Common Mistakes to Avoid When Hiring Programmers

No matter what type of business you are involved in, there is one element that clearly must be present in order for you to succeed. This vital element to success is TALENT, and as the CEO of software development consulting firm Cyrus Innovation, one of the most important areas I need to make sure to staff with high-level talent is our team of programmers. But picking out the right candidates who fit into our cutting-edge business model is not always easy. However, I have learned a lot of lessons over the

years that now allow me to minimize hiring mistakes.

 Here are a few common mistakes to avoid when hiring programmers:

1. Rushing to make a hire for a new project. 

Building a Company around Passion

For over 17 years, my business life has revolved around building and growing tech companies from startup through success. Doing this is a job, no doubt. But if that’s all that it was, there’s no way I would have been able to achieve the things I have throughout my career. Nor would I have enjoyed the past 17 years of my life nearly as much. No, tech entrepreneurship is more than just a job for me. It is a passion!

Before You Find a Technical Co-founder, Answer These 4 Questions

You’re an entrepreneur and your startup is based on an amazing business idea. You’ve struck “creative gold” and now you are ready for the next stage: developing your app.

One of the most important steps, maybe the most important step, is to find a great team: a team who shares your enthusiasm, and compliments your skillset. For many business-savvy entrepreneurs one of the first key hires is a technical co-founder.

MVP - When to Start Coding

Last week, I published a blog on the Cyrus Cylinder called "Minimum Viable Product - When to Start Coding".

In short, it provides a checklist that will help you identify when you are in that sweet spot: when you have just enough of a solid idea to use your development budget and start coding, yet you are still a teeny bit scared your idea sucks.

Happy reading.

Scrum vs XP - Which comes first?

When embarking on Agile, many teams start with Scrum.  Sooner or later, they inquire about XP.  Is there one 'right' way of implementing Scrum and XP? Do you 'have' to do both? 

This article by James Shore does a great job of summing it up. He says "Scrum is easier and less threatening than XP, so I see a lot more people starting out with Scrum. On the downside, the teams that start with Scrum tend to struggle more than the teams that start with XP. The XP teams experience more pain starting out, but then get to a high performance state within the first year." 

As Agile evolves, and as Lean Startup enters the picture, I am sure of only one thing, that people will continue to  debate this topic.  

For me, I can say that I have seen successes both small and large when a team implements either one of Scrum or XP, and also success when they implement both.  It's not so much that you go through the motions, but rather that you understand why you are going through them and make them meaningful for your team.

The Art of the Same Day Job Offer

To land the best developers in town, make a job offer the same day you bring the candidate on site.

I have spoken to hundreds of hiring managers over the last 16 years.  I often get asked: Where are all the good developers? How come I can’t manage to hire any of them?  When I dig into their recruiting process in the hopes of helping the hiring manager answer this question, I too often find that they are doing more things than they realize right, but are getting in their own way in the end zone. 

It often plays out like this: The company writes an engaging and fun job description and gets some interest. Company interviews a handful of developers.  Then….. thinks about who they like best. By the time the hiring managers decide who they want to make an offer to, they are often shocked to learn the developer has multiple offers or worse, has already accepted another job.

Please believe me when I tell you that developers are interviewing with more than just your company and often, the simple act of being the first to offer them a job puts you at an advantage. 

3 Tips: How to hire for motivation

“Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities.” - Dee Hock , founder and former CEO of VISA

( http://www.fastcompany.com/online/05/dee2.html )

Last month, I wrote on how to hire for Integrity, which remains my number one most important quality. Now, we’ll chat about motivation.

So, how does one hire for “motivation”. What does this even mean?