I’m in what I hope is final editing for Successful Project Management. (I”m still doing gross editing, final copyediting is one more stage. But I’m not supposed to change ideas in that stage 🙂 If you want to know how to write a book, read PragDave’s series of So You Want to Write a Book. […]
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 top floor and went down to the bottom. The elevator had musical accompaniment. A high-pitched
Last week, I was working with a client in the Netherlands, talking about how to hire for an agile team. We started discussing how the management team reviews resumes. One of the managers said he looked for people under 40, because otherwise the candidate was “too old.” Well, I passed 40 a long time ago,
If you’re a hiring manager, read Mike’s Life Is A Hire Way: 5 Tips For Startup Hiring. Great ideas, Mike! (And not just for startups.) Labels: hiring decision, hiring strategy, interview, recruiting
Jason Yip’s Hail Mary software development talks about what happens when you defer all the finishing to the end of the project. In the dashboard chapter of the book, I have a sidebar called “How Can We Have No Completed Work?” which talks about exactly the same thing. The more serial your lifecycle, or
So you’ve interviewed a candidate you like. The interview went well. You’re checking references, and thinking of making an offer. This time is a perfect opportunity to market the job.You haven’t finished selling during the interview until you’ve extended an offer and the candidate has accepted the offer. With any luck, you learned what the
A reader emailed me and asked, “how do I interview a manager who will be my superior?”The short answer is the same way you interview peers. However, your feelings about your position or your potential boss’ position (or even someone “higher” than one level above you) will certainly influence how you feel and how you
I don’t normally market a job or “sell” a candidate during an interview. I have found that by asking great interview questions, and having everyone on the interviewing team ask great interview questions, I don’t need to sell. One of my clients is convinced that they need to sell during the interview. If you too,
So you’ve got a job description that offers an opportunity, not a job. You’ve come to terms with how you see the value of the job. Now it’s time to start looking for people–candidates–to help fill that job. One way to make a job highly attractive is if you, the hiring manager, actively participate in