This post is from the "random life-hacks department."
I don't like worrying about losing my wallet. I don't really carry anything of great significance in it...little or no cash, some ID, and a few credit cards. But in the past I also knew that if I lost it or if it was stollen, I'd spend some anxious time trying to remember exactly what was in it, and then even more time searching around for the right phone number to call to get things canceled and replaced.
And it felt like there were more important things to worry about.
Ever since I started using 1Password, I don't worry about this as much any more.
Continue reading Preparing to have my wallet stolen
After years of various roles in which I've been solely or jointly responsible for hiring people into businesses and organizations, I offer some thoughts on what I think works.
Hiring is ultimately about entering into a new relationship with someone. Actions and words that truly honor the joys, anxieties, vulnerabilities and interdependencies of that process will tend to make it more successful. Things that treat it as a cold, harsh, impersonal transaction will tend to make it (and your organization) less successful.
A successful process, by the way, could mean that someone is not hired just as much as it could mean they are. Clarity about the long-term fit is more important than short-term harmony and avoiding disappointment.
If you create an application, screening, interview and hiring process where people can check off a bunch of boxes that culminate in their employment, they will tend to optimize for that. It doesn't mean they are disingenuous or won't be good employees, but it may not be what you want as you build a team. Asking people to follow specific instructions is fine - it can be a good way to screen out bulk applications and clarify someone's interest. But lean more toward creating an interesting dance between equal partners, and then seeing how everyone feels when the music stops.
Keep candidates updated as much as possible at every step of the process. Let them know you've received their inquiry and when they should expect to hear a next response. If there are delays on your end in evaluating their application, say so. Try to respond to every candidate who follows your basic instructions about how to apply, no matter how far they make it in your process. Don't play mind games, you are not running Fight Club.
Résumés are useful as a summary of someone's professional identity, but should only be a starting point for understanding what they would bring to your organization. Putting together a flawless résumé (and possibly a cover letter) should be a baseline for understanding someone's attention to detail and ability to communicate clearly. A résumé with typos, lots of fluff or other problems can probably be discarded early on.
Continue reading On hiring people
One of the many recent life lessons I've learned from parenting an 18-month-old is that where you are and what you know right now doesn't have to limit where you can go and what you can become.
It's been fascinating to watch our daughter learn about the world and incorporate that knowledge into her life on timelines that span mere days and weeks. I had apparently developed a cynical view of what people have the capacity to learn and how long it takes, and she is challenging those assumptions and views every day. The old, limiting way of thinking about this puzzle/game/word/object/creature is so yesterday, dad! It is delightful and surprising to watch the human brain expand its understanding of how the world works, and I must constantly re-evaluate what she is capable of in order to keep up.
It's also a good reminder for me about how much we as a society tend to categorize and label people and what they have the capacity to know or do based on our initial encounters of them.
I've been thinking lately about how this dynamic is at work in the tech world in particular - people are pigeonholed into being developers, support/customer service, marketing/sales people, administrative/HR people, founders, or other roles and then we quickly start to make assumptions from there about how they think, what they know and what they're capable of. We can quickly forget that someone might have a broad range of skills and life experience that would allow them to take on multiple roles or see a given problem space from multiple perspectives, even if they choose to primarily occupy one particular role right now. Even worse, there's strong temptation to use only one or two direct encounters to label someone as a good/bad/mediocre version of their singular role, never again mentally giving them the chance to demonstrate otherwise.
"Him? Oh yeah, I worked with him on a project three years ago. He's a so-so developer but I wouldn't trust him to really thrive with this new project."
Continue reading What we are, what we can become