Marlborough, MA based Unidesk, virtual desktop management software maker, names Dell veteran Ron Oglesby Chief Solutions Architect November 29, 2009Posted by HubTechInsider in Boston Executive Moves, Staffing & Recruiting.
Tags: Boston Executive Moves, Marlborough
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Marlborough, MA based Unidesk, a virtual desktop management software maker, has named Dell veteran Ron Oglesby Chief Solutions Architect. Ron was formerly Dell Computer’s Practice Executive for Virtualization Services.
What is Theory X? How is it used as a management style? November 27, 2009Posted by HubTechInsider in Agile Software Development, Definitions, Management, Project Management, Staffing & Recruiting.
Tags: Agile Software Development, developers, Management, postmortem, product management, Project Management, Software Development, Startups, topics
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I needed to write a few short pieces on some of the different management styles I have encountered in my corporate and professional travels. I want to define each of these management styles so that I can compare and contrast them, as well as serving as reference points for the longer articles on this topic which I am in the process of drafting.
I will begin with some of the “Letter Management Styles”, of which there are several. The purpose of this litany of alphabetic management styles is not to promote one over another; in fact, I don’t recommend adopting any of these naively. But nevertheless, many individual team members and managers will exhibit some behaviors from one of the above styles, and it is helpful to know what makes them tick. Finally, certain individuals may prefer to be managed as a Theory X or Theory Y type (Theory Z, which I will write about at a future date, is less likely in this case), and it is good to be able to recognize the signs. Moreover, some companies might be implicitly based on one style or another.
The first management style about which I will write is one which will be recognizable to every person, regardless of professional or personal background: “Theory X”.
Theory X is perhaps the oldest management style and is very closely related to the hierarchical, command-and-control model used by military organizations (of which I am intimately familiar).
One thing I can personnally attest to in regards to the Theory X management style is that it maintains the military organizations’ faith in the fact of the necessity of this approach, as (in the view of Theory X proponents) most people inherently dislike work and will avoid it if they can. Hence, in the Theory X management style, managers should coerce, control, direct, and threaten their workers in order to get the most out of them.
A statement that I recall from a conversation with a prototypical Theory X manager with whom I worked (in a prototypical Theory X organization) with was “people only do what you audit”.
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About the author.
I’m Paul Seibert, Editor of Boston’s Hub Tech Insider, a Boston focused technology blog. You can connect with me on LinkedIn, follow me on Twitter, even friend me on Facebook if you’re cool. I own and am trying to sell a dual-zoned, residential & commercial Office Building in Natick, MA. I have a background in entrepreneurship, ecommerce, telecommunications and software development, I’m the Director, Technical Projects at eSpendWise, I’m a serial entrepreneur and the co-founder of Tshirtnow.net.
2009 Dice Technology & Engineering Career Fair in Boston Thursday, December 10: 11am-3pm Marriott Burlington November 24, 2009Posted by HubTechInsider in events, Staffing & Recruiting.
Tags: Burlington, developers, events, gatherings, meetups, networking, news
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2009 Dice Technology & Engineering Career Fair Boston: Event at Marriott Burlington, Burlington, MA
Thursday, December 10
11 a.m. to 3 p.m.
Marriott Boston Burlington Rt 128 & 3A (One Mall Road) Burlington, MA 01803
Admission is FREE
Meet recruiters and hiring managers from these companies: Cambridge Interactive Development Corp., e-Dialog, Raytheon, Research In Motion, Tufts Health Plan.
Register for this event online by clicking here!
Burlington based Nuxeo names Open Text veteran Cheryl McKinnon Chief Marketing Officer November 24, 2009Posted by HubTechInsider in Software, Staffing & Recruiting, Venture Capital.
Tags: Burlington, CMS, Content Management Systems, Internet Marketing, Marketing, Startups
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Burlington based Nuxeo, a developer of open source enterprise content management software, has named Cheryl McKinnon Chief Marketing Officer. Cheryl was formerly Director of Program Management at Enterprise 2.0 – Open Text
Lowell based Kadient, on demand sales apps maker, names Authoria Inc. veteran Elizabeth Ricci Senior VP of Products November 23, 2009Posted by HubTechInsider in Cloud Computing, Software, Staffing & Recruiting.
Tags: Cloud Computing, Lowell, product management, Products, Software, Startups, Venture Capital
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Lowell, MA -based Kadient, a maker of on demand sales enablement applications, has named Authoria Inc. veteran Elizabeth Ricci Senior VP of Products. Elizabeth was formerly Senior Vice President of Products at Authoria.
Entrepreneurship and Innovation in 2009 and Beyond: Massachusetts vs. Silicon Valley (MP3) November 20, 2009Posted by HubTechInsider in events, Staffing & Recruiting, Technology, Venture Capital.
