So, if you were looking for a developer or a tester or a business analyst (or a whatever role) for your agile team, what qualities, preferences, and non-technical skills might that person have? And, is there a way to recognize those characteristics in a resume? Here’s a potential list of qualities, preferences, and non-technical skills. […]
As Esther says in her fine comment, There are lots of ways to do all these things — and sometimes teams do all the “practices” but still don’t meet the principles. Exactly. And it’s very hard to see the principles under the project when you’re reviewing a resume.Here’s a statement I’ve seen on lots of
Once you’ve seen some evidence of a lifecycle, look for the practices the candidate has used on projects. To be honest, I can imagine seeing one or two of these on a resume; certainly not all. Test-driven development (likely to be on a resume) Unit testing (likely to be on a resume) Pair programming (likely
I spoke with a recruiter yesterday about how to hire people for an agile team. Her client had suggested she look for people with XP experience, and that candidates have “stand-up meetings” on their resume. Oh no. Looking for agile people is much more than keywords.If you’re recruiting for an agile team member, first, decide
A few weeks ago at the “Hiring for an Agile Team” session, the group generated a number of behavior-description questions. I promised I would post them, so here they are: “Tell me about a time you made a mistake.” Using the context of shipping/releasing a product late: “What did you change?” (Notice the past
I received some great comments on Why Puzzles and Riddles Discriminate. Adam has a terrific list of the things he’s looking for when he uses “puzzles and/or brainteasers and/or random programs to test”: Do they give up right off the bat? Do they ask questions or sit silent pondering? Do they make different attempts or
I’m very pleased to be speaking at another Kennedy Audio Conference. See information at Building a Hiring Strategy.You’ve noticed that I’ve been blogging about some of the hiring strategies. Well, there are 12 strategies that I’ve noticed, and I won’t blog about the rest until after the audio conference. I do hope you join me.
I’ve been using Bloglet for email subscribers. Today, I decided it was time to move on to Feedblitz. If you subscribe via email, you should received this posting (and all other future postings).
At last week’s Agile 2006 conference, I led a tutorial called “Hiring for an Agile Team.” I made a statement that some of the participants challenged: Using puzzles and riddles discriminate against anyone who isn’t a (middle-upper class) white American suburban male. (I’d forgotten the middle-upper class part when I was leading the session.) So,
Last week at the Agile conference, a participant in my “Hiring for an Agile Team” session asked how to know if the people she was interviewing–who had no experience as part of an agile team–might actually work in the team. As she said, “I can’t wait for the perfect person. I can train, but I