Johanna Rothman, Management Consultant
Expert in Managing Product Development
If you’re a hiring manager, you might think that once you’ve made the offer you’re home free. Not quite. Maybe you think that once your new hire starts, you’re home free. Nope. You don’t get to see the results of your new hire until your new hire is integrated into the day-to-day work of the …
Continue reading “An Agile Approach From Job Offer to Start to Success”
When I was a hiring manager, I almost never negotiated the offer I made to candidates. Why? I got to know people during the interviewing. I often asked in the phone screen when I knew I wanted to bring someone in, “The typical salary for this job is this range: x- y. Are we on …
Continue reading “Negotiate Your Salary Offer? Three Stories”
I’m seeing ads for what should be agile program managers on LinkedIn. I can’t tell what these positions really are, but when they say “responsible for management of 15 scrum teams,” that’s an agile software program manager to me. But the distressing part of the ad is when it’s a US-based position with a base …
I’ve been on vacation and traveling, which is why I’ve been quiet on this blog for way too long. Sorry about that. And, I’ve been deleting numerous emails with the subject, “Are you taking on new clients?” which is a referral-for-pay scheme. I don’t participate in those. If I can’t refer people because I believe …
Continue reading “Recommendations, Referrals, References and What They Mean”
After returning from one of the dinners in Brussels at Belgium Testing Days, Mieke Gievers, one of the organizers said, “I don’t think people have the same passion about their jobs. They just want more money.” I, of course, disagreed. The reasons people want money is that organizations have broken the implicit social contract to …
A bunch of my not-happily-employed colleagues (some are unhappy, some are unemployed) are in the enjoyable place of considering job offers. One of them asked, “How do I know it’s a good offer?” You have at least two options I know of, to evaluate salary options: Payscale.com and Salary.com. (If you know of other free …
Diane Danielson in Ask and ye shall receive … a bad review points us to this post, Salary, Gender and the Social Cost of Haggling.Well, if that isn’t a slap in the face, I don’t know what is. If you negotiate for a salary that fits for you, you’re “not nice.” If you don’t negotiate, …
I realized today I hadn’t completed the Making Jobs Attractive series, so here’s the final installment.Even a candidate who’s accepted an offer is not an employee. That person is still a candidate, until he or she arrives at work that first day and signs all the paperwork. So make sure you stay in touch with …
Continue reading “Making Jobs Attractive, Part 6: Market the Job From Offer to first Day”
So you’ve interviewed a candidate you like. The interview went well. You’re checking references, and thinking of making an offer. This time is a perfect opportunity to market the job.You haven’t finished selling during the interview until you’ve extended an offer and the candidate has accepted the offer. With any luck, you learned what the …
Continue reading “Making Jobs Attractive, Part 5: Market the Job After the Interview”
The nice folks over at computerworld.com asked me to comment on this year’s salary survey, and to discuss with folks how to obtain a better salary. (See A Slow Thaw” for my column.) I’m blogging over at my computerworld blog. Please visit and leave comments.