I taught a hiring/interviewing class this week. And, I had some HR folks in the class — which was a treat. One of them asked how to know if you have an effective hiring process. Effective hiring processes are like effective product development processes; they depend on the organization and the organization’s goals. But here’s […]
In one of my classes earlier this week, one project manager explained that he spent an entire day each week working the Gantt chart in a scheduling tool. He has a project of roughly 20 developers, a few testers, and a few other people (I’ve forgotten the details). I asked if he had one-on-ones
Louise Fletcher in Group Interviewing says Candidates should think of it as a chance to learn more about the company, department and position from more than just the Human Resources representative and the Hiring Manager. Note that she doesn’t say it’s a useful technique to learn about the candidate 🙂 Sorry Louise, if I put
I’m teaching project management (and some hiring) workshops in Israel. I’ve caught up with timezones, so I may even be able to post this week. I attempted to explain why pair programming works to some skeptical project managers last week. I explained that in the best environments, a person can work 6 hours a
I’m in lovely Perth, Australia this weekend, staying with some friends of mine. The husband was explaining how he makes sure his department buys coffee, tea, milk, sugar for everyone in the department. “It costs us about $2000 to supply the department for a year. In return, people congregate around the coffee, discussing work.
In a previous comment, a reader points to a resume that’s written like a cross between a cover letter and a resume. While the resume has a number of useful points, the resume is too quick to tell possible hiring managers what they are doing wrong. That dismissal of what hiring managers sometimes do also
Ego is a Good Thing. But the interviewers need to remember that interviewing a candidate is not about how great the interviewer is; it’s about understanding what the candidate will be able to do for you at work. Thanks to Rohan Kini’s “Scary interviews”, read Tips to technical interviewing. I don’t buy tip 4/5, where
Workforce Management has tons of articles full of content. So I gotta wonder why they posted Forced Ranking Could Improve Business Performance. In the article, it says, “Forced ranking, the study finds, is more successful in the first several years of implementation.” Well, duh. If you force rank — even once — the people
You’ve probably seen these elsewhere, but since this blog is for me too, I don’t want to forget about them: Why Crunch Mode Doesn’t Work: 6 Lessons. I particularly liked the origins of the 40-hour work week. Conquering the Cubicle Syndrome. I liked the idea of talking to people, building those relationships. Like Esther says
My column this month on Fast Company/Inc’s Hiring center is Breathing Life into Your Employee Referral Program. You can’t leave comments there, but please do leave comments here. If you have a working and useful employee referral program, please do comment, especially if you take other actions than the ones I suggested. Most of the