The past few weeks I’ve had one of the most fantastic professional experiences. Having toiled away at firstly virtualizing and then cloudifying all internal systems. I’ve been asked to join IBM’s tour of Cloud duty, and go around Australia and New Zealand preaching.

Most enjoyable part of the trip was the king-sized bed at the Hilton speaking with customers and business partners, and seeing how they:

None were technical issues. No one cares about hypervisors.

It was valuable to learn that in some instances customers are behind several years in absolute basics of automation for test, development and my favourite environment-generation. This is unfortunate from the obvious benefits they stand to gain, but a lot of the problems seem to stem from a lack of complete understanding about “what is cloud/virtualization and what can it do for me”

In my talk, I didn’t go through ROI, CIO vs CFO debates – but more about real evidence and clear-cut results from virtualizing with a sprinking of Cloud services atop. Without further ado, my talk as recorded during the Sydney-leg.

The logical progression of the thin-client cloud movement is that it comes to the masses. We’ve seen numerous advances in Virtualisation technology purchases from the Citrix mob with Xen, VMWare’s long pedigree, and the new entrant Sun’s VirtualBox. All these are great, but are missing the point of mainstream adoption outside the enterprise. This can only occur when virtualization is no longer about just server consolidation and cycle saving.

Apple is building a server-farm, can this be a prelude and foundation of what is to become the delivery mechanism for the VOS (Virtual OS) ? My prediction is that within 2 years, not only will there be a smaller device that you are able to take around in the form of a tablet, but more importantly is its integration with your persistent presence.

A simple scenario is you working on a document or watching a movie on your Mac at home, after which you must leave. Without turning anything off, you merely take your tablet/light-weight computing unit, and proceed on your trip. Once on a bus, you will be able to resume your document editing, movie watching experience exactly where you left off.

Current core strengths within Apple do not include OS abstraction and Virtualization (I’m not counting Rosetta, as that wasn’t developed inhouse), so Apple’s next purchase should be a player in Virtualization delivery, or at least see a partnership emerge – Citrix – wink*wink*nudge*

Reading a blog I follow: David J. Anderson [Where's the Lemon ?], got me thinking more about businesses choosing the right candidate for a particular role, and an experience I had with a Japanese gentleman once on a plane.

Within the Western society, it is the norm to go through the sifting process and hopefully end up still floating when HR finishes washing their lists, to make sure that the ‘key words’ that they were after, are actually on your resume.

Now that you’re up to stage two, you tend to go through several more:

1. Meet HR
   Have them toy with you and get a feel for you.
2. Technical Test
   If you’re going for a programming role, you’ll once again be sifted until they make sure you know what OO is, and where you put a tilde to form your destructor.
3. Group Excercise
   Now that you’ve passed the previous stage with flying colours, you’re invited back into a group formation where you can be studied like a primate “assessed on your thinking ability, general knowledge, communication,argument structuring, confidence, presentation skills as well as creativity” (Lifted from Accenture Recruitment Guide)
4. Meet the manager
   At this point, as far as HR is concerned, you’re as good as hired, since not many people make it to this stage – and the only reason you wouldn’t pass is primarily due to your lack of personality . Here you are evaluated on your ability to actually ‘fit in’, be one of the boys (sorry girls).

With this “fool-proof” system, every company still ends up with a multitude of useless workers that merely are able to meet the basic requirements, pass the aptitude test and now be a leech on the system. Chances are – it will cost the company more to support this worker that it would have been to spend more time to find the right candidate in the first place, especially considering the inflexibility of labour evidenced by the plethora of unfair dismissal lawsuits.

So back to the Japanese gentleman I sat next to on my flight to Frankfurt a few years ago. He informed me that the company he worked for, had an unwritten policy that if they’re going to be spending over ¥10 million JPY – then the hiring manage must conduct a careful analysis of the person, which in this case meant – take them to a golf course for the day!
Wow, a whole day of playing golf and relaxing… Well, not exactly. As through the day the manager is able to see your traits that you would normally leave out of an interview, such as how competitive you are, and how you actually deal with stress and your diplomatic ability.

These subtle hints which will provide the employer with a clearer image of the real person, is far more useful than a two hour psychometric test, that after 30 minutes you are just clicking on anything just to finish!

A day long interview – does it cost too much? Well if you want to employ someone for a few years at the least, and they are not there to clean the toilet or make a cup of crap coffee, then you simply can’t afford not to spend the time.