Workshop Objective: How do you separate the talkers from the doers? How do you know this person will fit with your team? This workshop teaches you what you need to know to conduct an effective interview. You won’t have to ask questions that people can recite canned answers to, such as, “Tell me your weaknesses.” You […]
Workshop Objective: Hiring the right people at the right time in a high technology company remains a challenge even to experienced managers. This workshop prepares technical managers (or the HR folks who work with technical managers) for the preparation and hiring of people into the organization. Workshop Overview: This workshop walks you through a pragmatic approach to
Workshop Objective: This experiential workshop helps agile technical teams prepare, interview, and select candidates. This workshop prepares people who may have only been on one side of the interview as a candidate to effectively participate on an interviewing team and effectively evaluate candidates. This workshop specifically address the cultural issues and particulars of finding candidates who
Jason Yip’s Hire squirrels instead of turkeys has a link to a discussion of Harvard’s hiring of Faust as the new president. Looks like Harvard got smart and thought about cultural fit, and those critical influencing and negotiation skills. (See my other post A Perfect Example of Insufficient Cultural Fit.) On the other hand, read
“I need another tester for my team” – Test Manager “I’m looking for a developer/architect/someone senior for my team” – Development manager Two managers, two teams. Although each manager has a group he calls a team, the teams are quite different. The test manager has a pool of people whom he assigns to projects in
My first column for the Fast Company/Inc. Hiring Center is up. See Cultural Fits and Starts. I don’t see a way to leave comments there, so please do leave comments here.
© 2005 Johanna Rothman. Defining the people who fit your projects You’ve probably heard the adage, “Hire for attitude, train for skills.” There’s a good reason to do so. Hiring for attitude means that you won’t have to fire people who don’t fit into your culture. But that still isn’t easy. Finding people who can
© 2002 Johanna Rothman. This article was originally published in Software Development, October 2002. When hiring personnel, subject domain expertise, industry experience and software skills, combined with corporate culture simpatico, make for a well-rounded worker. by Johanna Rothman Jim, a hiring manager in search of a developer, is talking to Jane, a human resources recruiter: