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Monthly Archives: March 2004
Risky Projects Require Diverse Teams
I was talking to a hiring manager recently, and she said, “I’d like to get another developer just like Stan.” Well, Stan is a good guy and a talented developer, but why look for someone just like him? The manager … Continue reading
Getting Your Resume Read at Microsoft — or Anywhere Else :-)
Thanks to Brian, I discovered this gem on resumes and first impressions. I especially like the first point: “Concise – keep it short and to the point. Tell us about your accomplishments as well as your responsibilities. Don’t spend a … Continue reading
Do You Love Your Job?
Ok, I admit it. I have this strange fascination with “The Apprentice.” This morning on the “Today” show, Donald Trump and Matt Lauer “interviewed” 8 candidates to be on “The Apprentice” next season. (If you’re watching for interview tips, stop. … Continue reading
Domain Expertise: Solution-Space and Problem-Space
There are two kinds of domain expertise: solution-space and problem-space. When a candidate understands the technical issues behind how your product solves the customers’ problems, that’s solution-space domain expertise. When a candidate intimately understands the problems your product is trying … Continue reading
Selecting Sourcing Support
I was reading Alan’s blog and came across this gem, Progressive Recruitment. Computers are good for lots of things, and mindless searching is certainly one. But mindless searching isn’t sufficient when sourcing candidates.If you’re looking for sourcing support, ask questions … Continue reading
“Where Do You Want to Be in Five Years?”
It’s common for candidates to be experts in some technical area that the manager knows little about. Sometimes managers don’t realize how to ask questions about the qualities, preferences, non-technical, or technical skills, so the manager asks, “Where do you … Continue reading
Ask Questions About Integrity
I was discussing how to hire a senior manager with a colleague the other day, and he said, “How do I know I’ll hire someone with integrity?” Good question. In my experience, a person requires at least dozen or so … Continue reading
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Tagged audition, interpersonal skills, interview, interview question, manager
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Article posted: “Two Candidates. One Position.”
I write a “management fix” column (alternating with Esther and Elisabeth) for Better Software and February’s column was “Two Candidates, One Position.”Enjoy! Labels: hiring decision
Testing a Candidate’s Technical Knowledge and Acquiescence — or Lack Thereof
In Michael’s comment to When Candidates and Interviewers Disagree About “The Answer” he raised a critically important point: how much does the the candidate know about this issue and how hard will the candidate push to make sure that the … Continue reading
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