Hiring Technical People

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Why You Want to Hire Older People

Hiring Technical People

This morning, I read For Economy, Aging Population Poses Double Whammy  (registration required). If you don’t read the WSJ, here are some interesting takeaways: On average, every 10% increase in the share of state’s population over the age of 60 reduced per capita growth in gross domestic product by 5.5%. They are less expensive.

2016 82

Many More Than Five Tips to Combating Ageism in Hiring, Summary

Hiring Technical People

Let me summarize what you can do if you are a person of a certain age—maybe just over 30—and you want to find a job. Do it anyway.).

2016 76

Certifications in Hiring, Part 1: A Certificate’s Value

Hiring Technical People

There are a ton of certifications these days. Many demand only that you sit through a 2-day or even 1-week class and then take an exam. Some certifications demand that you prove you have worked in the field for some number of weeks/hours the previous year or so. Let me tell you a story about the last certification exam I attempted. checked. Why HR?

Differences Between Hiring a Contractor or Consultant

Hiring Technical People

One of the people in my session called contractors “consultants” and tweeted about it. Consulting is different from contracting.

Five Tips to Combating Ageism in Hiring, Part 1

Hiring Technical People

About a year ago, I wrote “ Hiring Trap: Don’t Hire Anyone Older Than… ” Unfortunately, ageism is still rampant. If you are a candidate over the age of 40, you have encountered ageism. If you are also unemployed while you are looking for a job, you might feel as if you are up the proverbial creek. You look like an old hippie.

2016 68

Five Tips to Combating Ageism in Hiring, Part 3

Hiring Technical People

In Part 1 , I described your job search planning. In Part 2 , I discussed what you can do to help your resume. In this part, I’ll talk about the interview. Any candidate needs to prepare for the interview. Your first sale is always to yourself.) Why are you valuable to this organization? Looks matter, so make sure you don’t look old.

2016 55

Terrific Question for Assessing Culture in a Job Search

Hiring Technical People

In The One Question You Should Ask About Every New Job , Grant says, Ask people to tell you a story about something that happened at their organization but wouldn’t elsewhere. There are four categories of stories: The human-ness of senior management (or not). Promotion opportunities for anyone. How the organization fires/lays off.

4 Tips for Preparing for a Project or Program Manager Interview

Hiring Technical People

I have a post on this site, Interview Questions for Program Managers. There are a number of comments. Some ask how to answer the questions. Some want more information. Maybe you also read  Six Tips for Answering Project and Program Manager Interview Questions  or I nterview Questions for Project Managers  and want more detail. This is the detail.

2015 69

Negotiating for an Increase in Starting Salary

Hiring Technical People

You have an offer. It’s lower than what you expected. You know that the higher your starting salary in a job, the more money you make over your lifetime. If you get “behind” in your salary, it’s difficult to catch up. How do you know what to ask for and how can you do it? Understand your value. HR is not your ally.

Certifications in Hiring, Part 2: Hiring Traps

Hiring Technical People

In Part 1 , I discussed the issue of certification vs. experience. One of the problems in using certifications to discriminate for or against people is that some people might have the experience you want, and might not have the certification paper that represents that experience to you. Here’s an example. She loved her job.

Five Tips to Hiring a Generalizing Specialist

Hiring Technical People

We talk a lot in agile about generalizing specialists. Scott Ambler has a terrific essay on what a generalizing specialist is: Has one or more technical specialties… Has at least a general knowledge of software development. Has at least a general knowledge of the business domain in which they work. From Scott Ambler’s essay, [link] ).

2014 72

An Agile Approach From Job Offer to Start to Success

Hiring Technical People

If you’re a hiring manager, you might think that once you’ve made the offer you’re home free. Not quite. How long does that take?

Offer 75

Creating a Succession Plan for Your Technical Team

Hiring Technical People

We often think about a succession plan for managers. But, if you’re not thinking about a succession plan for your technical team, you’re falling prey to local shortages , and hiring the same old kinds of people. You’re not getting diverse people. That means you may not be able to create innovative, great products. This is not good.

2014 72

4 More Tips to Answering Project Management Interview Questions About Metrics

Hiring Technical People

Some of you would like to know how to answer questions about the metrics you can gather and discuss when you look for a job as a project or program manager. Here are some tips: Tip 1: Separate the quantitative questions from the qualitative questions. I bet you have qualitative “measures” that you use either by design or by intuition.

