• Agile,  Interviewing,  Product ownership

    Thoughts about hiring Product Owners, Part 3

    This is the third and final part of my series on hiring Product Owners and in this part I go through how to evaluate Product Owner candidates with work samples and through auditions. Part 1 – Are You Recruiting For Potential Or Experience? Part 2 – Questions You Can Ask In Your Interviews Part 3 – Work Samples And Auditions  <- This post. Effort and reward Before you decide how to evaluate your candidates consider the amount of time and energy you’re willing to invest to learn about your candidates. Asking for work samples and evaluating them yourself requires little effort while running auditions require the most time and energy but…

  • Agile,  Interviewing,  Product ownership

    Thoughts about hiring Product Owners, Part 2

    Continuing my thoughts on recruiting Product Owners, here are some questions that might help you evaluate candidates level of experience from Product ownership, and questions that might help you discover if they have potential to learn the role. Part 1 – Are You Recruiting For Potential Or Experience? Part 2 – Questions You Can Ask In Your Interviews <- This post. Part 3 – Work Samples And Auditions  Please note that: Treat these questions as inspiration and use the ones you think can be helpful to you. This is not a guide to follow step by step. If a candidate is unable to answer these questions it does not necessarily mean…

  • Agile,  Interviewing,  Product ownership

    Thoughts about hiring Product Owners, Part 1

    I’m going to publish three blog posts that I hope will help organizations more effectively recruit Product Owners (POs). In the first one (this one) I share my thoughts on how to decide whether to hire for potential or experience. I also share some thoughts on how to reduce bias in your recruitment. In the next two posts, I’m going to share potential questions that you can ask during your interviews, examples of how to conduct practical tests with POs, and how to work with work samples. Part 1 – Are You Recruiting For Potential Or Experience? <- This post. Part 2 – Questions You Can Ask In Your Interviews Part…

  • Agile,  Interviewing

    Questions I ask in interviews – How do you enter new teams?

    Coaches at Spotify are expected to help squads who need help. Sometimes we stay with a squad for a year and sometimes we only stay for a few months. Some reasons to this include organisational changes, that squads split, and new priorities, etc. But how you as a coach enter a teams greatly impacts your effectiveness, the speed of which you’ll gain context, the amount of relationships and strengths of those.  In short if affects the impact you can have on a team. Because it has such an impact, if you’re interviewing with me for an agile coach, product owner, or manager role I might explore how you enter systems…

  • Agile,  Interviewing,  Product ownership

    Questions I ask in Interviews – How do you prioritise your backlog when there’s too much to do?

    Subjective models are charming but hinders clear thinking Subjective prioritisation models are common and easy to understand due to their quadrant nature. In addition they do not require you to motivate your conclusions which  makes them charming to many, but unfortunately this is also what’s inherently flawed with them. If you’re coaching a team e.g org leads team or dev team that uses any form of subjective prioritisation model e.g. MSCW, Risk/Value, Urgency/Importance you can help them make a greater impact by introducing them to objective prioritisation models. Objective models encourages conversations and creates alignment Objective prioritisation models e.g. Kano, CoD, WSJF help members of organisations understand why decisions are…

  • Agile,  Interviewing

    Questions I ask in interviews – Give me an example of how you’ve helped someone grow

    Every now and then people behave in a way that negatively impacts their environment. Sometimes that’s because they lack a diverse toolbox, and sometimes they’re just repeating a behaviour that was helpful in the past. Whenever someone gets in their own way, we (agile coaches) fill an important role – to help people learn and grow. When I interview agile coach candidates I explore their experience in helping people learn and grow. “Give me an example of how you’ve helped someone grow” This question helps me understand: If the candidate adjusts her style when she works with different people What her default style is How many people she has worked with What tools she uses, and if…

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