Tags: boston, Entrepreneurship, events, gatherings, Innovation, Massachusetts, meetups, networking, news, Silicon Valley, Startups, topics, Venture Capital, waltham
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This is a Stereo MP3 audio transcription of the excellent presentation that was given this morning by Ronald Croen, Founder, former CEO and Chairman of Nuance Communications, who is now Tufts University’s Entrepreneur-in-Residence for 2009-2010. The talk was given at IBM’s Waltham Innovation Center, in Waltham, Massachusetts.
Ronald Croen, a co-founder of Nuance, has served as Chairman of the Board of Nuance Communications. Croen held the positions of President and CEO of Nuance from July 1994 – March 2003. Previously, he served as a consultant to SRI International, an independent research, technology development and consulting organization, for the commercialization of its speech recognition capability. From 1987 to 1989, Croen served as Managing Director of European Operations, and from 1983 to 1987 as Vice President and General Counsel of The Ultimate Corp. Croen holds a J.D. degree from the University of Pennsylvania Law School and a B.A. from Tufts University.
The topic of the presentation was:
Entrepreneurship and Innovation in 2009 and Beyond: Massachusetts vs. Silicon Valley
091120_004 [mp3 raw file – click to listen on most computers]
091120_004 – Ronald A. Croen [Imeem Hosted Stream]
(This mp3 Stereo Audio Recording is a large file, and you may want to save it directly to your computer’s hard disk drive for listening – you can do so by right-clicking on the filename, above, and using the ‘save link as…’ option)
I had a wonderful opportunity to meet and speak with Bobbie Carlton, the founder of Massachusetts Innovation Nights at the Charles River Museum of Industry in Waltham, and I want to take the opportunity here to thank her for her efforts in arranging this new breakfast Massachusetts Innovation gathering. I think some thanks also go to the gracious corporate host, IBM, whose Waltham Innovation Center is truly an impressive facility; I enjoyed their tour of the facility after Mr. Croen’s presentation.
There was a terrific question-and-answer session with the attendees at the conclusion of the presentation which featured a lively debate and brought up some fascinating points; I recommend you listen to this towards the end of the mp3 audio transcription.
There are some great videos of Ron Croen’s presentation available here.
Needham MA based Chargify, recurring billing tools provider, has named Lance Walley CEO November 17, 2009Posted by HubTechInsider in Cloud Computing, Software, Staffing & Recruiting.
Tags: Cloud Computing, Needham, RoR, Ruby, Ruby on Rails, Software, Startups
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Needham MA based Chargify, recurring billing tools provider, has named Lance Walley CEO. Lance was formerly CEO of Engine Yard, which he co-founded. Engine Yard provides Ruby-on-Rails applications hosting “In the cloud”.
Tags: human resources, recruiting, staffing
I have been on both sides of the fence when it comes to job interviews — for the two ecommerce software companies I started back in the 1990’s, I hired hundreds of people, so I talked to alot of staffing firms and recruiters. In my current life as an IT Project Manager / Business Analyst / Program Manager, I have not only taken on a few contract roles in the Boston area myself, but I have also been tasked at various times with hiring other contractors to work on large software development projects. In all these roles, I have been in contact with staffing firms, agencies, and corporate recruiters that are not very good at their job. Many of the recruiters out there are great, but the majority are not great. After reading yet another drivel and platitude filled article about recruiters and “how to get a job” from the Boston Globe today, I thought it was high time for an article with some real-world tips and practical advice for recruiters on how to contact candidates out there in the midst of a tough job market. I found after writing these five tips for recruiters, however, that they are applicable in any economy. These five tips are fundamental imperatives for all recruiters to read, know and internalize so that they do not destroy their professional reputations and ruin the reputations of their staffing firms and employment agencies.
1. Do your homework on candidates before picking up the telephone – If you don’t have any jobs for a candidate, don’t call them up on the telephone. If a candidate is not a good fit for your particular search, then they are not going to be interested in hearing from you: think about it. Just because someone is a candidate and is out there looking for work, doesn’t mean they are going to be thrilled to talk to a recruiter on the telephone. They will really be perturbed at you when they realize that after an initial contact, you didn’t look at their resume or their Linkedin profile or really perform any homework on them until you get them on the telephone – only to tell them they aren’t a good fit, not what you’re looking for or you don’t have any jobs for them. You should have never called them on the telephone in the first place. Lazy recruiters are all too common these days, and nobody wants to hear whining about time constraints, number of candidates, or the rest of it. Get on LinkedIn, read the profiles of your candidates, and carefully read their resume. In this way, you can be ready to ask purposeful leading questions such as “So I read about your experiences with the Executive Dashboard application at Metatech; I know you wrote on your resume that it was an Oracle project, but I’m wondering if that was a .net or a J2EE environment. Can you tell me a little more about it?”… this is a great way to get the information you need from a candidate and it prevents you from looking like a brainless recruitron. If you are a recruiter and you are not on Linkedin yourself, the message you are sending out is that you are not a veteran, serious, professional recruiter, and you are, in fact, recruiter that has something to hide and should not be trusted. When you do get a potential candidate on the telephone, announce yourself with politeness: “Hi, this is Wendy Sprague from Recruit-Tech, and I’d like to speak with Susan Holmes if she is there please” is a great way to reach Susan about a potential job opportunity. “Hi, is this Susan?” is an example of a bad way to begin such a sourcing call. Be polite on the telephone! Do your homework on the candidates!
