How to recruit and hire great software engineers building a crack development team
Want a great software development team? Look no further. How to Recruit and Hire Great Software Engineers: Building a Crack Development Team is a field guide and instruction manual for finding and hiring excellent engineers that fit your team, drive your success, and provide you with a competitive a...
| Autor principal: | |
|---|---|
| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
[S.l.] : New York :
Apress ; Distributed to the book trade worldwide by Springer
c2012.
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| Edición: | 1st ed. 2012. |
| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009629607606719 |
Tabla de Contenidos:
- Title Page; Copyright Page; Dedication Page; Table of Contents; Foreword; About the Author; Acknowledgments; CHAPTER 1 Introduction; Who Should Read This Book; How to Use This Book If You're Pressed for Time; Content Overview; Legal Disclaimer; Analytic versus Intuitive Styles; The Competitive Advantage; Central Ideas; An Engineering Approach; Evidence-Based Hiring; Candidates as Customers; CHAPTER 2 Talent Management; Team Planning; Specialists and Generalists; Capability: Set Your Sights High; . . . and Not Low; Absolute Performance; Net Capabilities: Using a Talent Portfolio
- Natural Team Life Cycle and Personality TypesBalance; Leadership; Experience; Style; Cautious Style; Quick Style; Adventurous Style; Perfectionist Style; It's All Good; Broad and Narrow Roles; Team Flow; Building a New Team; Expanding an Existing Team; Can You Hire ?; Budget; Compensation; Expense; Price Sends a Signal; The Use and Misuse of Golden Handcuffs; CHAPTER 3 Candidate Pipeline; Life Cycle and Pipeline; Pipeline Roles; Candidate; Sourcer; Scheduler; Recruiter; Hiring Manager; Mapping the Pipeline; Pipeline Perspectives; Candidate's Perspective; Hiring Manager's Perspective
- Other PerspectivesTime Lapse; Flow Model; Universal Optimizations; Candidate as Customer; Remove Pointless Steps and Waste; Increase Throughput; Eliminate Barriers; Streamline; Set SLAs; Get Expert Help; Train Staff; Keep and Analyze Records; Build the Recruiting Team qua Team; Spend More Time; Spend More Money; Enlist Your Engineers; Optimizing for Quality or Speed; Optimizing for Quality; Reject More Candidates; Target Passive Candidates; Build and Act on a Long-Term Plan; Optimizing for Speed; Delegate; Use External Recruiters; Target Active Candidates
- Antipattern: Overly Complex Evaluation ModelsManage Change; Fairness; CHAPTER 4 Finding Candidates; The Market; Defining the Target; Job Descriptions; Purpose; Evolution and Multiple Descriptions; Considerations; Examples of Job Description Variations; Original Description, Standard; Variation: Capability-Based; Variation: Creative, Conversational; Alternatives to Job Descriptions; Sell Sheet; Antipatterns and Pitfalls in Job Descriptions; Alphabet Soup or Jargon Dense; Too Many Requirements; Too Specific; Unnecessary Experience Requirements; Unreasonable Requirements; Marketing Speak
- Inattention to DetailDiagramming; Sourcing; Candidates; Active Candidates; Passive Candidates; Closed Candidates; Upcoming Candidates; Career Portals; Job Boards, Mailing Lists, Ads; Job Boards; Networks; Contacts; Acqui-hiring; Referrals; Working with Recruiters; Recruiter Brief; Establishing Relationships; Feedback; External Recruiters /Headhunters; Cost; Interview Question Leakage; Internal Recruiters; Contract to Hire; Doing It Yourself; Your Network; Tapping Your Network; Tapping Out Your Network; Spontaneous Opportunities; Opening up Your Market; Geographic Bias; Eliminating Prejudice
- Ageism
