At the Better Software tutorial yesterday, several managers said their hardest problem was finding good people. If you haven’t started continuous recruitingyet, it’s time to start.Continuous recruiting is not just the “keeping your eyes open” part of recruiting, it requires your (and possibly your team’s) active participation. It means you bring a couple of hundred […]
I’ve been working with more and more senior managers (and executive recruiters), helping them assess their CxO candidates (CEO, CIO, CTO, Senior VPs, you name it). By the time someone’s made it to the senior management level, they know how to make themselves sound good, so you can’t ask the strength/weakness question, even if you
Over at Employment Digest, there’s a post called The top 10 ways to bomb a job interview, aimed at candidates. But hiring managers and HR folks can be just as likely to bomb an interview. Here are my favorite ways: Change your toddler’s diaper while interviewing a candidate. Yes, this happened to me early in
I’m doing a webinar Thursday, May 17 for Kennedy. See Using Behavior Description Questions in Phone Screens. I am expecting to take questions and help people convert their essential technical skill, non-technical skill, and elimination questions into behavior-description questions. I hope you decide to join me. Labels: phone screen, webinar
I’m one of the folks writing a monthly column over at Recruitingtrends.com. My first column is Exploiting Your Alumni Network.
A capable senior manager has been looking for a new job for a couple of months. He’s a capable guy, and although two months isn’t that long, I was surprised that he’s had no nibbles.Then I saw his resume. His resume was 5 pages long, and had too much detail to read quickly. It also
George Dinwiddie pointed me this post, I got rejected by Google – woe is me. Read through the comments; they are as illuminating as the post. Here’s the stated Google hiring strategy, Hiring: The Lake Wobegon Strategy. I don’t see Google’s stated practice of hiring above the mean as congruent with what’s happening in practice.
On my recent trip to NZ and AU (to speak about project management), I had some informal conversations with people who could not find enough people for their projects.From my non-scientific survey, it appears that we have started a technical hiring crunch (not enough candidates for positions). Consider people you might not have considered before:
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
Last week, I was in Eindhoven, in the Netherlands. I arrived Sunday afternoon, and my host took me to the Van Abbemuseum, a museum of contemporary art. It was great.I geeked out in the elevator, however. We started at the top floor and went down to the bottom. The elevator had musical accompaniment. A high-pitched