on how your skill set would benefit their products if nothing else. If you have the name of the hiring manager see if you can find them on LinkedIn, and Google their name to see if they have any other info posted about them. If it's a small company then you might do a little homework on the CEO or founder. For all you know you might interview with them. Don't be afraid to ask questions on materials you find in the interview. We often see Facbook and Google used by employers to check on a potential candidate. Here's your chance to turn the tables.
While it's good to answer technical questions to prove your mettle during an interview, at the end of the day I can teach skills. What's more, the skills I need now are probably not the skills I'll need in two years. I want someone who can clearly learn fast, is motivated to look for better ways to do things, and is generally wants to grow beyond the person I'm hiring today. This is tough; look for ways to show you're more than the skills you have today. You have the smarts and the motivation to go further. Be confident, but not cocky.
Another thing about interviews, don't be a cardboard cutout. I have no interest in working with a card board cutout every day, neither do my employees. Don't be afraid to be enthusiastic, show some humor, and demonstrate some personality. Look around for clues as to what your interviewer's own interests and hobbies are. If you see a connection then casually ask about that signed baseball on the desk, or those weekend fishing trip photos. Strike up a little side conversation. Make sure you don't let that side conversation dominate the interview (a minute or two at most) but don't be afraid to spend a minute sharing common interests. Trust me when everyone sits down to review the stack of interviews at decision time you will be remembered.
Just a few thoughts...