There’s an epidemic among girls, boys, and adults of all ages. People affected by it proudly declare their perceived disabilities and needlessly berate themselves. I often hear statements like “I’m not smart enough for this,” “I’m not good at math,” or “I’m not a technical person.” Shutting out an entire …
Famous business people like to go on record describing a killer interview question they always use. I have my own such question, and I can humbly claim that it’s better than any other I’ve seen so far. The question is very simple: “What would you like to do when you …
Unless you’re at the very edge of the bell curve, you must have had a chance to work with people who are smarter than you. Chances are, some of them were a tad difficult to work with. It’s easier to deal with a fool who overreacts and blows things out …
Two qualities matter most when hiring product managers: smart persistence and attention to detail. Everything else is secondary: experience, education, and technical aptitude. Finding out if a candidate is persistent (but not annoyingly stubborn) and fanatically detail oriented is not trivial in an interview setting. After trying out different approaches I …
Tech workers rarely take a job just because they need one. It’s a buyers market for the most part, and more so when the economy is booming. Rational job seekers – and I’d like to think they all are – choose positions that will allow them to grow and develop. Finding …
A recent study found that recruiters spend 6 seconds scanning a resume before making their initial decision. The study is biased and superficial, but if true, it must means that most of the reader’s attention goes to recognizable elements, like brand names. Big mistake.
A common hiring mistake is to insist on finding someone who has significant domain experience. While such a hire – if one can be found at all – has its merits, the drawbacks often outweigh the advantages. The common belief, to paraphrase an old meme, is “no one was ever fired for hiring a candidate with domain expertise”. Hiring managers think they play it safe by ignoring “foreign” candidates whose career path did not cross their specific domain. To their defense I can say that it is, indeed, easier to vet candidates who have domain-specific keywords on their resume. It just feels right. But is taking the easy route the right way to go?
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