A few years ago, we needed a good project
manager—fast. But after utilizing many
resources (job ads, searching the candidates
in Project Management Professional (PMP)®-related
forums, etc.), we were unable to find the right person.
One day the phone rang, and it was one of our senior
project managers. He recommended a really good
project manager with whom he had worked in the past.
We met with the guy and were impressed by his
project-related experience and knowledge. We
decided to hire him, but were nervous: What if he
failed to perform well?
But he proved us wrong: He used his skills and
knowledge, had a positive attitude and energy, and
made the stakeholders happy. Trusting our colleague’s
recommendation paid off!”
—Maimona Ijaz Qadri, director of administration, Catco
Kids, Karachi, Pakistan
Bounce Back Up
Understanding project failures and lessons
learned from past experiences is a good
quality in any project manager.
One project manager who worked for me spent a
substantial sum of funding in an attempt to develop a
software upgrade in a past job. But it was a recurring
failure that continued to be funded for several years.
Eventually, the project was terminated. But he
learned to deliver bad news to management and keep
stakeholders informed throughout the project, giving
plenty of warning when things were not progressing
as planned. He also learned to accept the failure and
bring an alternate plan with him when delivering the
On another occasion, I selected a candidate for a
position in the project team based on attitude and
potential. Other candidates had more experience and
knowledge but simply did not come across as someone
who would grow and be passionate about the job.
Passion for projects matters.”
—Manuel Perez, PMP, project manager, Tetra Tech, Las
Vegas, Nevada, USA
Focus on Attitude
What I look for in a candidate, in addition
to solid project management knowledge
and demonstrated experience, is the right
attitude for project success.
A few months ago during a recruitment process,
I found that even though all candidates had good
experience managing projects, during interviews
everyone focused on the triple constraint. I didn’t
hear anything from them about how they addressed
problems or identified risks.
So I asked about their personal techniques for
overcoming problems and anticipating situations that
could put the project in jeopardy. Then I followed up by
asking, “How would you deliver the project to achieve or
exceed customer expectations?”
The candidates’ answers to these questions revealed
their true colors. The responses varied from person to
person, but I could see who had the right attitude to
—Jesus Vazquez, PMP, project manager, GNC Mexico,
Best Laid Plans
Sometimes no matter
how right it feels, you
hire the wrong person
for the job. PM Network
columnist Sheilina Somani
discusses her tactics for
salvaging the situation in
Sailing to Distant Shores
on page 24.
PMI’s Pulse of the Profession®: Capturing the Value of Project Management
found that high-performing organizations are significantly more likely to
focus on talent management.
According to the 2015 Talent Shortage Survey, conducted by
ManpowerGroup, global organizations are investing in talent to help fight
turnover. Here’s how:
to provide more
both internally and
externally to the
Find Your Place
Share your tips for finding
the right hire on the PMI
Project, Program and