My Inc./Fast Company column is up: Put Your Candidate to Work. Please leave comments here. When I write columns for a site or magazine, I discuss the areas to write about with the editor. What the editors originally wanted was a here’s-how-to-use-your-intuition article about hiring. I explained that was a bad idea, and I would […]
I was reading Good Interview Questions. I was a bit surprised by the first question: State, Strategy, Bridge, and Adapter are all similar patterns. How are they similar, and how are they different? But I suspect I was surprised because I’m no longer a developer and am not familiar with the patterns. I suspect I
I’m having an email conversation with someone who’s trying to hire some developers. He said, “For some reason, I think that developer who is comfortable in Lisp can take on any project, because I do know Lisp, and I feel that I can take on any project :)” Unfortunately, I don’t buy the transitive property
Anthony points to Lou Adler’s One Question Interview. The one question is Please think about your most significant accomplishment. Now, could you tell me all about it? That’s a great stepping off question. And, I really like the second question, in one of the comments on Anthony’s post, by Jim Durbin Tell me about the
My most recent column for Fast Company/Inc’s hiring center is Interviewing New College Grads. Leave comments here – Enjoy!
I thank Keith Ray who forwarded this gem to me from the XP mailing list: “Puzzles are fantastic. They’re an instant way of figuring out whether you want to work for the organisation or not.” — Adrian Howard When I teach interviewing, people tell me they like puzzles because they think they’re watching how people
Because the cost of a bad hire is so high, some organizations are resorting to a variety of psychometric tests to determine if it’s worth interviewing and possibly hiring a candidate. If you, like me, are suspicious of tests, take a look at The Einstein-Clavin Effect by Wendell Williams. My favorite quote: … controlled research
Louise Fletcher in Group Interviewing says Candidates should think of it as a chance to learn more about the company, department and position from more than just the Human Resources representative and the Hiring Manager. Note that she doesn’t say it’s a useful technique to learn about the candidate 🙂 Sorry Louise, if I put
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
Candidates, read How to Interview Potential Employers. Hiring managers, read it too, so you’re prepared.