“Hiring Product Managers” (Book Review)

Hiring good product people can be a challenge, particularly because I feel that no product management role is exactly the same, with the needs and expectations of a product role varying per organisation (largely dependent on the product or the incumbent view of product management within an organisation).

I was therefore excited to come across “Hiring Product Managers: Using Product EQ to go beyond culture and skills”, a book by product management consultant Kate Leto. Having hired for many product roles — at all experience levels — Leto shares valuable insights and tips with respect to hiring product people.

Human and technical skills

In the book, Leto makes a clear distinction between human and technical skills, and how to best hire for both skill sets. She describes technical skills as the tools and techniques to solve a customer problem; what work is done. Human skills are all about how a product person works (see Fig. 1 below). Leto talks about working towards a balanced product practice, ideally consisting of 50% human skills and 50% technical skills.

Fig. 1 — Example technical and human skills — Taken from: Kate Leto, Hiring Product Managers, p. 18:

Technical skills: what work is done

Human skills: how the work is done

Very helpfully, Leto shares an exercise we can all do to reflect on our own product practice and discover our breakdown of human and technical skills (see Fig. 2 below).

Fig. 2 — Activity: self-reflection on your own product practice — Taken from: Kate Leto, Hiring Product Managers, p. 21:

Understanding EQ and human skills

Leto focuses on emotional intelligence and emotional quotient (‘EQ’) and how both underpin human skills. She lists the basic dimensions of emotional intelligence, as defined by psychologist and author Daniel Goleman in his book titled “Emotional Intelligence” (see Fig. 3 below).

Fig. 3 — Basic dimensions of emotional intelligence and EQ — Taken from: Kate Leto, Hiring Product Managers, pp. 23–24:

Deciphering the job description

Once you’ve identified the human and technical skills that you want to hire for, the next step is to reflect these skills accurately in the job description. I agree with Leto’s point that human or ‘soft’ skills are often listed as ‘nice to haves’ in job descriptions. She shares the “Role Canvas” that you can use to create a job description (see Fig. 4 below).

Fig. 4 — Kate Leto’s Role Canvas — Taken from: https://kleto.medium.com/the-role-canvas-4-questions-to-help-you-re-think-how-you-hire-ae3332ba83ba

The Role Canvas is based on four fundamental questions. Leto explains how by answering each question, the new role becomes clearer for the hiring manager, team members, stakeholders and recruiters involved:

In addition, Leto points out the collaborative nature of shaping these job specs (and the product organisation values that underpin them).

Main learning point: “Hiring Product Managers” is a really helpful and practical book, aimed at anyone involved in hiring product people. By breaking down the human and technical skills involved, Leto offers valuable guidance on the different qualities to structure the hiring process around.

Product at ASOS, author of "My Product Management Toolkit", family, boxing and founder of @hiphoplistings and blogging via http://t.co/uGr5nRye

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