Hiring for Devops - how to nail that DevOps interview - Uri Cohen VP GigaSpacesAgileSparks
During the last year or so, we've interviewed approximately 30 people for a number of roles related to devops, and couldn't find even one to stand up to our requirements. We've also heard of many (many) bad questions and wrong decisions made by interviewers, that prevented them from getting the right person for the job. In this session we’ll discuss the common misconceptions about devops hiring, touch on why it’s so hard to get the right people, and why interviewers should stop looking for "DevOps" and start looking for "Good, Technical People”.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
I often refer to The Netflix Culture Deck in presentations to companies when I speak about alignment and line of sight between departmental or branch goal with the overall wildly important strategic goals, mission, vision, and values.
Dr Travis Bradbury’s: The 9 Worst Mistakes You Can Ever Make at Work
A version of this article first appeared at TalentSmart.com and was inspired by a piece authored by Mike Myatt.
www.E3.solutions
Y Combinator Startup Class #10 : Company Culture and Building a TeamFabien Grenet
Slide utilisé dans le cours n°10 de la Y Combinator Startup Class de Standford (http://startupclass.samaltman.com/) donné par Alfred Lin
Publiée sur slideshare pour pouvoir être intégrée à l'article http://startupeers.co/y-combinator-startup-class-10-company-culture-and-building-team-part-1
I Am Athlete - Defining Culture at the Intersection of Sports and TechnologyJeff Matlow
I Am Athlete (imATHLETE.com) is a leading provider of online event registration software for the sports industry. We are driven by our culture and our goal to create a work environment that inspires, rewards and spreads happiness internally and externally. So far so good.
*Special thanks to Netflix, Zappos and other great companies who helped inspire some of these ideas.
Job performance not a predictor of engagement (Leadership IQ whitepaper)Benjamin Crucq
The employees bringing you the least value are often more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, don’t tend to stick around very long if they aren’t engaged.
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
Hiring for Devops - how to nail that DevOps interview - Uri Cohen VP GigaSpacesAgileSparks
During the last year or so, we've interviewed approximately 30 people for a number of roles related to devops, and couldn't find even one to stand up to our requirements. We've also heard of many (many) bad questions and wrong decisions made by interviewers, that prevented them from getting the right person for the job. In this session we’ll discuss the common misconceptions about devops hiring, touch on why it’s so hard to get the right people, and why interviewers should stop looking for "DevOps" and start looking for "Good, Technical People”.
Our culture is much more than we could ever put into a group of slides, but we did our best to pack as much of it into this Culture Code. Flip through to get a glimpse into what our agency is all about.
I often refer to The Netflix Culture Deck in presentations to companies when I speak about alignment and line of sight between departmental or branch goal with the overall wildly important strategic goals, mission, vision, and values.
Dr Travis Bradbury’s: The 9 Worst Mistakes You Can Ever Make at Work
A version of this article first appeared at TalentSmart.com and was inspired by a piece authored by Mike Myatt.
www.E3.solutions
Y Combinator Startup Class #10 : Company Culture and Building a TeamFabien Grenet
Slide utilisé dans le cours n°10 de la Y Combinator Startup Class de Standford (http://startupclass.samaltman.com/) donné par Alfred Lin
Publiée sur slideshare pour pouvoir être intégrée à l'article http://startupeers.co/y-combinator-startup-class-10-company-culture-and-building-team-part-1
I Am Athlete - Defining Culture at the Intersection of Sports and TechnologyJeff Matlow
I Am Athlete (imATHLETE.com) is a leading provider of online event registration software for the sports industry. We are driven by our culture and our goal to create a work environment that inspires, rewards and spreads happiness internally and externally. So far so good.
*Special thanks to Netflix, Zappos and other great companies who helped inspire some of these ideas.
Job performance not a predictor of engagement (Leadership IQ whitepaper)Benjamin Crucq
The employees bringing you the least value are often more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, don’t tend to stick around very long if they aren’t engaged.
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
Interview, body language and compensation negotiation skills 2016Gerardo Seeliger
This is a course I am giving to International MBA Students and talented professionals who want to change job. It is the aggregate experience of over 20 years on executive search at Russell Reynolds Associates and Seeliger y Conde.
Interview, body language and compensation negotiation skills 2016Gerardo Seeliger
These are the slides of a course which I present to MBA International studends and to talented executives. It provides the aggregate experience of over 20 years of executive search with Russell Reynolds Associates and Seeliger y Conde
PGA of Ontario - Human Resource Leadership for the Golf IndustryMark Thompson
In today’s rapidly changing world, golf professionals need to realize that their greatest asset is their employees, and that effective people management is a key factor in their
overall success. Strong Human Resource practices are vital to YOUR success A manager’s most important, and most difficult, job is to manage people. You must lead, motivate, inspire, and encourage them.
Sometimes you will have to hire, fire, and discipline or evaluate
employees. This session will highlight key best practices through the hiring process, from performing a skills inventory to conducting the interview; discuss orientation; and cover some issues that face operational leaders of team in the Canadian Golf Industry.
