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Category Archives: job analysis
Being Specific When Analyzing a Job
I led a 90-minute Hiring for an Agile Team workshop at AgileItx! this past week. I ask each team in the workshop to call out a candidate’s quality, preference, or non-technical skill that they look for in a team. One … Continue reading
What Makes a Great Technical Manager
Jurgen’s post, How to Select a Fine Technical Manager, along with the posts he responded to prompted this one. I’m not agreeing much with Jurgen today. I suspect it’s because we have very different experience. In my experience, only technical … Continue reading
Re-examine Your Salary Expectations
I’ve been talking with a few hiring managers and a few senior candidates. The hiring managers are afraid to look at some senior people because they’re concerned the senior people will want salaries that are higher than the companies want … Continue reading
What’s the Position Worth?
In my recent consulting (workshops and assessments), several technical staff and their managers have told me they’re not sure they are being paid what they’re worth. I ask “How do you know?” They tell me all the ways they’re working … Continue reading
Posted in job analysis
Tagged hiring strategy, job description, salary negotiation, value
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Your Boss Wants This Candidate; You Don’t
I emailed with a colleague today. He’s been looking for a position that shouldn’t be too hard to fill–but it is. Let’s assume the position is a development position. He interviewed a candidate. He’s not thrilled with the candidate; the … Continue reading
Hire for Intangibles; You Can Teach Technical Skills
A bunch of my clients are having trouble filling their positions. They can’t find a bazillion years of Java or .Net or something else. There is a relative candidate shortage, compared to the candidate glut of a few years ago. … Continue reading
Deciphering Job Descriptions
Raven has a very funny take on what job descriptions really mean.
Dilberterian Job Descriptions
Read Sidu’s Avoiding hell at work by spotting Dilbertian job descriptions.Sidu’s on target. That’s why I suggest you do a real job analysis, and write the ad and/or job description with other technical people. People who are not in the … Continue reading
Audition Type #3: Behavioral Auditions
A behavioral audition is one where you want to see some specific candidate behaviors. Management auditions typically fall into this category. But especially if you’re hiring for an agile team, you might want to see how a candidate exhibits behaviors, … Continue reading
Curiousity is a Necessary Quality
Last week, I was in Eindhoven, in the Netherlands. I arrived Sunday afternoon, and my host took me to the Van Abbemuseum, a museum of contemporary art. It was great.I geeked out in the elevator, however. We started at the … Continue reading
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