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Hiring technical people and being hired isn't necessarily easy, no matter what the economy is doing. Use the tips here to hire better, or find a new job. ![]()
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Wednesday, August 30, 2006
Reviewing Resumes for an Agile Team: Start with Lifecycles I spoke with a recruiter yesterday about how to hire people for an agile team. Her client had suggested she look for people with XP experience, and that candidates have "stand-up meetings" on their resume. Oh no. Looking for agile people is much more than keywords. If you're recruiting for an agile team member, first, decide what's most important to you. Do you care about the lifecycle or the practices? Which ones? Or, do you care more about the cultural fit of the person into the team and the ability to work with a team? There's no right or wrong answer, but it's worth knowing. Here are some lifecycles you may encounter:
I'm most familiar with and comfortable with Scrum and XP (I'm a Certifed Scrum Master). If I've made any mistakes in this list, please let me know. So, when reviewing a resume for an agile, look for the lifecycle names in this list. If you don't see any, don't give up hope. Look for an iterative lifecycle, such as RUP, UP, Evo, or an incremental lifecycle such as staged delivery or design to schedule. Reviewing resumes is important. But don't throw people out because they don't have exactly the keyword you're looking for. You'll throw out a lot of qualified people that way. See Tips for Reviewing Resumes for more info. My next blog posting will be about agile practices that you might see on a resume. P.S. Thank you to Jason Yip who updated my iteration time for XP. | reddit | Technorati | digg this | save to deli.icio.us | Stumble It! |