Do You Hire for Confidence, Comfort or Capability?

In the software industry, we toss around terms such as “Holacracy,” “meritocracy,” and “collaborative environment.” We claim to hire for skills. That’s not what I see. I see hiring managers hiring people just like them (mini-me’s), people who went to their schools, make similar life choices, and are roughly the same age. That’s because these …

Series on Hiring Technical People

Have you seen Nick Korbel’s series about hiring techies? See On Hiring Techies. There are several posts: Evaluate Potential, Not Accomplishments. He’s talking about evaluating qualities, preferences, and non-technical skills. Coding Challenge: A pre-interview audition. The cool thing is that they then discuss the audition in the interview. The Team Interview. I dislike panel interviews. …

Three Tips to Streamline Your Interviews and Auditions, Part 4

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 …

Are Your Interview Questions Selling People on Your Organization?

Your interview questions and your auditions should sell people on working for you. It’s that simple. You don’t need to sell people on working for your company. When I teach interviewing, that’s what I teach. And, every single time, my workshop participants roll their eyes and don’t believe me until we start crafting their interview …