Mike has a fine (and funny) piece on what to do (and a little about what not to do) as a candidate, Applying for a Java job – HOWTO. His major points: Your cover letter or email should be in readable English Your experience should be relevant Read the bloody job ad (his words, not […]
I’m presenting a webconference on Thursday, Feb 10, 2005 (EST) via Kennedy Information called “Detecting and Resolving Cultural Fit Issues.” Here’s the information and signup page. I’ll be discussing: The myth of “corporate” culture as the only culture you need to care about Five key areas to probe for culture issues How to use context-free
Joel has a great essay on how you’re probably not hiring the top 1% — even though you think you are.But here’s what Joel didn’t say: not everyone wants to hire the top 1%. I’ve worked with managers who only wanted to hire people who weren’t as capable as they were. (They didn’t understand why
I will admit it. I am no fashionista. I know what to wear for everyday work, for speaking, for weddings, and for funerals. I’m not so hot at everything else. But I have two daughters who sound just like my mother, “You’re wearing that??” if I make a mistake. If you’re a man, Anthony has
True confessions: I can’t tell jokes. I can do knock-knock jokes, but that’s about it. I received this in email today. With any luck I won’t spoil it 🙂 Want to hire only lucky people? Take your stack of resumes. Divide them in half. Throw one half away — those are the unlucky people. I
I was surprised by the comments I received on my Stickyminds article last week. Then I read Brian Marick’s insightful Tester who can script and I may have the words to describe my surprise and concerns. I was surprised by the people who commented that they were looking primarily for personality fit and cultural fit.
In December, I presented a webcast called “Creating On-Target High Tech Job Descriptions for High Tech Workers”. I could have titled it “11 Questions for Analyzing a Job” 🙂 The PDF is here. Remember, it’s a presentation, not an article. So if you’re confused, please ask me questions.
My column, Detecting Great Testers before the In-person Interview is up. Leave comments here or there.
Heather has a great post, Recruiters who actually know what they are talking about. The piece that resonated with me: I can’t imagine doing a phone interview or discussing an open position with a hiring manager without having strong knowledge of the functional space. If you’re a hiring manager inside an organization, using an internal
I thought that most of my readers were inside large-ish organizations, where they had people to worry about the budget for them. But it appears that some of you are owners of or work for smaller (generally consulting) organizations, where you (lucky you!) make the decision about when to hire another person. There are two