Bruce Eckel has a nice post, What Questions Would You Ask?, especially for developers. I really like the question about books :-)Here’s how I would expand on that for project managers and testers: How do we you make project decisions? Can you give me an example? What happens at the end of the project? or […]
Last week at SD, I met up with Brian Robertson of Ternary Software, a small consulting company in the Philadelphia area. They have a different approach for their first contact with a candidate: they ask candidates to fill out essays (scroll down to see the essay questions).These essay questions reflect the culture of the company.
I hope that when you read these posts, you came to the same conclusion I did. It’s almost impossible to detect from a resume whether or not a candidate is accustomed to an agile project, or could work on an agile project successfully. Keywords, especially, are useless when it comes to reviewing resumes. So what’s
So, if you were looking for a developer or a tester or a business analyst (or a whatever role) for your agile team, what qualities, preferences, and non-technical skills might that person have? And, is there a way to recognize those characteristics in a resume? Here’s a potential list of qualities, preferences, and non-technical skills.
As Esther says in her fine comment, There are lots of ways to do all these things — and sometimes teams do all the “practices” but still don’t meet the principles. Exactly. And it’s very hard to see the principles under the project when you’re reviewing a resume.Here’s a statement I’ve seen on lots of