Comments on: Interviewing Programmers http://refactr.com/blog/2006/08/interviewing-programmers/ informs on and evangelizes best practices of using <a href="http://refactr.com/the-agile-manifesto/">agile methods</a> when designing and developing what are currently being called “Web 2.0” products and applications. Tue, 15 May 2012 14:51:32 +0000 hourly 1 http://wordpress.org/?v=3.3 By: Ben http://refactr.com/blog/2006/08/interviewing-programmers/comment-page-1/#comment-14 Ben Thu, 03 Aug 2006 12:44:55 +0000 http://refactr.com/2006/08/02/interviewing-programmers/#comment-14 In <a rel="nofollow" href="http://www.amazon.com/gp/redirect.html?link_code=ur2&tag=alttext-20&camp=1789&creative=9325&location=http%3A%2F%2Fwww.amazon.com%2Fgp%2Fproduct%2F088730995X" rel="nofollow"><em>Rules for Revolutionaries</em></a>, <a rel="nofollow" href="http://blog.guykawasaki.com/" rel="nofollow">Guy Kawasaki</a> talks about bringing the right people into a startup, into your own company rather than the company you work for. He puts hiring into perspective in this way: (I'm paraphrasing) "Hire only people who, if you saw them at the mall on the weekend, you would run over to them and say hi." In other words, hire people you are excited about and like. Don't fall into the trap of looking too hard at resumes and experience, enthusiasm, fit, and just "being the right type of person" will get you farther in the hiring process. Another thing he mentioned in his book was that people looking to hire a team should not "succumb to the temptation of hiring people who are underemployed or unemployed because it's easy to recruit them. Great people are usually contributing to important projects and are quite busy, if not unavailable. Convincing them to join a team is, in fact, the first confirmation that an idea has merit." In Rules for Revolutionaries, Guy Kawasaki talks about bringing the right people into a startup, into your own company rather than the company you work for. He puts hiring into perspective in this way: (I’m paraphrasing) “Hire only people who, if you saw them at the mall on the weekend, you would run over to them and say hi.” In other words, hire people you are excited about and like. Don’t fall into the trap of looking too hard at resumes and experience, enthusiasm, fit, and just “being the right type of person” will get you farther in the hiring process.

Another thing he mentioned in his book was that people looking to hire a team should not “succumb to the temptation of hiring people who are underemployed or unemployed because it’s easy to recruit them. Great people are usually contributing to important projects and are quite busy, if not unavailable. Convincing them to join a team is, in fact, the first confirmation that an idea has merit.”

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