Emilya Sam wrote:What does Agile Hiring deal with.
Jeanne Boyarsky wrote:Congratulations to the winners and thanks to Sean for all e great conversation!
amrut sabade wrote:Hii every one
i am facing the same issue , i know java very well,sun certified and i have passion for it, but currently i am doing iphone application development and learnt Objective c, i even didnt heard it before , as i was assingned to work on it ,i had to do it , but i seriousely want to return to Java and web development, so is it possible?
Jeanne Boyarsky wrote:The process does involve interviewing in person. As do almost all interview processes. Even if the person works remotely, I think it is important to not just interview over the phone.
Jeanne Boyarsky wrote:A non tech interview will focus more on your experiences wi respect to the business domain or soft skills. I would expect more situational questions like what would you do if ....
dhoni Gibson wrote:HI all,
i am gonna have HR , technical and senior executive interview next week, i have cleared technical interview last week. i want to know what kind of questions i can expect from each interview . in specific i would like to know one with the senior executive (vice president i guess ).
Thanks in advance
chris webster wrote:
...One thing I recommend looking for when reviewing resumes is how stable the candidate is; or conversely, whether the candidate is a job hopper...
Many recruiters don't make the same distinction you mention here, which is why it can be difficult for contractors to get back into permanent employment, regardless of how motivated they might be to find a good long term job. And on the other side, I've had interviews for short term contracts with some organisations that give contractors the "permie" interview, with lots of fluffy stuff about how they're all one big family and everybody stays there forever. Usually a warning sign in my experience, as these tend to be the stories organisations want to present (or believe) about themselves, rather than the usually less flattering reality.
chris webster wrote:As a contractor I'm curious about this as well. How long do people stay in "permanent" roles these days? And how long does a contractor have to work somewhere before they start to become candidates for the kind of selection processes you're talking about for permanent staff?
I've worked in places as a contractor where they had contractors who'd been working there for years e.g. a utilities company that had fired all its permanent staff and took them back on as contractors the next week and wanted to keep the staff long term (but under a different heading in the balance sheet), or some ex-public sector organisations where the permanent staff were still able to refuse particular kinds of work, creating opportunities for contractors to become indispensible to the organisation. Meanwhile, there often seems to be a lot of "churn" in permanent roles, especially at the more junior end of the market, where changing jobs is often the best way to increase your salary and extend your skillset.
So how far do these factors influence hiring?
Gian Franco wrote:Hello Sean,
...before hiring someone there should of course be a need to do so,
does your book cover this grey area of deciding whether to hire or
Does the book go further than the interview and describe the part
of the process that follows it?
Kandpal Mahesh wrote:Hmm... maybe I got it wrong? I googled the termand found that it is related to hiring IT professionals. I would like to know the difference between the normal and Agile approaches.
prashanthNair wrote:Hi Sean,
We are using the Agile methodology for our mobile application development. How could the "Agile Hiring" helps people like us who are in software development
Jeanne Boyarsky wrote:Janet,
It's nice to see so many authors of agile books back on the ranch this week! The book doesn't address hiring testers. I'm curious people's thoughts on it though. And not just limited to Sean.
I would think a hands on testing example would be good to have. Just like i expect developers to code at an interview, i think testers should come up with test cases/paths/scenarios.
Deepak Bala wrote:
Jimmy Clark wrote:Agile Hiring is really just the title of a book...really. It is not a new methodology or a latest trend or a framework, or anything other than a title of a book about hiring.
From the book
Drawing on principles from the "agile" software development movement, this book offers a different way to think about hiring.
So yes, they are related. I am not sure how the relation is brought about in the book. Skimming over the table of contents reveals that the book goes through the entire process in a succinct 200 pages. It should make for a nice read over a week end.
Anil Erukulla wrote:Agile Hiring ,seems to be latest trend, the fit get the best.
this will not be case for all Major MNCs only for startup or the middle level-growing firms like the JAVA technology firms best example.