In the development life cycle, finding a good project manager is not just critical but also the step in the process from which everything else follows. Excellent project managers can impel a program or product from good to great. Companies looking to fill this role tend to prioritize technical capabilities, but a project manager’s most important skills are usually interpersonal ones — in other words, soft skills.
The best project managers steer an undertaking from beginning to end, confronting disruptions head-on to (ideally) complete a project on time and within budget. They own the entire scope of a project and decide how to work with and delegate to a host of business analysts, database and solution architects, developers, technical writers, and other members of the solution delivery life cycle.
Cultivating an environment where these experts can thrive and contribute to an end goal is paramount. A project manager with a balance of hard and soft skills is the catalyst in getting them there.
See More: The Rise of the Citizen Developer: Pros and Cons
Why Soft Skills Matter When Searching for Project Managers
Technical expertise can help a project manager understand the required solutions and types of problems the rest of the team must navigate. Still, a few below-the-surface people skills need to be exhibited as well.
For starters, the ability to negotiate is a must-have. Over the duration of any project, compromises in time, budget, and specifications, known as the “iron triangle†of project constraints, reveal themselves. If one changes, so will the others, and someone’s progress will be thrown off-kilter. As such, courage and conflict resolution are two essential soft skills for project management professionals. They must resolve disagreements between team members within the context of budgets and deadlines and then communicate bad news to executives and team leaders tactfully enough that more problems do not materialize.
What makes a project manager an effective leaderOpens a new window ? It is the ability to remain focused on project outcomes and prioritize an efficient development environment that is both collaborative and autonomous. Why the balance? Employees do not feel like they need a manager looking over their shoulders and nitpicking every little thing they do. Project managers need to trust the team to take the necessary route to achieve the stated objective while also collaborating with the team to keep the process on track.
It is almost paradoxical and can certainly be scary because most organizations do not have a well-defined project management process. Plus, many projects often encounter complicated and unforeseen interruptions. A project manager who lacks a take-charge attitude might wait to address these problems, and that is a recipe for disaster.
When seeking out project managers, it takes project management to identify those soft skills in prospects. Finding candidates who have both the hard skills and leadership acumen is a tall but necessary task for hiring managers.
Finding a Project Manager With Leadership Talent
Here are three tips for CIOs and executives to keep in mind when looking for project managers with equal amounts of technical and soft skills:
1.Make culture fit a priority prior to the interview
The elusive “culture fit†can sometimes be hard to assess during the interview process. However, you can improve your odds of finding candidates who fit harmoniously within your company if you do some extra front-end work.
Namely, define the salient attributes of your company culture, and use those to craft the required attributes for the project management role. Be deliberate in calling them out as you discuss the job responsibilities, and you will likely interview more quality candidates.
2. Put their leadership to the test during the interview process
Asking someone whether they consider themselves a leader during the interview process does not suffice. Challenge them to explain why they made a particular decision during a tough situation.
As a CIO or technical lead, you have seen projects go awry. Bring those up during the interview process, and ask how a candidate would handle them. You do not just need to know about a project manager’s past successes; you need to know how they will spearhead current and future projects in your organization’s real-world environment. As such, be sure to make these prompts relevant to the work they will actually be doing if they assume the role.
See More: Tech Salaries in 2022: Why the Six Figure Pay Makes Techies Feel Underpaid
3.Double-check your instincts
First impressions are important, but they are not always accurate. If you want to improve your chances of hiring the right person for the job, you will assess candidates as objectively as possible throughout each stage of the interview process.
In his book “You’re Not the Person I Hired!†executive recruiter Brad Remillard establishes five predictors for long-term employee success: high initiative, flawless execution, leadership, past success, and adaptability. Look for signs of each of these in your project manager candidates, and do not be afraid to dig deeper if you get a sense that someone is not who they claim to be. For the sake of your project, you need the best candidates to rise to the top.
Hiring is the lifeblood of your business, and you must get it right to survive. Keep the above tips in mind during your search for a project manager, and you will be rewarded with the results.
How do you hire the right project manager for your organization? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .