In Opposition to the Convention of Hiring: New Principles for Hiring

Annie looked down at the table and softly said to her fiancee, “I’ve never been this nervous, or excited, about a job.” Sitting on the table was a package from the company she had been interviewing with. The interview process had been unlike anything she’d ever experienced; she felt fairly evaluated, trusting of the company mission and values, and she knew the company was a perfect fit for her. The day prior, the company informed Annie she would receive a package–the very package on her table–and would contain everything needed: the company’s hiring decision, feedback, and other insights from the hiring process.

Annie took a deep breath and opened the package. Continue reading

Real Values in Hiring

seedlings

Earlier this month, Jason Kerney–a team member at Hunter Industries and practitioner of mob programming–wrote an article detailing the interview process his team uses for bringing new people into “the Mob”.

This post dives into Jason’s narrative covering the principles that challenge the convention of hiring and seemingly radical tactics that answer a simple question: what is the difference between hiring a person and filling a position? Continue reading

Rubbish, Folly, and Hiring

blind

This is not a rant caused by a spell of unemployment, nor is it a cry for help or an invitation to a raging pity-party. This is a reminder of the convention of hiring knowledge workers, especially within the software industry, that we allow to coerce our decision making at the expense of our organizations.

In fact, the thoughts in this post have little to do with my present lack of an employer, even while knee-deep in wildly ineffective hiring conversations. Instead, this post primarily contains notes from past engagements where the hiring process felt like throwing darts blindfolded. Continue reading