Thanks to George Dinwiddie, who pointed me to the hashtag #FiveWordTechHorrors. I have been enjoying that stream. I found “We Only Hire Rock Stars” at some point. I realized I had not written about a common hiring trap in a very long time. Yes, you should hire “stars.” They have to be stars who fit […]
I saw a post on a google+ circle that I can’t post to, because I’m not part of the circle. The author has a pretty good hiring process. But, it doesn’t quite help the author learn enough about the candidate fast. The interviewing meanders. Here’s my process from Hiring Geeks That Fit, after you’ve done
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
I gave the “same” talk twice last week, at Agile Boston. Now, I never memorize my talks, so it’s never the same talk. I record my talks so I can learn from them. I had to select which talk I uploaded to slideshare. Tough decision! I decided to upload the first talk, because I thought
Have you read this New York Times article, In Head-Hunting, Big Data May Not Be Such a Big Deal? It’s an interview with Laszlo Bock, senior vice president of people operations at Google. There are several points that are critical for you to read: We looked at tens of thousands of interviews, and everyone who
I’ve been trying to record movies to promote my books. I have not been successful. I don’t like the lighting. I sound funny–not ha-ha. I sound strange, like a Stepford wife. Not me at all. So I decided to go for really not me at all, in my first promotional movie for Hiring Geeks That
I was reading Must-Have Job Skills in 2013, and I was struck by the skills Mantell says job-seekers must have: Clear communications Personal branding Flexibility Productivity improvement Here’s what these mean for great geeks: Communications mean you have to be able to discuss what you mean with and without the correct jargon. With jargon, you
Here is an alternative funnel, with what I hope is a better sense of proportion and scale. Your comments helped me a lot. Here’s the idea behind the funnel. You have ads that help your candidates screen themselves in or out. Of course, there are always some people who don’t screen themselves out, so you
I like to think of a funnel as the way we bring candidates into the organization and through the recruiting process. The resumes are the huge intake. The resume review starts to narrow the funnel, the phone screen narrows it more. As you use elimination questions in the phone screen, you knock people out before
If you’ve had any interview training at all, you know you’re supposed to leave time at the end of the interview to ask, “What questions do you have for me?” Most candidates don’t know what to ask. Some candidates ask about benefits, which might be okay. Some candidates don’t ask anything because they don’t know