I just finished Why Good People Can’t Get Jobs, by Peter Capelli. It’s a terrific read, all about the reasons hiring managers and companies have trouble finding people, and why job seekers have trouble getting in the door. It’s related to John Sumser’s series, the Hiring Paradox. I’ve never believed that there is a war […]
I saw this TedX talk, Adam Leipzig: How to Know Your Life Purpose in 5 Minutes. He says you need to ask these five questions: Who are you? Answer with your first name. What do you do? What do you love to do? What is the one thing you feel supremely qualified to teach other
Did you see Bernice Ruhland’s review of Hiring Geeks That Fit? She likes the book. Here’s specifically what she likes: In particular I like the idea of providing a recruitment focus to each person on the interview team. Too many times when we recruit we send in several people to interview and they all ask
I have an article up on Infoq: What Do You Look For In Servant Leader? It’s the follow-on article to my What “Scrum Master” Are You Hiring article. I hope you enjoy it.
I’ve been traveling and crazy-busy. Drum roll, please: Hiring Geeks That Fit is available in print. For you electronic buyers, it’s available in many online bookstores, Amazon, of course, Kobo, Barnes & Noble, and Smashwords. All the links are on my page, Hiring Geeks That Fit. Barnes & Noble even has it in print, also!
I just saw this factoid on Twitter: “Did you know that 62% of jobs are posted to niche job sites? Are you missing out on these job top boards?” from SmartRecruiters. (Thanks, SmartRecruiters!) I had no idea it was that high. They link to Best 50 Niche Job Boards. In addition, look at the comments.
I saw a post on a google+ circle that I can’t post to, because I’m not part of the circle. The author has a pretty good hiring process. But, it doesn’t quite help the author learn enough about the candidate fast. The interviewing meanders. Here’s my process from Hiring Geeks That Fit, after you’ve done
I said in Hiring for an Agile Team: Making Tradeoffs, that we have a shortage of qualified people for the open agile positions. That’s based on anecdotal evidence, i.e. every hiring manager I talk to who says, “Johanna, I can’t find any agile people.” Most of the time, their ads are broken. But, once we
In Hiring for an Agile Team: Who Do You Need?, I asked you to consider the kinds of people you were looking for. Yes, you might need developers or testers or BAs or writers. And, I suggested you think about T-shaped people, those folks who could do whatever it takes to move a feature forward.
This is the start of a 5-part series: Hiring for an agile team. Let’s assume you are trying to hire for your agile team. Let’s assume you are in a location where you have candidates to recruit, that there are people looking for jobs in your area. I’ll cover how to hire feature teams elsewhere