I’m so pleased to announce that Hiring the Best Knowledge Workers, Techies & Nerds: The Secrets and Science of Hiring Technical People is available in Japanese. Shoeisha is the publisher.See the picture of the book in margin.
Auren Hoffman has an intriguing post, It is too risky not to take a risk, suggesting that people take what appears to be the “risky” job rather than the safe job.I see it differently. I don’t see jobs as risks, but as opportunities. I tried to select my jobs based on where I would learn
If you haven’t yet read Why We Hate HR, it’s time. The main points of the article are: HR should help find the best hires HR should nurture the stars HR should foster a productive work environment Keith Hammonds, the author, says HR should be joined to business strategy at the hip. Ahem. I disagree.
Sometimes, I work with managers who can’t tell the differences between technical people. They seem to think all developers (or testers or project managers or whomever) are equivalent. If you’ve ever tried to make the case for hiring the best people, read Joel Spolsky’s Hitting the High Notes. Spolsky says … duplication of software is
Last week, while driving to/from parents and funerals (my folks are fine), I had several long talks with my sister, who’s looking for a job. She’s the best salesperson I’ve ever met. She’s great at selling, and stays friendly with her clients over the years. She stopped selling in high tech about 16 years ago
For some unknown-to-me-reason, more and more hiring managers appear to be attempting to do their own recruiting. While I do encourage hiring managers to network and constantly be on the lookout for candidates, especially passive candidates, I can’t see how a hiring manager can effectively perform the management job and recruit for candidates.If you’re in
A reader, Mike, sent me this gem: Interview with the Intern. The lessons: Mind your language — particularly in the cover letter. I tend to give more benefit of the doubt with affect/effect. But I don’t have much patience with cover letters that misspell my name or the name of the company. Calm down. I’ve
I taught a hiring/interviewing class this week. And, I had some HR folks in the class — which was a treat. One of them asked how to know if you have an effective hiring process. Effective hiring processes are like effective product development processes; they depend on the organization and the organization’s goals. But here’s
In his post, Scary – For Real!, Hank discusses a change in the hiring climate. Turns out, there is competition, at least in some places, for technical folks. (Good news to lots of great people.) He mentions some organizations’ troubles finding people and waiting too long to make an offer (and waiting too long for
Hiring the Best… is featured on CEORead.com this week. They have an excerpt from Chapter 1 available to read.I’m back from my travels and will be posting more regularly again.