How can you describe your Agile methodology experience in a Software Project Management interview?

In my opinion, by following the Agile methodology, we can deliver ahead of traditional timelines. And I strongly believe in delivering value early and often, adapting to changes for the benefit of the customer, and ensuring a teamwork in a collaborative environment.

Agile is not recommended for projects that need to deliver against very specific, often legal or regulatory, requirements. The fact that Agile requires minimal planning at the beginning makes it easy to get sidetracked delivering new, unexpected functionality. Additionally, it means that projects have no finite end, as there is never a clear vision of what the “final product” looks like

According to my opinion before you go into the interview, make sure you have a good understanding of the basics of Agile methodology. This includes the different Agile frameworks (e.g., Scrum, Kanban, XP), the key principles of Agile (e.g., iterative development, collaboration, continuous feedback), and the benefits of using Agile (e.g., increased flexibility, improved quality, faster time to market).

I've been using Agile methodologies for a couple decades before they were named "Agile". Any method that sticks to a rigid plan not based on reality is doomed to failure no matter what it is called. Artifacts nay have different names and concentrate on different aspects, but some sort of quantification is needed to see direction and progress. While team meetings have different names in Agile, all methods that work will have similar requirements. Agile has codified the fast release and "fail-forward" patterns in a relatively organized and easy to follow method. Application and integration into daily workflow is still a challenge since we're human, but classes in scrum mastering and other vital positions have made attainment possible.

In my experience Agile delivery methodology is a value driven model.. against the plan driven legacy waterfall model. In Agile value is delivered incrementally in iterations with faster feedback loop. It operates on 4 values and 12 principles part of agile manifesto. Under the Agile umbrella there are many frameworks like Scrum, kanban, xp, etc

When interviewing, there's a tendency for assumptions from candidates that the interviewer knows what they've been doing. So just be explicit, talk about meetings or ceremonies of the agile process that you've been involved in. Outline the sprint cadence, cadence etc. If you're aware of other things that Agile should be doing, but that you don't do currently, add those in too, ie. "We don't do x, but I know that it's best practice to, do you as a company do x as well?"

When answering questions about your Agile experience, be sure to give specific examples of how you have used Agile principles and practices in your previous roles. This will help the interviewer understand your level of experience and how you have applied Agile to real-world projects. For example, you could talk about a time when you used Scrum to successfully deliver a complex project on time and within budget. Or, you could talk about a time when you used Kanban to improve the workflow of a team and reduce bottlenecks.

As someone experienced with changing jobs, I highly recommend taking the time to write down important behavioural questions and examples of how you have utilized your skills, knowledge, and experience to resolve those issues in the past in a STAR (Situation, Task, Action and Result) method. If required google behavioural or situational interview questions. It's important to provide as many diverse examples as possible to showcase your abilities. For those of you new to Agile jobs, it's essential to learn the basics of Agile principles and the importance of frameworks such as Scrum, XP, SAFe, and others. Adequate preparation and research can go a long way in ensuring a successful job transition.

It is worth also explaining why the situation you were in required an agile approach. For instance, was there a high expectation of change, and if so, why? Or why was early and frequent delivery important? Or what was the impact of focusing on individuals and interactions rather than their processes and tools?

In my experience I can provide the example of CAR approach (Challenge, Action and Result) Challenge: Improving the efficiency of the digital banking app’s new feature development process. Action: As a Scrum Master, I introduced Agile methodologies like Scrum and Kanban, along with collaboration tools such as Jira and Trello. We organized daily stand-up meetings, refined the product backlog, and used task boards to visualize work progress. Result: The development process became more streamlined, with better visibility into tasks and progress. The team’s efficiency improved, and we consistently delivered new features on time, enhancing the overall user experience for digital banking customers. However I completely agree with STAR method.

In addition to giving specific examples, be sure to highlight the skills that you have developed through your Agile experience. These skills could include: 1) Project management skills: Agile project managers need to be able to plan, execute, and monitor projects effectively. They also need to be able to manage risks, and communicate effectively with stakeholders. 2) Collaboration skills: Agile teams are all about collaboration. Agile project managers need to be able to foster a collaborative environment and work effectively with people from different backgrounds. 3) Problem-solving skills: Agile teams are constantly adapting to change. Agile project managers need to be able to think critically and solve problems quickly and effectively.

