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 […]
Now that you know what you expect from your Scrum Master’s job (the deliverables), and you know the essential and desirable skills (the first three tips), you can focus on creating the interview questions and audition. (If you have not yet read Six Tips for Interviewing Scrum Masters, Part 1 for the first three tips,
People want to know the “secret sauce” for hiring Scrum Masters and agile coaches. I wish it was easy to provide a standard set of questions. Because your agile team is unique, your questions should be different. However, there are some common qualities, preferences, and non-technical skills among Scrum Masters. First, do a job analysis
I was reading IDEO’s Culture of Helping. Especially if you are hiring for an agile team, you want to hire for helpfulness. Do You Have a Helpful Culture? Notice, that it’s not about expertise or competence. The most helpful people are people who were trustworthy and accessible. When you hire for the cultural fit of
Did you read When Did You Last “Shop” Your Candidate Experience? See the common complaints from candidates: Distracted interviewers Late or no-show interviewers Non-job relevant questions You don’t have to vie for a “Best Place to Work” award or a candidate experience award, or any award at all. You need to be authentic. That’s all.
I saw this post on Twitter, The 3 Interview Questions You Should Ask to Instantly Gauge Fit. I got excited. Oh, maybe we do have questions that address cultural fit. No such luck. More stupid irrelevant and hypothetical questions. I am so disappointed. If you are a candidate and an interviewer asks you these questions
Back in More Interview Questions Not to Ask, Part 1, I said that hiring managers and teams should not ask irrelevant questions. Some of you here, and on LinkedIn and Facebook asked, “How do we answer these questions?” Here’s how you do it. If someone asks you “Who do you most admire and why?” use
Part 1 of this is More Interview Questions Not to Ask, Part 1. There are more questions from Interview Questions: Hiring Experts Reveal Their Favorites. I had mixed feelings about these questions. You need to be a savvy interviewer to pull these off: • Describe an environment in which you would not thrive. • So
I was reading Interview Questions: Hiring Experts Reveal Their Favorites. Some of them are quite good. But some of them? Not so much. Here are the ones you should avoid, and why: Who do you most admire and why? What is your passion? If you could do anything, what would be your ideal job? Why
I read Latest figures increase digital skills gap fears as marketers struggle to fill jobs. (Tip of the hat to John Sumser.) What’s the problem? What kinds of people are hiring managers looking for? “companies seek the ‘all-in-one’ marketing and technologically capable employee” Well, that’s the problem of too many essential skills. Look, it’s great