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Sergey Solyanik left Google and is back to Microsoft. His post on the subject is just... hum.. pragmatic ! Here are my favorite parts of the post: (bold format is my responsibility) (...) "First, I love multiple aspects of the software development
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Hugo Ribeiro , Area Director @ Primavera BSS , is posting a series of posts about Software Engineering. Real interesting content, since he is posting about REAL experiences and not theoretic methodologies. It deserves a reading, to check out difficulties,
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Seth * posted a little controversy blog entry , justifying why job interviews are completely unecessary. In part I agree with him, even knowing that sometimes it is difficult to practice the "let's work for a weekend" concept that he refers. My favourite
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After we start the “Yes” folder , I normally use a technique which is not very welcome by a lot of candidates, but I keep doing it because I really think that the overall balance is positive: Phone screen interviews . Phone screen interviews are important
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Today in the news , was announced that the Portuguese soccer club Benfica will raise the salary of Simão Sabrosa , a player recently involved in a kind of novel that could be named “I don’t know if I stay or I go”. According to the source, the club thinks
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He's not a hollywood star, but he's becoming an interesting blogger at management subjects. Brendon Connelly from " Slacker Manager ", chatted with Lisa Hanerberg in her series of podcasts entitled "Fireside Chat" (feed here ). Brendon has done an interesting
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Filtering hundreds and hundreds of candidates can take days. Reading all their resumes can be really tedious and non-productive. When I start to select my candidates, I separate them in three blocks: Yes , No and Maybe . I do it by selecting them using
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I’ve talked about this earlier , but I think this still deserves a separate post. Writing a clear and bold opportunity description can make all the difference. Normally I try to write an opportunity description that for one side is not too “open”, avoiding
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In the end of a hiring process, we all want the same – to choose the best candidate! Well, unfortunately, that’s not easy and fast. Most of the times, at least by my experience, that will take a lot of time, consume a lot of resources, and even though,
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While I don't write my note 4, here is a really nice post from Johanna Rothman about puzzles and questions contextualization while evaluating candidates. Johanna is the author of one of the books I read about management: Behind closed doors . While it's
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Following my last posts , today we'll talk about recruitment planning. A problem I normally cross over recruitment is the time the company spends on it. Time is money , and even thinking that we are spending time around the future of the company, probably,
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Continuing the series of posts about recruiting , today my note is: Welcome – convincing your future team member to work with you, right away ! The first impression is really important. There’s nothing worst than arriving for an interview, and get the
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Some time ago, I went to an interview in a specialized recruitment company, which was leading a process for an IT staff on a well known Portuguese IT company. The conversation was interesting and the guy was nice. Even though, my first impression for
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Team Building , originally uploaded by hbatista . There was a long time I was not going to a company team building, and I was almost forgetting how important this is to project rolling and motivation. Forgetting those everyday problems, and some fierce
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Many topics are emerging from PDC05 . Windows Vista, Windows Codename Longhorn Server, Microsoft Office12, IE7, IIS7, Atlas (kind Ajax.net) , Linq (codenamed Orcas), Windows Workflow Foundation, Infocards, Groove , Monad, TxF, etc, etc, etc. The hottest
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