The third biggest hiring mistake I see is when hiring managers don’t consider cultural fit issues with candidates. I don’t mean small/large company, although that’s a common question hiring managers ask. Here are more cultural fit issues: The personality diversity of the team. If you have a team of introverts (not uncommon), think about that […]
The second biggest hiring mistake I see is to hire for the eventual future — but not to create the future from the current reality. I see this mostly when hiring managers and senior staff. Here are some examples: A CTO knows he needs a program manager to manage multiple releases and release operations, so
Student Syndrome occurs when the person with the task waits until the last possible moment to start. Some people spend their entire academic career waiting until the night before a project is due and then starting it, pulling an all-nighter, and getting some (hopefully adequate) grade. Student Syndrome isn’t for me, but I know lots
Many companies think an employee referral program is a form of viral marketing. Most of the time, they’re not. Take a look at If your referral programs don’t spread from person to person, it isn’t viral for some great ideas to how to make an employee referral program work.I particularly liked the idea to RSSify
My PM students are articulating insights about projects that I’m happy to see. One project team said this in their charter, “The value of the product is moving the paper successfully across the room. The value of the project is in the journey, not the destination.” Some projects exist to see if the project
As part of an interview, a reporter asked me what the single biggest mistake managers make when hiring. Unfortunately, I see three common mistakes: Hiring based on a tools checklist (some number of years of Java or WinRunner or some other tool) as opposed to hiring someone who can adapt his/her knowledge to the products