Download Agile Hiring by Sean Landis PDF

By Sean Landis

This e-book provides a clean technique that's verified by means of hearth: constructed by way of the writer in over 20 years of expertise hiring software program pros at either small businesses and massive. Drawing on ideas from the "agile" software program improvement circulation, this e-book bargains a unique technique to take into consideration hiring.

This publication deals particular and functional recommendations that will help you lease larger now. It additionally provides your hiring employees a version for constantly enhancing person and organizational hiring abilities. As you turn into extra expert in hiring, you are going to have fun with this e-book in new methods. Get your hiring staff at the related web page in terms of hiring. This publication is a must-have reference for someone inquisitive about hiring software program pros.

Show description

Read or Download Agile Hiring PDF

Best software development books

Design Patterns: Elements of Reusable Object-Oriented Software

4 top-notch authors current the 1st booklet containing a catalog of object-oriented layout styles. Readers will tips on how to use layout styles within the object-oriented improvement method, easy methods to resolve particular layout difficulties utilizing styles, and achieve a standard vocabulary for object-oriented layout.

Extreme Programming Perspectives

Offers forty seven articles that signify the insights and sensible knowledge of the leaders of the XP neighborhood. supply experience-based innovations for imposing XP successfully and offers winning transitioning techniques. Softcover.

Decision Making with Dominance Constraints in Two-Stage Stochastic Integer Programming

Two-stage stochastic programming types are regarded as appealing instruments for making optimum judgements less than uncertainty. regularly, optimality is formalized via making use of statistical parameters resembling the expectancy or the conditional price in danger to the distributions of goal values. Uwe Gotzes analyzes an method of account for probability aversion in two-stage versions dependent upon partial orders at the set of genuine random variables.

Extra resources for Agile Hiring

Example text

What do you do if someone seems to have all the requisites and a lot more? This can be tricky to evaluate. It is easy to confuse over qualification with something else. For example, someone who has moved into management may be rusty, or they may just want to be technical again. This isn’t overqualification per se since management typically isn’t a technical role. The candidate may have enjoyed a higher salary and more responsibility as a manager, but probably didn’t grow technically. Members of the hiring team might make assumptions that lead them to eliminate the candidate that has, in the areas you desire, all the requisite skills; more years of experience than you require; and maybe technical leadership in the form of publications.

For example, if you get the bulk of your résumés through job boards or direct submission, this approach might be helpful. On the other hand, if recruiters who are filtering well for you submit the bulk of the résumés, then pre-screening is probably a wasted effort. Here I describe some common types of résumé reviews and highlight their benefits and weaknesses. In all cases, the reviewers should enter their observations and opinions into a tracking system after each résumé review. Lone reviews The main advantage of lone reviews is that you maximize your résumé review throughput.

Your strongest technologists should be in the role of Technical Interviewer, but only if they are also strong interviewers. Technical interviews are very stressful on most candidates. It requires skill to get a good read on the candidate despite their stress level. The Closer is often a senior manager who can discuss salary matters as well as company-related questions the leads may not be able to answer. Often having a more senior person do the close will leave a positive impression on the candidate.

Download PDF sample

Rated 4.84 of 5 – based on 11 votes