You may be expected not just to explain your skills but demonstrate them, so make sure you are prepared for that. Even if you are not, having clear, specific examples of how you did something (like run a retrospective or lead a story mapping workshop) is much better than general, vague descriptions. Don't say 'I make sure all participants are engaged', say 'In my last retrospective I used the 1-2-4-ALL technique to ensure everyone's ideas were captured and varied the order of speaking so the same people were not always first with their ideas.'

I would describe my agile experience by focusing on my ability to tailor agile approaches to meet the specific needs of each project and team: I understand that there is no one-size-fits-all approach to agile. For example, I was working with a that was struggling to deliver on its commitments, using a waterfall approach, and they were finding it difficult to adapt to changing requirements. So, I was tasked with helping them transition to agile. I worked with them to develop a tailored agile roadmap that met their specific needs. As a result, after transitioning to agile, the team was able to deliver on its commitments more consistently and efficiently. The team was also more satisfied with their work, and there was a decrease in turnover.

I believe that essential attributes for a Product Owner in the Agile framework include: Adaptability to handle diverse situations effectively. Proficiency in software architecture and the technologies employed. A collaborative approach when engaging with both internal and external stakeholders.

What I have found that has been very helpful for my work is to demonstrate techniques that improve the way for team to manage work. For example, talk about a specific way your priority work with a team. Did you use MosCoW or a weighted value priority matrix? Speak to specific tools when you story map an Epic. Did you white board and sticky notes or did you use a digital tool like Mirro? Companies will have specific ways of operating but if you can line up your ways of working with a theirs, you can show that you will be a good fit.

It is important to be honest and humble in your interview. Don't be afraid to admit that you don't know everything about Agile. The interviewer is more interested in your willingness to learn and grow than in your ability to recite the Agile manifesto by heart. For example, if you are asked a question about an Agile topic that you are not familiar with, you could say something like, "I'm not sure about that specific topic, but I'm always happy to learn new things. I'm confident that I could quickly get up to speed on that topic if needed."

Even as a servant leader, you also need to focus on your own continuous improvement and personal development. Talking about how you develop yourself is a way to help turn negative experiences into positive ones. Good coaches themselves have coaches, so if you have one (and you should), make sure you mention it and describe how it has helped you.

Establish trust by acknowledging your areas for improvement and, more importantly, your strengths. Embrace the Kaizen philosophy as your preferred method.

First, do research before the interview to find out what is going on in the organization and ways you might add value. Then in the interview, even before answering any questions about "agile," find out directly from the interviewer what they think are the challenges the organization is facing related to the role. Use your expertise/background and research to help address those challenges - basically "do the work" of the role - during the interview. This shows your capabilities in a way that is directly relevant, valuable, and proactive ... and should leave them wanting more (i.e., get you on board).

One thing that I have found helpful is to share a balanced perspective on any of the technology or process choices you have made in your projects. You should be able to clearly articulate the pros and cons associated with the choice and the tradeoffs considered. You should also be able to share how to circumvent or mitigate the challenges as a side effect of the choice you made.

Don't forget that an interview is as much an opportunity for you to find out if you want to work for that as it is for them to find out if they want you to work for them. In addition to Mike's good advice below, ask yourself what is important to you in your next job and make sure you find out how good a match this role is.

I would also consider the following when describing my agile experience in an interview: My commitment to continuous learning and improvement. I am always looking for new ways to improve my agile coaching skills and knowledge. I also encourage my clients to do the same. My ability to build and maintain strong relationships with my clients. I believe that trust and collaboration are essential for success in any agile project. My passion for helping others succeed. I am truly passionate about helping people, teams, and organizations achieve their goals using agile and lean approaches. I am able to work effectively with stakeholders at all levels of an organization to ensure that everyone is aligned on the team's goals and priorities.

Nice & valuable perspectives from all contributors. In fact I used to practice agile quite sometime ago extensively & whatever little I can remember from those days was one of very important & irrefutable truth-that agile was a paradigm shifter from the age old waterfall mechanism that introduced the famous ‘One Team’ culture followed everywhere, that it injected the idea of prioritising backlogs into simple user stories easily understood by laymen, that it brought the concept of a Test Driven Development to fail early. I wouldn’t be surprised if someone says that agile helped to conceptualise the famous DevOps automation-small sprints, daily deliveries, build and test, deploy. It has now come a long way to safe agile but base remains same.