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

Transcript

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
3. A COUPLE OF QUESTIONS FOR YOU…
4. “THROUGH GREAT HIRING, YOU WILL BE ABLE TO TRANSFORM YOUR ORGANIZATION” Sean Landis - “Agile Hiring”
5. GREAT COMPANIES ALWAYS HAVE THOUGHTFUL AND ADVANCED HIRING PROCESSES
6. MANY COMPANIES TEND TO EITHER OVERLOOK OR UNDERESTIMATE HIRING
7. WARNING SIGNS THAT THE RECRUITMENT PROCESS IS UNDERESTIMATED IN YOUR COMPANY
8. 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
9. 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
10. THE THREE PILLARS OF RECRUITMENT ★ Sourcing ★ Assessing ★ Onboarding
11. 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
12. 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
13. 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
14. A CLASSIC RECRUITMENT WORKFLOW
15. 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
16. 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
17. HIRING PRINCIPLES I LEARNED
18. VISUALIZE YOUR RECRUITMENT PROCESS
19. VISUALIZE TO START IMPROVING
20. VISUALIZE THE CANDIDATE FLOW
21. DON’T FALL IN LOVE WITH YOUR RECRUITMENT PROCESS
22. 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
23. METRICS METRICS EVERYWHERE
24. METRICS METRICS EVERYWHERE
25. METRICS METRICS EVERYWHERE
26. METRICS METRICS EVERYWHERE
27. METRICS METRICS EVERYWHERE
28. INVOLVE ALL THE TEAM
29. VALUE SOCIAL SKILLS OVER JUST TECHNICAL SKILLS
30. CULTURAL FIT MANTRA
31. …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”
32. VALUE DIVERSITY
33. KNOW YOUR ORGANIZATION, KNOW YOUR TEAM
34. HIRE GREAT PEOPLE :-)
35. RESPECT THE CANDIDATE
36. USE HIRING CHECKLISTS AND DRIVING QUESTIONS
37. REBOOT YOUR TEAM WITH INTERNS AND GRADUATES
38. WAIT FOR GOOD CANDIDATES
39. COME UP WITH YOUR OPINION BEFORE EVEN ASKING OTHERS THEIRS
40. BEWARE OF CARGO-CULTING
41. SO…. REBOOT YOUR RECRUITMENT PROCESS!
42. 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?
43. TWO GOOD BOOKS “Agile Hiring” by Sean Landis “Hiring Geeks That Fit” by Johanna Rothman
44. THANK YOU!
45. QUESTIONS?