I read this article, “Poor Job Fit: A Growing Global Epidemic.” Julie Moreland, the author, says our hiring approaches neglects to account for an individual’s suitability for a potential job. … Research from Towers Watson shows that companies with high levels of employee engagement improved operating income by 19.2 percent, while those with low levels […]
Back at OOP 2012, I gave a talk called “Six Behaviors to Consider When Hiring for an Agile Team.” These are all team-based, interpersonal skills that any team needs, but are critical on an agile team: collaboration; how to stop when something is good enough–especially when the customer says so; how to ask for help,
It’s now a hiring manager’s market. That means hiring managers can be picky and try to find just the right person for the open req. But, it also means that many applicants exist for each open req, and all of those people are applying for your job. How does a hiring manager find the right
Based on my Reviewing Resumes for an Agile Team posts, I wrote a column for Stickyminds, Recognizing Agile Candidates. You can leave comments there or here.
Last week at SD, I met up with Brian Robertson of Ternary Software, a small consulting company in the Philadelphia area. They have a different approach for their first contact with a candidate: they ask candidates to fill out essays (scroll down to see the essay questions).These essay questions reflect the culture of the company.
I hope that when you read these posts, you came to the same conclusion I did. It’s almost impossible to detect from a resume whether or not a candidate is accustomed to an agile project, or could work on an agile project successfully. Keywords, especially, are useless when it comes to reviewing resumes. So what’s
So, if you were looking for a developer or a tester or a business analyst (or a whatever role) for your agile team, what qualities, preferences, and non-technical skills might that person have? And, is there a way to recognize those characteristics in a resume? Here’s a potential list of qualities, preferences, and non-technical skills.
As Esther says in her fine comment, There are lots of ways to do all these things — and sometimes teams do all the “practices” but still don’t meet the principles. Exactly. And it’s very hard to see the principles under the project when you’re reviewing a resume.Here’s a statement I’ve seen on lots of
Once you’ve seen some evidence of a lifecycle, look for the practices the candidate has used on projects. To be honest, I can imagine seeing one or two of these on a resume; certainly not all. Test-driven development (likely to be on a resume) Unit testing (likely to be on a resume) Pair programming (likely
I spoke with a recruiter yesterday about how to hire people for an agile team. Her client had suggested she look for people with XP experience, and that candidates have “stand-up meetings” on their resume. Oh no. Looking for agile people is much more than keywords.If you’re recruiting for an agile team member, first, decide