There was a time when hiring was thought to be so simple task unlike today. But actually it is really a simple thing. If you think in such simple way. When I was younger, I thought that a good guy can learn new things with his honest hard work while a person who is not honest with some thing , is not useful no matter how much he is intelligent. But with the increasing demand of variety of IT professional skills that a layman can't adopt in a day or two. So at the time when many people are looking for jobs, at the same time HR managers are also looking for human resources but it is difficult to find right person. I am actually talking about IT industry.
Due to above reasons, many of our HR managers and company owners have to take tough decisions. And I would like to mention that many of HR managers and company owners are not IT people. However it is important to note that there are still even after understanding all these things , we still faces many difficulties while finding and managing human resources specially when it comes to remotely managing your resources. Yes it is not all about just finding good people, it is also about managing them correctly. One of the problem is the fast job switching of good developers. But, good developers/employees are not only responsible for their fast job switching. There are many management's decisions that actually make their job switching happen. Due to some wrong attitude of some owners, most of employees don't trust their employers now. So overall, the work of HR managers specially in IT industry have become more tough.
I was some time ago (not much time ago) managing remote developers, and then in some projects, I have to face really tough situation when developers were not doing their work properly. And at the end, I paid to developers for their incomplete work and due to delay in work delivery , it became also financially a bit bad time, however as I am also a developer so I quickly jumped into development of that work and solely did the rest of work to avoid losing a good client and worse situation. Overall that situation and some of solutions can be seen here: http://programmers.stackexchange.com/questions/97660/what-recommendations-can-you-give-in-managing-a-team-of-remote-software-engineers
So the solution, I got from these replies is that every skill person who is good at work and office isn't essentially fit for remote work also because in that situation there is also a skill required that is "time management" and it is important as other skills are.
So what about deciding if a candidate is a good match to be hired or not? If we will try to become over smart or greedy then obviously that will be bad for hiring decisions. No doubt, we all want people who can make our team better than before but at the same time never think that all other people should be best as you are, because there are many people who can perform well but can't be smarter than you. And it is because for judging this in interview, you are asking him the things that you know, may be there are also things that he know and you don't but unknown to you because you are interviewer not him.
However as I once read from blog(s) of Joel and/or I think Jeff (both stackoverflow CEO and CTO respectively) , that you shouldn't hire the people that you say may be he is good for us. You should only hire people, about which you say yes, this is good fit for us. Because if miss some good person then may you don't go one step up but if you will hire some wrong person then most probably due to consumption of resources as well as most important thing, time of your important people can be wasted on that wrong person so in that case you can obviously go one or more step down.
That was all about hiring decisions but if you are interested in interviewing techniques, then these some blog posts are interesting: http://www.codinghorror.com/blog/2007/02/why-cant-programmers-program.html
However I would also like to add some thing that I learn after reading from Joel's blog post, is that during interview you should ask him questions in normal way like you assign tasks, because if developer can't understand things easily then it can be problematic to clarify things while doing actual job.
So these are just some of my opinions about hiring decisions and HRM for software developers on the base of some of my knowledge and experience. I would also like to hear your words, so you can tell your opinions in comments to this article.
thanks for reading and giving your time.
Due to above reasons, many of our HR managers and company owners have to take tough decisions. And I would like to mention that many of HR managers and company owners are not IT people. However it is important to note that there are still even after understanding all these things , we still faces many difficulties while finding and managing human resources specially when it comes to remotely managing your resources. Yes it is not all about just finding good people, it is also about managing them correctly. One of the problem is the fast job switching of good developers. But, good developers/employees are not only responsible for their fast job switching. There are many management's decisions that actually make their job switching happen. Due to some wrong attitude of some owners, most of employees don't trust their employers now. So overall, the work of HR managers specially in IT industry have become more tough.
I was some time ago (not much time ago) managing remote developers, and then in some projects, I have to face really tough situation when developers were not doing their work properly. And at the end, I paid to developers for their incomplete work and due to delay in work delivery , it became also financially a bit bad time, however as I am also a developer so I quickly jumped into development of that work and solely did the rest of work to avoid losing a good client and worse situation. Overall that situation and some of solutions can be seen here: http://programmers.stackexchange.com/questions/97660/what-recommendations-can-you-give-in-managing-a-team-of-remote-software-engineers
So the solution, I got from these replies is that every skill person who is good at work and office isn't essentially fit for remote work also because in that situation there is also a skill required that is "time management" and it is important as other skills are.
So what about deciding if a candidate is a good match to be hired or not? If we will try to become over smart or greedy then obviously that will be bad for hiring decisions. No doubt, we all want people who can make our team better than before but at the same time never think that all other people should be best as you are, because there are many people who can perform well but can't be smarter than you. And it is because for judging this in interview, you are asking him the things that you know, may be there are also things that he know and you don't but unknown to you because you are interviewer not him.
However as I once read from blog(s) of Joel and/or I think Jeff (both stackoverflow CEO and CTO respectively) , that you shouldn't hire the people that you say may be he is good for us. You should only hire people, about which you say yes, this is good fit for us. Because if miss some good person then may you don't go one step up but if you will hire some wrong person then most probably due to consumption of resources as well as most important thing, time of your important people can be wasted on that wrong person so in that case you can obviously go one or more step down.
That was all about hiring decisions but if you are interested in interviewing techniques, then these some blog posts are interesting: http://www.codinghorror.com/blog/2007/02/why-cant-programmers-program.html
However I would also like to add some thing that I learn after reading from Joel's blog post, is that during interview you should ask him questions in normal way like you assign tasks, because if developer can't understand things easily then it can be problematic to clarify things while doing actual job.
So these are just some of my opinions about hiring decisions and HRM for software developers on the base of some of my knowledge and experience. I would also like to hear your words, so you can tell your opinions in comments to this article.
thanks for reading and giving your time.
Good post it makes me enable to think from a new point of view
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