How to identify an agile organization is — given the market-entry of the late majority to agile development practices – nowadays more important than ever: No matter how large the pay cheque, life is just too short to spend it on unfulfilling projects!
I can support your quest as an agile practitioner for the next suitable employer or client with this article, covering the three different phases of gathering information on the agile maturity level of an organization.
Peer Recruiting is the new hiring: Shortly, all creative, technology-based organizations will need to abandon the command & control structures that served the industrial world of the 20th century so well. Instead, they will reorganize themselves around autonomous teams to deal with the complexity and pace of innovation of the 21st century.
In such an agile world, recruiting will become a team decision, and the role of the human resources department will change into a supportive one. Recruiters will need to become servant leaders or facilitators, guiding the peer recruiting process.
The following guide to peer recruiting is based on my experience in participating in the recruiting of such team members with Scrum-related roles over the last five years. This first article will cover the Scrum master role.
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