2. Don’t be rude on the telephone with potential candidates – The internet is a two-way street. In other words, people can write about you and your company / staffing agency / firm online. And they will. I started a few ecommerce companies in college. I used to tell my employees: “If someone has a great ordering or retail experience with us, they will tell two of their best friends – if they have a bad experience they will tell ten or fifteen people right away”. Not doing your homework on candidates before getting them on the telephone, wasting their time on the telephone, rudeness, insulting people’s backgrounds or resumes because they aren’t the pink unicorn you are currently searching for, cutting people off, telling them they “aren’t the right fit” when you should have been able to tell that before calling them up, etc. is going to work out badly for you in the long run. A candidate is just one person. A company is exposed to the public and a corporate reputation for rudeness and incompetence is alot harder to overcome than a single, individual’s reputation. In essence, a staffing firm is a very visible public entity and word gets around. Don’t forget: contractors talk to each other and to the clients once they are in the client company. Many are eventually hired permanently and even ones who remain contractors are often tasked with hiring other contractors. Remember this the next time you are speaking on the telephone with a candidate, because they will surely remember you.
3. Your candidates’ professional references are not marketing contacts – A typical ploy in the tough current Boston IT contract market is to call in job candidates for an in-person interview on the pretext of some nonexistent job or some vaguely-defined future contract. Then, in this challenging market for staffing firms, the account managers are tasked with getting the candidates to “Drop the cheese” and the candidate is then grilled for marketing information for the staffing agency or firm. Manager’s names at former employers, managers at the current employer, etc. are all gathered. Then, a bogus in-person “reference check” is set up. The staffing firm then essentially “calls in” the favor of an in-person reference check using the candidate’s name – to try and drum up new business for the staffing firm at the candidate’s former or current employer. Your candidate’s professional references are not marketing material for your staffing firm. What is likely to happen is the manager will call up or email the candidate and tell them about this marketing meeting, and that staffing firm will never get any future business from the candidate’s former employer. Again, people talk in this new age of social media and online blog posts. So don’t do it. Your candidate’s professional references and work history is not an opportunity for your staffing firm to “get in the door”. If you use these disingenuous methods, it will be exposed in public and also behind closed doors at the offices of your potential clients – not to mention all the contractors and potential candidates that will turn up their noses in disgust at the infinite re-telling of the story. Staffing firms have alot of competition, and there are so many other firms to go with — don’t accept this high level of business risk.
4. Don’t wear out your candidates’ professional references – Get the candidates professional references and then ask the permission of the candidate to call them. Don’t call them before you have a definite REQ for the candidate and they are indeed a primary candidate for the job. The reason for this is simple: professional references are usually busy people and it is not their job to give detailed references for former employees. It is a difficult and tense thing for managers to do even for people and former employees who were superstars and well liked. Most managers will give a candidate one or two really good references, but by the time they are called for a third or fourth reference, they are either not giving them or not giving good ones anymore. So don’t wear out the professional references of your candidates! Again, this is another point of which I must emphasize that word gets around – quickly in this world of blogs, twitter, and such.
5. Have integrity and follow-through – If you only have one job REQ (or no REQ) for a candidate, if you tell them your firm has lots of potential jobs for their title and role, which you don’t follow up on with the candidate, they will tell everyone they know that you and your staffing agency / firm lied to them. Eventually, they will get hired, but they won’t ever forget that you lied to them – why place an enemy in so many potential client firms? In matters of personal livelihood, people in general have long memories. So don’t think they forgot about all the jobs for them you told them about. To come and meet with you in your office, most candidates will have to use up a sick day or miss a day of work. So you better get down to business with your candidates quickly. To lie about these types of matters is not harmless to the job candidate, and it’s not harmless to the business of the staffing firm or agency, let alone your personal professional reputation. Again, don’t do it.
A good article I found online that makes some great points about hiring in a down economy is available here, and I recommend it highly.