In Hiring Tip #5: Ask Behavior-description Interview Questions, I suggested that hiring managers learn how to ask behavioral interviewing questions. Behavioral questions assume that people’s behaviors don’t change; that people reapply those behaviors to new situations. If you’re looking for a job, learn how to answer these questions.Behavioral interviewing questions ask you questions about how […]
If you’re interviewing for a position, you’ve heard the old adage: “Research the company.” Yes, that’s true, and it’s not enough. It’s time to research the hiring manager also. Here’s how you research the company and the hiring manager: Research the company by reading the web site. Read the annual and quarterly reports. Read the
When we have recessions (or whatever this economic slowdown is), people lose their jobs. At first, the marginal people lose their jobs, along with people who made bad job choices. However, since the layoffs started in the high tech industry, more experienced people are losing their jobs and have stopped looking for technical jobs. One
In a previous post, Attracting Suitable Candidates, Laurent caught me being vague. In Screening Out, he points to a great skit, where the technical people are talking about people skills but the HR people are talking about tools and technology.Too many recruiters just don’t get it — that software is much more people and perseverance
I had a heated discussion last week with a hiring manager. He was convinced games and puzzles helped him discriminate between suitable and unsuitable candidates. I told him I’d probably fail the games he had for project managers. “Uh, what do you mean the games for project managers?” “Don’t you have separate games or puzzles