2015 59

Hiring Trap: Don’t Hire Anyone Older Than…

Hiring Technical People

When I was a young developer, my employers were hungry for talent. They hired women, as well as men. Of course, my first employer wanted to know what birth control I used, which was an illegal question at the time. told them so. Fast forward to the 80′s, when I became a hiring manager. “Send them over!” ” I was excited.

2014 76

Hiring for Cultural Fit Slides Posted

Hiring Technical People

I’ve given webinars and talks about hiring for cultural fit for years. couple of weeks ago, I was in Waterloo/Kitchener, Ontario. When When I spoke for Communitech , I updated my talk, Hiring for Cultural Fit. It’s easy to get cultural fit wrong. It’s more difficult to get it right. hope you enjoy the slides.

When is “Hiring for Culture” Discrimination?

Hiring Technical People

There’s a great post, Please: Stop “Hiring to Cultural Fit” Laura Bergells explains the problems of what she sees when people supposedly hire for cultural fit: They consider for personality first. They consider tech and business skills second. If you read this blog on a regular basis, you are shaking your head in disbelief.

Six Tips for Interviewing Scrum Masters, Part 1

Hiring Technical People

People want to know the “secret sauce” for hiring Scrum Masters and agile coaches. wish it was easy to provide a standard set of questions. Because your agile team is unique, your questions should be different. However, there are some common qualities, preferences, and non-technical skills among Scrum Masters. You do. Flexibility. Never.

2014 66

Great Review of Manage Your Job Search

Hiring Technical People

I spoke about hiring for cultural fit at Communitech in Waterloo, CA earlier this year. While I was there, I met another author, Yvonne Chypchar. She wrote a terrific book about knowing your value,  Be the Smart Girl: Money and Your Value: Navigating the world of part-time and summer jobs for girls 12 to 17.). You can, too. Thanks, Yvonne.

CA 54

Three Tips for Answering “Tell Me About Yourself”

Hiring Technical People

I’ve said I don’t like the “Tell me About Yourself” question long ago and more recently. It’s not a useful question. But that’s not going to stop interviewers from asking it. Here are my three tips for answer this question. Remember that you are not your degrees or certifications. Here are some examples.

2014 69

7 Tips to Starting a Job Search

Hiring Technical People

Do you have a resolution to find a new job this year? Check out these tips for a better, streamlined job search. Develop your LinkedIn Profile along with your resume. You need both. You might want to read  7 LinkedIn Profile Tips and Tricks in 2014 That Make a Difference. You  cannot afford to ignore LinkedIn. It is just as important as your resume.

2015 59

Certifications in Hiring, Part 3: Hiring Tips

Hiring Technical People

How can you use certifications in your hiring? In Part 1 and Part 2 , I discussed the value of certifications and hiring traps. Let’s see how to be positive about certifications and use them during the hiring process. I’ve already said that a certification might be a sign of perseverance and interest in the field. Analyze the job. Coach?

How to Ask for an Introduction or a Recommendation for a Job on LinkedIn

Hiring Technical People

I have a large LinkedIn network. have worked hard to build that network. I bet some of you reading this are part of that network! But a recommendation?

What Culture Do You Want in a New Job? Part 1

Hiring Technical People

One of the things I suggest in Manage Your Job Search is to think about your culture when or before you start interviewing. How do you do that? An organization’s culture is made of these three things: What’s okay to talk about? How do you treat people? What do you reward? You can’t just ask these things of yourself. Take your time.

What Does Your Interviewing Reveal About You?

Hiring Technical People

Did you read When Did You Last “Shop” Your Candidate Experience? See the common complaints from candidates: Distracted interviewers. Late or no-show interviewers. Non-job relevant questions. You don’t have to vie for a “Best Place to Work” award or a candidate experience award, or any award at all. What did you do?”

2014 66

Three Tips to Streamline Your Phone Screens, Part 3

Hiring Technical People

I talked about streamlining your problem statement and your job analysis in Part 1. In Part 2, I talked about streamlining your recruiting. This part is about is about phone screens. Love them or hate them, you have to do them. But how? My client first spent about 10 minutes talking about the company and the position before he asked any questions.

2014 63

Hire for Cultural Fit: It’s Time to Add Other People, Pt 2

Hiring Technical People

In Hire for Cultural Fit: It’s Time to Add Women, Pt 1 , I wrote about the need to add women to your team, and what you could do. But just hiring women isn’t enough. You need race and age diversity, along with personality diversity to get the best products out of your teams. thought that was strange. It was time to change that.

