Pawel Brodzinski has a terrific LinkedIn post about the value of hiring women. In his experience, they stay longer than the men. That means the investment the company makes in these people has a longer payback time. That’s an example of a safe hiring decision. That’s been my experience, too. But I didn’t just hire […]
In my article, Which “Scrum Master” Are You Hiring?, I suggested you articulate the type of leader you might be hiring. Why? You might not be hiring a “Scrum Master” at all—but you are likely hiring a servant leader. In this article, let’s discuss the kind of qualities, preferences, and non-technical skills you might need
Have you looked at some of the ads for Scrum Masters lately? Some ads include the need for PMPs or they say they will give you a bonus if you complete the project at a certain time or to someone’s satisfaction. Some talk about hiring the team or about managing the customer’s expectations. Some talk
Summary: If you’ve been tasked with creating an agile team, first consider what differentiates an agile team from a non-agile team. In this week’s column, Johanna Rothman highlights six behaviors of people on successful agile teams that candidates for an agile team should possess. Are agile team members different from people on other teams? Yes
I recently spoke with a recruiter who told me, “I just can’t seem to find agile candidates. No one has “stand-up meetings’ listed on his resume.” When you’re reviewing resumes, it would be nice to find some keywords so you could see if the candidate has had agile experience–but it’s unlikely. However, implementing a few