I’m so pleased to announce that Hiring the Best Knowledge Workers, Techies & Nerds: The Secrets and Science of Hiring Technical People is available in Japanese. Shoeisha is the publisher.See the picture of the book in margin.
I’m in the middle of a new activity for me: visiting colleges with Daughter#1. (She’s a senior in high school, trying to decide where she wants to attend school next year.) When I was thinking about college (university to those of you across the pond), my father told me I could go up to
Not every product has smoke tests (a series of tests you can run after each build to make sure the product works well enough to continue development and testing). Smoke tests provide early feedback to developers about their work. So, for the last several years, I’ve been suggesting to my clients that as they
Let me pose a situation facing one of my clients now. Their business is expanding, and they’ve agreed to develop a product that’s tangential to their current product line. This new product requires a new piece. If you’re a software company, imagine it’s a piece of hardware. If you’re a hardware company, imagine it’s software.
We’re in the last stretch of finishing Behind Closed Doors, and now we’re fixing/regenerating pictures. When Esther and I made the pictures originally, we wrote them on flip charts and took pictures of them. (We were talking about information on flip charts — made sense to us.) Well, it turns out the pictures are
I have an article on Computerworld.com, Three Tips to Managing Across the Globe. Please leave comments here (because you can’t leave comments there.)
Auren Hoffman has an intriguing post, It is too risky not to take a risk, suggesting that people take what appears to be the “risky” job rather than the safe job.I see it differently. I don’t see jobs as risks, but as opportunities. I tried to select my jobs based on where I would learn
During a recent workshop, one of the hiring managers asked, “How do we attract people to unattractive jobs, such as contract or temporary positions?” The first thing is to change your mindset. This job might be unattractive to you, but it’s bound to be attractive to other people. This job is an opportunity to some
In the past few months, I’ve been teaching a variety of project management and hiring workshops. And (surprisingly to me), we’ve had discussions about whether someone is a manager or a lead. Some organizations have an aversion to calling people “managers.” Instead, they call them “leads.” One organization called their project managers “people lead.”
If you haven’t yet read Why We Hate HR, it’s time. The main points of the article are: HR should help find the best hires HR should nurture the stars HR should foster a productive work environment Keith Hammonds, the author, says HR should be joined to business strategy at the hip. Ahem. I disagree.