How to recruit and hire great software engineers : building a crack development team / Patrick McCuller.

Format:

Book

Author/Creator:

McCuller, Patrick.

Language:

English

Subjects (All):

Computer programmers--Recruiting.

Computer programmers.

Computer engineers--Recruiting.

Computer engineers.

Computer software--Development--Management.

Computer software.

Employment interviewing.

Physical Description:

1 online resource (244 p.)

Edition:

1st ed. 2012.

Other Title:

How to recruit & hire great software engineers

Software engineers

Place of Publication:

[S.l.] : Apress ; New York : Distributed to the book trade worldwide by Springer, c2012.

Language Note:

English

System Details:

text file

Summary:

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 advantage. Focusing on proven methods, the book guides you through creating and tailoring a hiring process specific to your needs. You’ll learn to establish, implement, evaluate, and fine-tune a successful hiring process from beginning to end. Some studies show that really good programmers can be as much as 5 or even 10 times more productive than the rest. How do you find these rock star developers? Patrick McCuller, an experienced engineering and hiring manager, has made answering that question part of his life's work, and the result is this book. It covers sourcing talent, preparing for interviews, developing questions and exercises that reveal talent (or the lack thereof), handling common and uncommon situations, and onboarding your new hires. How to Recruit and Hire Great Software Engineers will make your hiring much more effective, providing a long-term edge for your projects. It will: Teach you everything you need to know to find and evaluate great software developers. Explain why and how you should consider candidates as customers, which makes offers easy to negotiate and close. Give you the methods to create and engineer an optimized process for your business from job description to onboarding and the hundreds of details in between. Provide analytical tools and metrics to help you improve the quality of your hires. This book will prove invaluable to new managers. But McCuller’s deep thinking on the subject will also help veteran managers who understand the essential importance of finding just the right person to move projects forward. Put into practice, the hiring process this book prescribes will not just improve the success rate of your projects—it’ll make your work life easier and lot more fun.

Contents:

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

Notes:

Description based upon print version of record.

Includes bibliographical references and index.

ISBN:

9781430249184

1430249188

OCLC:

831115650