Career Development Theories
6 theories to mature career-
1. Awareness of the need to plan ahead
2. Having decision-making skills
3. Having knowledge and use of information resources
4. Having general career information
5. Having general information about the world of work
6. Having detailed information about the occupations of preferences
OGSA - Attract, Select, Train and Retain, A Great Team - McKinley SolutionsMcKinley Solutions
Building the right team can really make or break your year. With only a core few on the team year round, staffing up each season provides both an opportunity and a challenge. We will walk through in detail the steps needed to form a great team. Starting from before they become an employee until they move on to the next stage of their career, each step is critical.
Attracting and selecting team members is no small job as you know. We will walk through the practical steps to make this easier for you. We show you how to not only confirm skills, but assess for culture fit with your team. From tips and templates to maximize today’s technology to attract great people to establishing a consistent selection process we will help start off the season on a great foot.
Engaging and training team members is your biggest challenge as it requires great planning in the off season and even greater day to day energy to connect with the 4 generations in the work force. Legislated training is a must, it does not mean it needs to be a bore. Ongoing mentoring and leadership is the focus you should have on training, it is a culture not and event.
Empowering and retaining is a tricky one, with such a season impact on your business. Now that you have a great team, how do you keep them, how do empower them to the next level, how do you get them to come back next season? Learn some techniques from exit interviews to off season communication and seasonal leadership roles that will increase empowerment and retain the best of the best.
Similar to Why the wrong person gets selected by Jayadeva de Silva (20)
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
11. Facebook
• Using Facebook for recruiting is a very
effective way to reach passive candidates.
• As of 2018: 79% of job seekers use social
media in their job search
• Facebook has 2.19 billion monthly active
users and 1.3 billion active daily users.
31. Only one interviewer has a copy of the CV of the candidate. Others are also asking
question s which need not be asked…….
32. Interview pitfalls
• No preparation or lack of preparation of
interviewers
• Asking loaded questions
• Asking closed end questions instead of open
ended
• Trying to put the candidate under stress to
check how he react to stress
(He is already under stress if he was not put at
ease at the commencement of interview)
33. • Interpreting body language wrongly
• Asking different questions from different
candidates making comparison difficult)
• Making inappropriate comments
• Poor time management
• Prejudices
34. • Ideally Interview should not be a test to check
subject knowledge of the candidates
• It should be an opportunity to both parties to
see if they are compatible
(All testing should be done preferably before
the interview)
35. • Asking for the salary expected and make hiring
decisions on that
66. Interview Questions
• Can you explain how many golf balls will fit in
a school bus?
• Is your IQ over 130?
• What should we have for dinner tonight?
• What do you think about yourself-
incompetent or lazy?
• What is your track record of doing something
well?
67. • Explain what is the weight of Empire state
Building?
• Can you explain why manhole covers are
round?
• Can you explain “dead beef”?
• How can you find out the heavier ball from a
collection of eight balls when you have a
weighing machine?
68. • Can you explain data base to a young child?
• Some months are there that have 30 days
some 31 how many have 28 days?
• Can you say what comes after 10, 9, 60, 90, 70
and 66?
• A man claims that he can predict all foot ball
match score… can you explain how?
69. • Can you explain which number does not
belong to the series 1, 1, 2, 3, 4, 5, 8, 13, 21?
• A house which is red in colour is made of red
bricks, the blue house of blue bricks then
what is green house made of?
• You are given 6 glasses where the first three is
full and the last three empty, how can you
arrange the glasses so that empty and full
glass stand alternative and you can only move
one glass?
70. • Can you explain how five minus two is equal
to four?
• Can you name the day which is three days
after Saturday and is the day before the day
before yesterday?
• If you see that your wardrobe is full of shirt
and you find it difficult to find a shirt so how
should you organize your closet to find easily?
71. Attraction and Retention
• “People will remember what you do as a
company during tough times - what you do
now will be remembered forever.
• In these times, the employer becomes the
social safety net, and how you lead the team
through a crisis will determine retention and
the ability to attract talent in the future.”
72. Professionals are rethinking
their purpose.
• We will see a change in the mindset of
professionals.
• Once we start seeing more certain times
where people can go back into a regular work
routine, a lot of people will be rethinking their
careers.
• We foresee a big wave of professionals
wanting to change their lives and their jobs.
73. Physical perks can’t replace real
company culture.
• Now is the time for companies to focus on
company culture and define the values under
which they operate.
74. Companies must sell themselves in
the interview process.
• Gone are the days where we can just roll out a
list of technical skills and think if you put out
an offer that person will accept.
• Companies are selling themselves to the
candidates as much as the other way around
in the new interview process.”
75. Demand for companies and
industries is shifting.
• Some industries or types of companies that
used to attract top talent that wanted to move
fast and take risks might find themselves losing
talent to more established companies as
professionals seek job security, a natural need
during uncertain times.
76. Location no longer limits the
talent pool.
• Where the search for the perfect candidate
used to be limited by geography or relocation
budgets, now companies have the
opportunity to tap into a much bigger talent
pool.
77. Video interviews and Zoom interview
processes have become the norm.
• While it can be challenging to navigate virtual
interviews and find top candidates virtually,
especially when most interviews so far have
been done face-to-face, the cost and time
savings for both parties make it worth the
effort.
.