Imagine this scenario. You have a number of openings, some for senior positions. Maybe you even work for a large company that’s highly attractive for potential candidates. To manage the phone screens and interviews, you send out a pre-interview set of questions. There’s a variety of questions, and the last one is about salary.Stop right […]
Read Sidu’s Avoiding hell at work by spotting Dilbertian job descriptions.Sidu’s on target. That’s why I suggest you do a real job analysis, and write the ad and/or job description with other technical people. People who are not in the industry dumb down the descriptions and ads, and make them worthless for people to filter
Last week, at the Agile 2007 conference, I ran a tutorial called “Hiring for an Agile Team.” As part of the tutorial, I ask people to group themselves into threes, where one person interviews, one is the candidate, and one is the observer.It never fails. An interviewer thinks they’re asking one question, but the candidate
In Hiring the Best …, I recommend you hire for today’s projects, not for tomorrow’s projects.Now that we are back in a candidate’s market, it’s even more important to hire the people you need now. You can’t tell who you’ll need in the future. That “guaranteed” project? I’ve seen many of them postponed again and
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,
A behavioral audition is one where you want to see some specific candidate behaviors. Management auditions typically fall into this category. But especially if you’re hiring for an agile team, you might want to see how a candidate exhibits behaviors, such as coaching, feedback, how the person participates in a standup meeting or in a
A management audition is similar to a technical audition, but because the functional skills are so different, and because senior technical people may also require some management capability, I see these as two different kinds of auditions. As usual, your mileage may vary. Here are some possible management auditions: Facilitate a meeting Give a presentation
In his comment, John asked about auditions for a business analyst. The audition will vary, depending on the kind of projects you do. Here are some possibilities: For a more serial lifecycle, you could ask a BA to help elicit requirements. You’d listen to the way the candidate interviewed, if the candidate interrupted the speaker,
If you’re thinking about auditions, consider a “technical” audition for any of your open positions. A technical audition provides you a little insight into a candidate’s functional skills. If you’re hiring a developer, ask the candidate to extend a design, or find a problem and design a solution. You could ask a tester to test
I’m planning to do a series on audition, and the first one is the idea that every candidate enjoys an audition of the hiring manager, team, and company. That’s because every time you organize an interview, ask a question, or do anything at all, the candidate can watch you work. That’s an audition. Labels: audition,