Hiring Trap: I’ll Wait for the Best Person

Hiring Technical People

A senior product manager had a great interview the other day. “I know the industry. worked on the first generation of their product. know their customers. could do this job. understand their problems. showed them how I’d solved their problems in the past. I can do this again. The kids area done with college. This would be a great job.

2014 59

We Have Created Our Own Shortage Of People

Hiring Technical People

John Sumser is writing a series of articles about the hiring paradox on HR Examiner. Read the first one, The Hiring Paradox (Skills Gap 1). Nooooo.

2012 79

Three Ways to Answer “Tell Me Something No One Knows About You”

Hiring Technical People

Hiring managers who haven’t read Hiring Geeks That Fit are now asking another irrelevant   question : Tell me something no one else knows about you. Now, in case you aren’t sure, this is an irrelevant question. It doesn’t directly help an interviewer learn how the candidate can perform the work or fit with the team.

2015 53

Ask Questions of the Hiring Manager and the Interview Team

Hiring Technical People

In an interview, you have an opportunity to ask questions. Good interviewers will ask What Questions Do You Have For Me? What questions do you ask? It depends where you are in the interview process. First, ask about culture. As a candidate, these are ideal questions to ask in a first-round interview. How do you treat people? What do you reward?”

2012 84

Networking Traps and Tips Slides Posted

Hiring Technical People

I gave a webinar this past week to the BU Career Connection. We had a great turnout. have posted my slides: Eight Traps (and Tips) of Networking When Job Searching. The slides are based on Manage Your Job Search. Since I published the book and have given talks about it, I have discovered more traps. hope you enjoy the slides.

2015 48

When is an Interview Free Consulting?

Hiring Technical People

I’m a big fan of auditions in an interview. (I have many posts about auditions in this blog.). However, some hiring managers and teams push interviewing and auditions too far. Here is a way that works for auditions and interviewing: Create the dirtbag phone screen, if that matters to you. Maybe use another 20-minute audition. That’s it.

2015 47

Five Tips to Hiring a Generalizing Specialist

Hiring Technical People

We talk a lot in agile about generalizing specialists. Scott Ambler has a terrific essay on what a generalizing specialist is: Has one or more technical specialties… Has at least a general knowledge of software development. Has at least a general knowledge of the business domain in which they work. From Scott Ambler’s essay, [link] ).

2014 54

Do Your Ads Reflect Your Job and Culture?

Hiring Technical People

If you are like many hiring managers I know, you don’t like to write job ads. You find them boring to write. When they are boring to write, many candidates find them boring to read. You don’t have to make your ads boring. Have you read Pradeep Soundararajan’s ad for his VP? Watch his video. It’s okay then. Sell the job.

An Alternative Hiring Candidate Funnel

Hiring Technical People

Here is an alternative funnel, with what I hope is a better sense of proportion and scale. Your comments helped me a lot.

Four Tips for Defining Your Value

Hiring Technical People

I say in Manage Your Job Search and Six Tips for Editing Your Resume that you have to fill in the details of your resume. It’s the details that count. Here are three tips that might help: For every line on your resume, what action did you take that added value to the project or organization? Think about it. Did you save the company money?

2014 60

Series on Hiring Technical People

Hiring Technical People

Have you seen Nick Korbel’s series about hiring techies? See On Hiring Techies. There are several posts: Evaluate Potential, Not Accomplishments. He’s talking about evaluating qualities, preferences, and non-technical skills. Coding Challenge : A pre-interview audition. The Team Interview. dislike panel interviews. Yes—Fist pump!).

2015 50

Project Culture Reflects Management Culture

Hiring Technical People

I have a post, What’s the Culture on Your Project? that discusses the project issues of the Romney campaign. But there is a deeper issue. Now, Romney himself may not have hired the project manager. suspect not. In an organization as large as a campaign, the top guy is not going to do all the hiring. You cannot afford to settle for second best.

How to Hire for Cultural Fit Without Becoming Insular and Mediocre

Hiring Technical People

Have you read The next thing Silicon Valley needs to disrupt big time: its own culture ? If not, it talks about hiring processes where companies. Hire people “just like us” Where candidates can’t tell they are on interviews. Where, if you wear a suit, you might be disqualified, because, hey, we don’t wear suits here.