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
In his post, Scary – For Real!, Hank discusses a change in the hiring climate. Turns out, there is competition, at least in some places, for technical folks. (Good news to lots of great people.) He mentions some organizations’ troubles finding people and waiting too long to make an offer (and waiting too long for
Set Godin, in his The ever-worsening curse of the cog says something profound: The end result is that it’s essentially impossible to become successful or well off doing a job that is described and measured by someone else. I still think managers can describe parts of a useful, non-cog job. But jobs where a person’s
In Who Wants to be a Technical Lead? I promised I’d talk about succession planning. Here’s the general idea: as someone who works for a living, your job should be to work yourself out of your current job by learning, practicing, and mastering some new skills. The less work experience you have, the easier this
In More on the labour shortage, Michael points to The Coming Labor Shortage. Here’s a quote : What’s interesting about Deloitte’s prediction of a “critical talent” shortage is that they’re onto the fact this isn’t about bosses alone. The biggest skills gap will be smack in the middle of the so-called creative class workforce. “Critical
Candidates, read How to Interview Potential Employers. Hiring managers, read it too, so you’re prepared.
Via Pragmatic Marketing, I found In Search of Overhead Heroes” by George Tillman, who advocates thinking like a business even if you’re supporting the business, not contributing directly to revenue. Certainly, you’re supposed to align yourself and contain costs. But here are the questions I felt were most important for any organization to answer: