Hiring Good People

There is no greater contributing factor to the success of your business than hiring
the right people.  Joel Spolsky has a great article on hiring great programmers,
and while this is a large part of the equation it is not the whole solution.

There are some non-tangible questions that I believe need to be answered before
allowing a candidate join your software team.

1. Is the person passionate about anything technical?

   Frankly, the passion exhibited does not have to be related to your particular business. 
   What we are looking for here is a general acumen, interest and energy level that will
   drive the individual to care about the quality of their work.  Ultimately this
   passion for doing something interesting will drive innovation in your business and
   quality in your products.

2. Is the person interested in something non-technical?
   
   
   Sometimes this is just fine.  There are genuinely great developers who eat and
   sleep nothing but their jobs and code.  These people can be extremely productive
   and if you are looking for an individual to primarily contribute to your organization
   through code, this is your gal.

   If, however, you are looking for a leader for your team, think twice.  Anti-social
   introverted geeks often do not make good leaders.  Great team leads and managers
   are people who can relate to their subordinates on a personal level and have a well-rounded
   view of the world.

3. Is the person’s personality one that will contribute to good conversations
   around the lunch table?

   Basically, is this person compatible with your team?  There is nothing
   so wonderful as a genuinely cohesive team.  A team in which people actually enjoy
   each other’s company and spend time together after work, maybe with families, will
   be a far more productive team in the long run.  This really comes down to respecting
   each other as people and not for technical ability.

   The alternative is a recipe for personal conflicts that will eat up your time and
   energy with the employee and HR.

4. Is the candidate a mature and responsible individual in their personal
   life?

   If someone cannot keep their personal life in order, what makes you think that their
   work life will be any different? ’nuff said.

5. Is the candidate surly?

   Another word that I could have used here is arrogant.  If this person thinks
   that they are God’s gift to code, take a pass.  There is nothing so disruptive
   as a person on an otherwise functional team who looks down on his co-workers. 
   This individual will lead to conflicts and disruptions in  your workplace. 
   People like this are THE reason that peer reviews during the hiring process are so
   important.