So you’ve developed a phone screen of 10-12 questions, with your elimination factor questions at the top. You’ve hit a snag with a candidate and you’re sure the candidate will not fit your position. What do you do? Stop the phone screen. Right now. Say, “You’re not a good fit for this position. Thank you […]
If you need a chuckle, read John Kador’s parody of a rejection letter. I laughed out loud. John is writing a book about the brainteaser interview, available in 2004. Since I’m sure not all hiring managers will heed my advice about not using puzzles in an interview, you candidates may want to read John’s book.
Since there’s a (temporary in my mind) glut of candidates, some hiring managers are asking for specific industry expertise, such as: consumer product, enterprise-wide application, or web-content expertise. Unfortunately, that’s shorthand for what I believe people are really looking for: a specific mindset that meets the cultural requirements of the product development process. Here’s an
I spoke at a graduate class last week, presenting my “Interview with Ease” (candidate version, not the hiring version) workshop to the class. One of the questions that arose was: What do I do when I’m faced with a puzzle? In Down with Games and Puzzles, I suggested using an audition instead of a game
In the last few weeks, I’ve received several questions about how to assess the productivity and effectiveness of testers. I’m concerned about this, because a tester’s effectiveness doesn’t just depend on the quality of the tester’s work, it depends on the quality of the work product the tester tests (as well as the schedule
A Project Manager Described his Recent Agile Project in this Way: Agile practices helped us know where we were the whole way through the project, but we had a side benefit I hadn’t anticipated. The testers drove the project. In every other project I’ve managed, the testers were downtrodden, always complaining about the time they
In a comment on my last post, Roy asked if I could elaborate on what I mean when a candidate runs the interview. Here’s what happened to me at one interview years ago: I arrive on time for the interview, wearing a suit (hey, it was the early 80’s, that’s what we wore). The interviewer
I recommend against panel interviews. As a candidate in my session at the AYE conference said, “I love panel interviews. I get to run the interview. I only have to be “on” for a couple of hours, I get to decide what to say, and I can manipulate the interview so that it serves my
Last week at the AYE conference, Naomi Karten and I facilitated a writing workshop. We ask people to write for five minutes and then for ten minutes. We find that people who are stuck on their writing make significant progress in five or ten minutes. However, we need to set our expectations low — very
Ron, Laurent, Dale, Willem, Esther and I are all together at AYE – we’re having a blogging BOF. We discussed things that stood out for us at the AYE conference: facilitating a panel, the presentation workshop, working with Jean McLendon, how difficult electronic room keys are to keep track of… Laurent: thanks to Johanna for