Many organizations heeded the COVID-19 warnings and sent people home to work as remote teams. The managers want to proceed as if the people can work from home and have “business as usual.” They’ve made these requests to their staff: Work at home, as if you were at the office. (Keep the same hours and […]
Yegor Bugayenko asked me to be a guest on his podcast to talk about Hiring Geeks That Fit. I gladly accepted and the podcast is now up: Shift-M/10. We spoke about many issues in hiring: Laundry list/shopping list problem in job descriptions Starting with a “test” or a phone screen (I need to write a post
My client in Part 1, where we talked about streamlining your analysis, was also having trouble finding people. He needed to hire two developers. He just “knew” there was a boom in Boston, and could not hire more people. Well, considering I had just been at a SPIN meeting the night before and met people
I spent the day consulting with a client who might sound just like you. He’s a senior manager in a small company. He’s overworked, trying to perform too many roles by himself. Here’s a quick summary of his roles: The CTO Scrum Master for as many as three teams (!) The tool master (he chose
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
There’s a question on one of the forums, about how to ask questions in a phone screen for junior developers. I thought I would answer it here, and then post a link. These tips work for junior developers, testers, writers, BAs, whatever. In a phone screen, you first want to ask elimination questions; then essential
I had a lovely email conversation with someone who wanted to hire a firm to perform phone screens. That just makes no sense to me. Here’s what happens when a hiring manager performs the phone screens: When a hiring manager creates a phone screen script, the manager refines the essentials of the job. Based on
In his comment, Justice points to the other side of when to ask salary questions. Too early, and you have the problem outlined in When to Ask About Salary. Too late, and you have Justice’s problem. The way you manage the salary question–which is admittedly the start of the salary negotiation–is in the phone
I’m doing a webinar Thursday, May 17 for Kennedy. See Using Behavior Description Questions in Phone Screens. I am expecting to take questions and help people convert their essential technical skill, non-technical skill, and elimination questions into behavior-description questions. I hope you decide to join me. Labels: phone screen, webinar