Checklists


Post-it Plus app

Post-it® Plus captures your notes, organizes and then shares with everyone.

Innovation Collaboration most (big) achievements are achievements of a team in general: about | academic: academicroom | art+science: Art at the Interface, CERN | cloud: centraldesktop, cx | conference calls: speek | enterprise: huddle sharepoint | live discussions: crowdoptic | online real-time editor: five tools | physicians: sermo | portals: co.create | theicosamagazine | social community: thebackplane | software development: atlassian, github | spaces & places: Grind, think[box] | technical teams: flowdock | translational medicine: Science Translational Medicine | whiteboards: groupboard teams: brainstorming: Post-it Plus > Strategy | communication: slack | retreat for programmers: Hacker School | team building: gone bad NPR | technical teams: flowdock  Post-it® Plus captures your notes, organizes and then shares with everyone. web casting: www.freeconference.com | gotomeeting | join.me | www.netviewer.com | www.webdialogs.com wikis: enterprise: www.socialtext.com, www.twiki.net | Microsoft office: thinkfree | online communities: www.wikia.com | openstreetmap articles: Redistributing Leadership in Online Creative Collaboration Luther Strategy | Modeling | Design

Post-it® Plus captures your notes, organizes and then shares with everyone.

Due Diligence List

Due Diligence List has over 2,000 good due diligence questions organized under fourteen major functional areas of the business.  There is also a sister book, Leaders Ask Good Questions, which has the same questions organized alphabetically.

On hiring a consultant

A client of mine who has built a successful enterprise software systems development firm over the last 15 years, is now wanting to hire a consultant(s) to help him define some strategic objectives going forward.  He finally has the disposable cash to do this kind of thing.  He had me review the consultant’s proposal, and here was my guidance to him:

I think getting a fresh perspective from the “outside” can be a healthy exercise, but there is also some measure of risk that it can lead you astray. So go into it with eyes wide open.

Here are some due diligence questions to ask yourself before proceeding:

  • Do you like these guys? Are you comfortable with them? Do you respect them? What does your gut tell you?
  • Have you asked for three references that you can call? This is VERY IMPORTANT!
  • What do they know about software and your market? Or, if they have no direct experience, do you think their general experience and skills can yield some valuable insights for your unique situation?
  • Last question is, all things considered, for the price they charge, do you think there is not much to lose, and maybe something valuable to gain?

If you can ask those questions and they pass the test, then I would give it a shot.

sp

A simple recruiting to-do list

by scott pickard

Human Resources Recruiting The best way to recruit is through the collective personal and professional (trusted) networks of your employees. sp In five minutes, could you explain something to me that is complicated but you know well?  Is our hiring process optimized to attract, recruit, and retain the best talent? (a) take the time to define a position’s requirements carefully before recruiting; (b) use a broad based sourcing strategy to identify candidates across multiple sources; (c) train hiring managers and monitor completion of defined steps in a company hiring process  What are the terms of engagement for outside search firms?  What are the barriers to recruiting qualified personnel? (a) competition; (b) salary pressure; (c) location  What are the major universities where the company recruits entry-level management and technical talent?  Does the company use lie detector tests?  Does the company use psychological profile tests? in general: background check: www.hireright.com, www.pre-employ.com | candidate matching and tracking: bullhorn, evolvondemand, monster, theresumator, smartrecruiters free | cross-enterprise collaboration: www.jobvite.com | employee screening: www.escreen.com | job networks: www.jobster.com, linkedin | mobile: assuredlabor low-medium wage | recruitinghop | multi-national, multi-lingual: kenexa | online people search database: zoominfo | recruiter network: www.dayak.com, www.ere.net | social media: bullhornreach | temporary: elance | video interviews talent management: www.cornerstoneondemand.com | www.enkata.com | kenexa | namely | oracle taleo | risesmart | silkroad | www.zapoint.com | assessment: iscopia | incentive systems pay-for-performance: bravanta, HRsoft Economics | Employees | Growth | IT | Job Search | Mobile | Social Networking

  • Draft job description
  • Establish salary ranges for new hires
  • Identify office availability for new staff and begin any necessary preparations
  • Establish salary ranges for new hires
  • Write ad(s) and place in appropriate newspaper with a closing date to accept resumes.  Newspapers generally have a special “positions available” section and it may be online
  • Log resumes, classify, filter, rank
  • Make telephone interviews to a first batch of say 10 candidates
  • Filter again and select short list of 5 candidates for in-person interviews
  • Schedule interviews
  • Conduct interviews
  • Debrief, rank
  • Conduct second in-person interview(s) if necessary
  • Select top candidate
  • Conduct reference check
  • Formulate offer and make offer by telephone followed up by letter
  • Negotiate terms as necessary with candidate
  • CLOSE: receive signed acceptance on letter offer
  • Plan orientation of new hire and get office and computer ready

- sp -