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- [[Japanese]]
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* Part Ⅲ Aligning human resources
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* [[Chapter 14 Hornblower factor]]
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* [[Chapter 15 Let's talk about leadership]]
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* [[Chapter 16 Hiring a Juggler]]
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* [[Chapter 17 Getting along with others]]
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* [[Chapter 18 The End of Childhood]]
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* [[Chapter 19 Fun to be here]]
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* [[Chapter 20 Human Assets]]
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## Chapter 16 Hire a juggler (pp.118-123)
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- Portfolio
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- When managers in the development department try to hire engineers, designers, programmers, group leaders, etc., for some reason they don't look at past work samples (portfolios).
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- aptitude test
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- Aptitude tests target typical left-brain jobs immediately after being hired, and do not know the aptitude for subsequent right-brain jobs, so it is not a good idea to use them for hiring.
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- Useful for employee self-assessment (see Chapter 37 for details)
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- Audition
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- Have the applicant give her 10-15 minute presentation on past work
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- Examples of presentation themes
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- Difficulties when trying new technology for the first time
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- Management lessons learned through hard work
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- projects of interest
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- Remind you to talk about things that are closely related to your organization's business
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- Communicate well the reason for the event
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- To see communication skills
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- to involve prospective colleagues in job interviews;
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- Comment on each person's suitability for the job and how well they fit into the team at the end
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- Recruiters are more likely to be smoothly accepted into the team
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→ There was a time when I used to think that programmers should be good if they have the ability, no, if only they have the ability, they would be great. |
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