Last week, while driving to/from parents and funerals (my folks are fine), I had several long talks with my sister, who’s looking for a job. She’s the best salesperson I’ve ever met. She’s great at selling, and stays friendly with her clients over the years. She stopped selling in high tech about 16 years ago […]
I’ve ranted about certifications before. But I recently encountered another job description with a certification that I just don’t understand. For a Quality Manager (not a Director or VP), the description asked for PMP. (The PMP is the PMI’s certification for project managers.) Here’s why I think requiring any certification is nuts: all the certification
Via Curious?, I found Give Curiosity and Chance. Here’s a telling quote From a hiring perspective (you just knew this was coming, right?), hiring managers are in love with deliverables and narrowly defined requirements. Look at job postings these days and you’ll find a litany of mandatory experience and skills. Innovation requires curiosity. And, it
Set Godin, in his The ever-worsening curse of the cog says something profound: The end result is that it’s essentially impossible to become successful or well off doing a job that is described and measured by someone else. I still think managers can describe parts of a useful, non-cog job. But jobs where a person’s
I’m in Israel this week, teaching project management. In one class, a student asked, “How technical does a PM have to be?” The inevitable answer: it depends. A project manager needs to understand the dynamics behind the work of the project. I was teaching software (and hardware) project management today. A PM for a software
I exchanged email with a graduate student recently, who’s just starting to think about what she wants to do when she graduates. Since she’s about a year away from graduation, this is a great time to start thinking. She originally thought she might want to work with teams who maintain software systems. I commented that
Take a look at Adam Kalsey’s post on Writing Realistic Job Descriptions. I particularly like this part: “Give people half a chance and they will pre-qualify themselves for a job. No one wants to take the time to send resumes and cover letters and never get a response. If you want to receive quality resumes
Uh oh. I’m seeing laundry list job descriptions. You know, the kind of job description that so carefully bounds the job with so much technical tool skill, that no one could fit the job. If your job descriptions are laundry lists of tool skill, reconsider how you’re describing the job. I like to think 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