A senior product manager had a great interview the other day. “I know the industry. I worked on the first generation of their product. I know their customers. I could do this job. I understand their problems. I showed them how I’d solved their problems in the past. I can do this again. “It’s a […]
When I speak to job hunters, they often think they can get a job doing what they studied, or what they have done, or they way they have always searched. “But the last three times I looked, I looked exactly this way.” “This is what I studied in school. I should be able to find
Have you read The next thing Silicon Valley needs to disrupt big time: its own culture? If not, it talks about hiring processes where companies Hire people “just like us” Where candidates can’t tell they are on interviews Where, if you wear a suit, you might be disqualified, because, hey, we don’t wear suits here.
I will be at Agile 2014 next week. So will about 1800 other people. I bet some of you are looking for new jobs. Would you like an Open Jam session about looking for a new job? I can conduct a timeboxed, up to one-hour session about Manage Your Job Search. If you only want
Do you read Rob Lambert’s Social Tester? He’s been blogging about his experiences finding candidates. Some of my favorites: Certifications are Creating Lazy Hiring Managers Here is a quote from that post: You cannot presume someone with a certification is a talented tester. You also cannot presume someone with no certification is a rubbish tester.
See Three Tips to Streamline Your Hiring, Part 1, Three Tips to Streamline Your Recruiting, Part 2, and Three Tips to Streamline Your Phone Screens, Part 3 to see our story to here. When my client talked about his interviews for developers, he said, “I interview people on the phone and then ask the candidate
I talked about streamlining your problem statement and your job analysis in Part 1. In Part 2, I talked about streamlining your recruiting. This part is about is about phone screens. Love them or hate them, most hiring managers (or someone) do them. But how? My client spent the first 10 minutes talking about the
My client in Part 1, where we talked about streamlining your analysis, was also having trouble finding people. He needed to hire two developers. He just “knew” there was a boom in Boston, and could not hire more people. Well, considering I had just been at a SPIN meeting the night before and met people
I’m doing a webinar on July 2 about finding a job: Manage Your Job Search Webinar . Here’s the description: Searching for a job is a big, complex, and scary prospect. You don’t have control over the end date, so it’s an emergent project. How do you regain control? By using personal kanban inside one
I spent the day consulting with a client who might sound just like you. He’s a senior manager in a small company. He’s overworked, trying to perform too many roles by himself. Here’s a quick summary of his roles: The CTO Scrum Master for as many as three teams (!) The tool master (he chose