How does your site help address the challenges in hiring technical people and make the process better/easier for the ind

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I write many tips for hiring managers about how to hire, from when you need to do a job analysis and how to do one, to various ways to source candidates, to how to interview and audition, to how to decide among candidates. I write tips for job searchers about what to do to be a smart job hunter so you make a great impression on a hiring manager, and find a job that will fulfill you.

Both people want the same thing: to find a great person that fits the culture or find a great job that is a perfect fit.



While your site offers plenty of tips for hiring technical people, what tips bangladesh whatsapp phone number do you recognize as being the most helpful?
Many readers like the interviewing questions tips. Those tips appear to be the most read.



Tell us about the Rothman Consulting Group and how that ties into Hiring Technical People.
When I was a hiring manager back before I started my consulting company, I hired more than 100 people. Few managers have that opportunity.

As a consultant, I sometimes took jobs as an interim manager. I hired my replacement. My clients were so surprised; how could I do the management job and hire my replacement inside of six weeks? It took them months to hire an engineer. When I explained how I analyzed a job and that the phone screen, interview matrix, and interview questions all descended from the analysis, they were astonished. Until they tried it. Then, they were thrilled.

When they realized that this approach worked for managers, too - well, they were really thrilled. I started selling my hiring "process" and wrote my first hiring book. Then I updated the book to "Hiring Geeks That Fit." Then I wrote "Manage Your Job Search," because while "Hiring Geeks That Fit" is helpful to people looking for a job as far as understanding the hiring manager, looking for a job is different than hiring.