Not all projects should be done. Some projects don’t even rate discussion. But sometimes it’s a lot harder to tell when a project is worthy and should be considered. Here are some questions I ask when trying to evaluate when a project is worthwhile: What business need does this project fill? (Does the organization
If you haven’t read the comments starting from here from the previous posts, please do. Effern blew the whistle — so very nicely — when he perceived I hadn’t considered enough options. It’s possible I didn’t consider enough options:-) (Maybe I didn’t develop three or more worthy alternatives.) What Effern did, oh so graciously,
I’m in conversation with a client about a possible project. The Big Guy wanted to meet with me immediately, but had constrained time, so I shifted my schedule and met with him. It was clear from our conversation that he didn’t quite know what he wanted, but he did want a proposal from me.
One of the questions I ask project teams is how they know what to do when. Most of the time, the developers look at me as if I’ve grown two heads and say, “Well, we look at the requirements. We do the high ones first, the medium ones next, and the low ones if we
Seth Godin talks about his search for interns in Needles, haystacks & magnetism. He makes several points I like: Employers don’t hire candidates because the candidate deserves a job. Employers hire people because they like the way they feel about you when they interview you. Employers are looking for something special, something non-commodity about candidates.
You know that I use auditions as a way to see how people work. I find that auditions, along with behavior-description questions are a great way to see how people will work at work. However, there are some questions and auditions that just allow the interviewer to play a bad interview game: Stump the Candidate.
We’re getting ready for my parents’ 50th wedding anniversary, and my sister decided a scrapbook of family pictures would be a great present. She’s right, it will be wonderful. Mark and I were looking for pictures of us and our children, so we pulled out all of the pictures from the last 20 years. We
In his provocative article Nasty People, Robert Sutton says ” Managers who belittle and oppress one victim after another shouldn’t be hired.” Amen! If you’re not sure how to avoid hiring nasty people, try these techniques: You can try to ask the candidate about the last time he or she lost his or her temper
Some of my suggestions for people in my classes are simply to buy some good books for some specific information. When I suggest this, I sometimes hear “my manager won’t let me buy books.” As a bibliophile, I can’t understand that :-). Even though I do accept that not everyone is like me, you
Laurent has a great posting on Hiring Programmers. Note that he doesn’t say people have to be great writers. On the contrary, the bar is fairly low: awareness of spelling and typos, introduction, structured discussion, conclusion — that’s it. My kids practice this kind of writing all the time in school (in preparation for the