Hiring hypothesis

Applying the lessons of 'lean start-up' and 'agile development' to hiring staff..

Transcript

1. Testing a hiring hypothesis. 
 Matt Jukes
 
 
 @jukesie
2. These are my lessons learned.
3. @jukesie In 2015/16 I personally interviewed 
 60+ people and hired six.
4. @jukesie On five occasions advertised jobs led to zero candidates.
5. The biggest digital transformation challenge is people not technology. Me.
6. @jukesie Research your job titles. Don’t get cute. Don’t be clever. 
 Do be clear. Do be honest.
7. @jukesie A/B test the job titles. Use free job boards, social media and mailing lists and track which work best.
8. @jukesie Write real job descriptions. Get people doing the jobs to help. It is OK to be 
 aspirational but don’t ask for the world.
9. @jukesie Ask the community for help. Draft job descriptions on Hackpad. Twitter polls on 
 job titles. Feedback on interview processes.
10. @jukesie Make the case for joining. Job descriptions are not enough. Write blogposts, 
 speak at meetups, sponsor unconferences.
11. @jukesie Play to your strengths. If you can’t compete on salary talk about other benefits.
 Not the foosball or the game nights. 
 The challenge. The mission. The team.
12. @jukesie Tap into your network. You are probably only one or two degrees of seperation
 from the best candidate. Build and nurture networks.
13. @jukesie Take interviews seriously. Use consistent questions. Never interview alone. Agree with 
 other interviewer what you are looking for in a successful
 candidate. Specialist interviewers for specialist roles.
14. @jukesie Be willing to wait. There is often pressure to fill a vacancy. Waiting for the
 right candidate rather than the available candidate saves
 time in the long run.
15. @jukesie It doesn’t end at the interview. Give useful feedback to unsuccessful candidates. 
 Keep communicating with the successful candidate.
 Just sending an offer email and a start date is not enough.
16. @jukesie Introductions over induction. Plan the first week or two for any new hire carefully with a 
 mix of the mundane and the interesting. 
 Don’t overwhelm them but get them involved asap. 
 Make them feel welcome and wanted.
17. Thanks. Matt Jukes http://productforthepeople.xyz