George Dinwiddie pointed me this post, I got rejected by Google – woe is me. Read through the comments; they are as illuminating as the post. Here’s the stated Google hiring strategy, Hiring: The Lake Wobegon Strategy. I don’t see Google’s stated practice of hiring above the mean as congruent with what’s happening in practice. […]
If you’re a hiring manager, read Mike’s Life Is A Hire Way: 5 Tips For Startup Hiring. Great ideas, Mike! (And not just for startups.) Labels: hiring decision, hiring strategy, interview, recruiting
A reader emailed me and asked, “how do I interview a manager who will be my superior?”The short answer is the same way you interview peers. However, your feelings about your position or your potential boss’ position (or even someone “higher” than one level above you) will certainly influence how you feel and how you
Interviews and how they are set up reflect on the hiring manager and the organization’s culture. If you want to read about some particularly bad interviews, take a look at Jerry Weinberg’s most recent article on the AYE site, Getting Some Good Out Of Bad Interviewing. It’s hard to believe, but every situation in this
Adam Goucher has a post about how he organizes interviews, So, you’ve got yourself an interview with me. I asked Adam why he spends so much time on Company/Position overview (15 minutes) and the candidate’s Elevator Pitch (5 minutes). He said (I’m paraphrasing) that he’s hit the war for talent, and feels that he needs
Louise points to an article about questions candidates should ask at the end of the interview and follows up with her own, Questions to Ask at the End of the Interview: A year from now, how will you evaluate if I have been successful in this position?” Louise goes on to explain why she likes
At the SD conference a few weeks ago, a colleague asked me this question. (I’m using the Myers-Briggs terminology:If you’re wondering, I often describe introverts as people who need to think in order to speak, and extaverts as people who need to speak in order to think.) Well, the answer is Yes and No. If
I received some great comments on Why Puzzles and Riddles Discriminate. Adam has a terrific list of the things he’s looking for when he uses “puzzles and/or brainteasers and/or random programs to test”: Do they give up right off the bat? Do they ask questions or sit silent pondering? Do they make different attempts or
I coached a manager who’d hired seven people in the previous year–and had fired five of them. His manager was ready to toss him out, too. Instead, the senior manager decided this manager needed coaching about how to hire people. When I asked the manager about his interviewing style, he explained that he used what
Tester extraordinaire Mike Kelly pointed me to Interviewing the Interviewer: Beyond Getting the Job. If you’re a candidate, you should read this. Dave lists a bunch of questions that help a candidate see the culture of the organization. And yes, I’ll take this as another ding to post my cultural fit article.