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 …

Six Tips for Interviewing Scrum Masters, Part 1

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 …

What Does Your Interviewing Reveal About You?

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. …

Three Interview Questions That Don’t Gauge Cultural Fit

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 …

How Many Essential Skills Do You Require?

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 …