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Hiring Great People - Pietro Di Bello at Klab Community - May the 3rd 2018

Hiring Great People - Pietro Di Bello at Klab Community - May the 3rd 2018

My experience in building and improving recruitment process to create and grow great teams.

Watch the video (in Italian) here: https://www.youtube.com/watch?v=q5YQbVNBhZ4

Pietro Di Bello

May 03, 2018

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  1. Hiring Great People 3 maggio 2018 Sponsored by How we

    improved our recruiting process to build and grow great teams!
  2. PIETRO DI BELLO Agile Coach Señor Coder Love pizza and

    ice-creams Works at XPeppers in a great team! @pierodibello @xpeppers

    ORGANIZATION” Sean Landis - “Agile Hiring”
  4. don’t know what your hiring process is not involved in

    the hiring decisions involvement is irrelevant skill level of the teams is not where it should be new colleagues do not fit
  5. few new applications tons of applications, too many just out

    of target candidate doesn’t accept the offer your company doesn’t grow at all or is growing too damn fast
  6. SOURCING > ASSESSING > ONBOARDING a proper job description online

    job boards social media sponsor events external recruiters open-source projects university affiliations and internship programs How to make the good people apply? And BTW discourage the not-matching candidate from applying? Techniques you’ll use to attract suitable candidates
  7. review résumé testing skills in-person interviews and auditions take the

    decision make an offer Is this person the right one for our team and our company? This is where you get to know the candidate! SOURCING > ASSESSING > ONBOARDING
  8. bootcamp study path tutoring peer reviews How can the new

    employees reach a good level of proficiency and integration in the team in the shortest time possible? The first period of employment of a newcomers, from the first day on SOURCING > ASSESSING > ONBOARDING
  9. A MORE MATURE RECRUITMENT WORKFLOW 1. screen the résumé 2.

    phone interview 3. in-person interviews and audition 4. hire decision 5. make an offer
  10. OUR ACTUAL RECRUITMENT PROCESS 1. screen the résumé 2. solve

    unattended test 3. in-person interview 4. audition 5. hire decision 6. make an offer
  11. Collect metrics from your recruitment board to improve your process.

    For example, in the résumé screening step you can measure: résumé quality: how many résumés are filter out? résumé filtering quality: how many résumés we accepted then fail to pass the next hiring step? METRICS METRICS EVERYWHERE
  12. …CULTURAL FIT “Cultural fit will trump all technical skills. Every

    time. It doesn’t matter how technically great a person is. If a candidate’s cultural preferences do not match your organization, that person will not fit.” Johanna Rothman, “Hiring Geeks That Fit”
  13. 1. Describe the workflow of your recruitment process: try visualizing

    all the steps and the flow of the candidates. Discuss the outcomes with your team and your HR department. 2. What is working and what is not in your current recruitment process? Use the workflow diagram drawn in the previous exercise to highlight unrealized improvement opportunities 3. How the current recruitment process is supporting the growth of your team / your company and helping them become what they’re still not?