This stresses how important to put specific procedures in place regarding remote workers. It's in particular essential to have emergency contacts on both sides.

As I keep saying to people I interview... it's also about you interviewing us! I wish I had more questions from them. This list is a bit biased to some type of companies but that's a good starting point.

Now this is truly bizarre... but apparently this happens.

Also a good reminder of the fact that people are not just resources you can swap easily.

Interesting exploration on why we see a large resignation movement (at least in the US, the study is US centric anyway). It's clearly not only about wages and they are other even more powerful forces at play. First and foremost: mind your corporate culture.

Excellent series about work sample tests during interviews. Definitely good food for thought in there, I already changed how I was doing a few things with it and what I tested worked nicely so far.

Excellent series about interview questions to use.

Definitely this... the amount of times I've seen this type of "x years of y" constraints for hiring people. It's completely backwards, someone senior should be able to pick up new technologies quickly. Better focus on the ability to learn and other factors than limiting things to a particular stack.

Definitely agree with this. People are generally not used to this though. That's why one of the things I tell people during interviews is "I got a bunch of questions but there's no good or bad answer to them, they are conversation starters mostly". It's really all about knowing each other better first.

Good cautionary tale about burnout in general, the big wave of it induced by the pandemic... and the likely huge resignation wave coming up in some places.

Interestingly I'm less interview averse than what's explained in this article. Depends how it's done of course, but since I think I'm also evaluating the potential employer, seeing more people gives you a better idea of how things are internally.

Lots of good advice in there. Per usual quite some of it also makes sense in non-remote teams. Not sure I'd do everything exactly in the same way but that gives a good overall idea of the important points.

Looks like some people fell in love with remote working during the past year. Won't be easy to let go of it for them (for good reasons IMHO, I'm obviously biased).

Very insightful view on the differences between praises and positive feedback. It's indeed very easy to conflate the two by mistake.

Very good piece, I agree with all the advices in there. That being said, it's often difficult to apply. This is because it requires quite a lot of self-awareness from teams and not everyone is willing to work on themselves to realize their weaknesses in the first place.

Also I'd stress one point which I don't find pushed enough in that article. Very often you want persons who might not make your team stronger now but will over time. This even works better in my experience. Hiring is a bit like gardening in a way: it's also about keeping in mind how the people joining the team will bloom in that particular context and how it'll improve the landscape.

Good advices and good comparison of different ways to provide feedback.

Interesting take on mentorship vs sponsorship. I indeed tend to mentor more than I sponsor. Definitely something I need to adjust.

EN: Another one about the hiring process. Focuses mostly on the time used for the interviews though. Same thing it takes time: several long interviews. Also especially interesting it focuses on the real questions underneath the interview and there are not many of them: it's mostly about can we work together and if yes where is the candidate positioned skill wise compared to current employees. As it's very well put: "everything else is literature".

FR: Un autre article sur le processus de recrutement. Il se focalise principalement sur les entretiens. Mais comme d'habitude cela prend du temps: plusieurs entretiens longs. Il est aussi intéressant de voir que cela se focalise principalement sur les vraies questions derrière les entretiens et il n'y en a pas tant que ça: c'est principalement sur le fait de pouvoir travailler ensemble et si oui où le candidat se positionne sur le plan des compétences par rapport aux employés actuels. Et c'est très justement résumé: "le reste c'est de la littérature".

Interesting data point about hiring someone. I stay convinced that it needs to take time, it kinds of confirm it.