My implication is that you either somehow indicate on your resume that you've done all this work, or better yet, take up a small project that lets you apply some of the skills.
As a hiring manager there is no way to know you've done this unless you somehow demonstrate it.
It's an amazing phenomenon. In order to get industry experience using a tool/skillset you need to be part of that industry using that tool/skillset. It's becoming more apparent to me that in order to pivot in IT, you need to do something (ie a project) on your own time or just lie.
Build some personal projects. Try and use various popular tools and frameworks. Build an app.
Doesn’t need to be good. Just show initiative to improve.
I normally won’t hire a jr. But I have made exceptions if they have clearly worked through a lot of code exercises, koans, etc.
My daughters boyfriend thought he was hot stuff for getting a masters degree.
After a friendly chat, I informed wife that boy was going to have a bad time getting anything. This is someone that had a lot of connections.
The alternative strategy is just make sure when you change jobs you're getting hired for 2x skills you know deeply well and the job offers you the chance to pivot into a new technology that is a gap in your skills.
It's harder if you're trying to get hired specifically for a technology that's a gap in your skills.
It is easier to pivot to a new job within an organization, where you already have trust and a good reputation. Supporting these lateral moves was part of LinkedIn's motivation in putting this resource together.
Well the part that companies don’t say out loud is that college recruitment is the source of most of their new grads. Which colleges becomes a function of alums with influence in the company.
As a hiring manager there is no way to know you've done this unless you somehow demonstrate it.