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Tag Archives: hiring strategy
Project Culture Reflects Management Culture
I have a post, What’s the Culture on Your Project? that discusses the project issues of the Romney campaign. But there is a deeper issue. If you read the comments in The Romney Campaign was a Consultant Con Job, there … Continue reading
Posted in Hiring Geeks That Fit
Tagged cultural fit, culture, hiring strategy, job analysis, job description
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A Hiring Manager’s Starting Guide to Twitter
One of the things that’s so hard about hiring these days is that it’s so dependent on your personal network. LinkedIn is part of your network. Twitter has to be a part of your network. As part of the updated … Continue reading
Posted in Hiring the Best Knowledge Workers
Tagged agile, hiring, hiring strategy, network, recruiting, social media, Twitter
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When You Have a New Kind of Job
It’s easy to hire for a “normal” kind of job, where you say, “Developer” and everyone knows what you mean. But what if you are looking for a new kind of role, say, “knowledge management” or “social media guru”? Those … Continue reading
Committing to a Position
Recently, I spoke with a hiring manager. He wanted to make sure a person he thought was overqualified for a position stayed in the job for two years. (!!) He was asking candidates to commit to his job for two … Continue reading
Posted in hiring strategy
Tagged attractive job, candidate, cost of a hire, hiring decision, hiring strategy
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Waiting for the “Perfect” Candidate
I received a call from a recruiter-colleague yesterday, bemoaning a hiring manager who was waiting for the “perfect” candidate. “I’ve sent her 5 great candidates, but none of them are perfect. Doesn’t she have to fill this position?” Well, maybe … Continue reading
Posted in hiring strategy
Tagged cost of a hire, hiring strategy, Hiring the Best, job analysis, job description
6 Comments
“Raise the Bar” or “Increase Team Capability”?
I recently had a conversation with a gentleman at a conference, where he said they hired “to raise the bar”. I asked him what he meant by that. He started discussing the mean of the capability in the team. Well, … Continue reading
Hiring for Diversity, pt3: New College Grads
It’s tempting to look for candidates with lots of experience for your open positions. But at this time of year, and through the fall, consider looking for new college grads. Not just because I have a daughter who just graduated, … Continue reading
Hiring for Diversity, #1: Women and Other Traditional Diversity issues
There’s a push in the agile community to recognize women and see if we can’t get more women on agile teams. Whatever you think about the program, the goal is a laudable one. Hiring women creates a diversity that is … Continue reading
People are Not Tools
I’ve been reviewing job descriptions from clients that are a laundry list of tools. Or, that ask for “significant experience” with a particular technology. No, no, no. People are not tools. They are human beings who have specific qualities, preferences, … Continue reading
Hire for “Abnormality?”
I’ve been at the PMI Regina PDC this week. I did a general session talk Monday, and am leading a two-day estimation workshop through tomorrow. Andy Nulman had a great riff on normal vs. abnormal employees. You can see a … Continue reading
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