The war for talent is back on, according to Gretchen and Rob Merrill. Ok, I’ll buy that. I know fewer unemployed people and it seems as if people are finding jobs faster.But not all people. Those of us with gray hair are not finding it easier to find jobs. I have only anecdotal evidence, but […]
This one is for you HR managers and folks who don’t normally read my Managing Product Development blog.Esther and I are leading our management workshop: Behind Closed Doors: Managing One-on-One, July 10-12, 2006, in Minneapolis. Interested? Here’s the flyer (PDF). I’ll be adding a workshop page to my site later today. I’ll update this post
I love hearing good things about my book. I heard two great things last week. First, the book was reviewed by the ACM (Association for Computing Machinery) in the Software Engineering Notes Volume 31, Issue 2. Here’s the review. You need to be a member of ACM/SIGSOFT or have access to the digital library to
Larry Summers has been ousted as the President of Harvard. (I’m based in the Boston/Cambridge area, so you can imagine the news coverage here.) If you look at the facts, it’s clear to me, he was canned because he didn’t fit the culture of the institution. (See the USA Today editorial and the Time article.)I
I just posted Hiring For Team Fit. Please post comments here.
Woo-woo! Roy‘s interview with me, “Hiring Techies and Nerds” is O’Reilly’s Pick of the Week. Way cool.
I may not have been blogging much these days, but I have been busy. I’ve posted three templates to my website. Job analysis template (in pdf) Job description template (in pdf) Job advertisement template (in pdf) As with all templates, the key is in the writing. I’m still organizing m site, so if you want
I saw this gem of advice: ask for a candidate to explain his/her most significant accomplishment when sending a resume. (Found on Recruiting.com.) This is a great screening device (better than technical tests, in my opinion). Candidates, this means you need to be thinking about your significant accomplishments (work-related please, unless you can make a
Experience and Education makes the point We hire people to complete tasks and run functions (not really–we employ talent to create value, but I?ll try to stick to the point). He goes on to say The problem is, both of these (years of experience and education) are unreliable measures of whether someone can do a
I was reading Degrees Of Ability: Hiring Into Product Management and found myself saying, good ideas, but I need more. So I was inspired. I’ve developed a webinar I’ll be giving for Orasi next week. See the info page. Please do sign up and join me.