Contents: This month’s Feature Article: Providing Effective Correcting and Reinforcing Feedback Announcements =-=-=-=-=- Feature Article: Providing Effective Correcting and Reinforcing Feedback So you can’t stand the way Bonzo checks in his broken code on Friday afternoons. Or, Cecile has such bad breath no one wants to work with her. Or, you’re not sure how to […]
I’m doing a webinar for Kennedy Information Systems next Friday, Dec. 9, 2005. The webinar is Detecting Cultural Fit Issues. It’s updated from the webinar I did in February. Please use the Kennedy link to register for the webinar. And for those of you who are wondering, I’m fine, just crazy-busy, which is why I
Auren Hoffman has an intriguing post, It is too risky not to take a risk, suggesting that people take what appears to be the “risky” job rather than the safe job.I see it differently. I don’t see jobs as risks, but as opportunities. I tried to select my jobs based on where I would learn
In a previous comment, a reader points to a resume that’s written like a cross between a cover letter and a resume. While the resume has a number of useful points, the resume is too quick to tell possible hiring managers what they are doing wrong. That dismissal of what hiring managers sometimes do also
The third biggest hiring mistake I see is when hiring managers don’t consider cultural fit issues with candidates. I don’t mean small/large company, although that’s a common question hiring managers ask. Here are more cultural fit issues: The personality diversity of the team. If you have a team of introverts (not uncommon), think about that
Recently, I spoke with a senior manager who’d outsourced new development to a non-local group. The development team has worked together in the past, and knows each other well. However, they are used to working on mature products, where you can actually write down the requirements and have them stand still for a few months.
In Michael’s comment to When Candidates and Interviewers Disagree About “The Answer” he raised a critically important point: how much does the the candidate know about this issue and how hard will the candidate push to make sure that the interviewer hears his or her side of the issue? First, let’s separate the two issues
Hiring mistakes are common. Too often, we don’t consider in advance what our critical criteria are, and we make mistakes. Here are some I made early in my management career: I hired a prima donna developer, because I didn’t listen to my gut telling me he was wrong for our culture. The rest of the
Every so often, I hear managers say things they vowed they’d never say when they were technical contributors. (Yeah, parents do that too, but that’s not the topic today 🙂 Here are a few of my favorites with their translations: “We have expertise in that area.” Translation: We have no idea what you’re talking about,
In a previous post, Attracting Suitable Candidates, Laurent caught me being vague. In Screening Out, he points to a great skit, where the technical people are talking about people skills but the HR people are talking about tools and technology.Too many recruiters just don’t get it — that software is much more people and perseverance