Download Agile Hiring by Sean Landis PDF

By Sean Landis

This booklet provides a clean process that's established via hearth: built through the writer in over two decades of expertise hiring software program pros at either small businesses and big. Drawing on rules from the "agile" software program improvement flow, this ebook bargains a distinct technique to take into consideration hiring.

This booklet bargains particular and functional ideas that can assist you lease larger now. It additionally provides your hiring employees a version for consistently bettering person and organizational hiring talents. As you turn into extra expert in hiring, you are going to savour this e-book in new methods. Get your hiring crew at the related web page by way of hiring. This e-book is a must-have reference for a person interested by hiring software program execs.

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You are unlikely to find a candidate that fits all your requirements and desired attributes. By differentiating, you make clear what is critical and what isn’t. This gives you flexibility in hiring. You may be looking for experience in one technology but you might consider listing closely related technologies, especially for the desired but not required skills. Be as accurate as possible in describing the position. Human nature dictates that candidates will apply who are both under- and over-qualified.

I will discuss education in more detail later in this chapter, starting on page 72. What the candidate chooses to provide (or leave out) can say a lot. You will see a wide range of schools and degrees. Understand what the education requirements of the position demand and do your research regarding institutions a candidate lists. If you have not heard of an institution, do some research to ensure it exists and whether it is any good. Review the curriculum the candidate followed to get a sense of what she ought to have learned.

A challenge when filtering is to strike the right balance between unintentionally eliminating qualified candidates and minimizing the filtering effort. How aggressively you filter out résumés will be dictated by the rate of résumés you receive, and the number and quality of positions you must fill. Filtering demands the ability to quickly get a sense of the quality of the candidate, so you want people who have strong review skills. The reviewers also need to understand the positions available that they are filtering against.

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