@jukesie
In 2015/16 I personally interviewed
60+ people and hired six.
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@jukesie
On five occasions advertised
jobs led to zero candidates.
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The biggest digital
transformation
challenge is people
not technology.
Me.
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@jukesie
Research your job titles.
Don’t get cute. Don’t be clever.
Do be clear. Do be honest.
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@jukesie
A/B test the job titles.
Use free job boards, social media and mailing lists
and track which work best.
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@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.
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@jukesie
Ask the community for help.
Draft job descriptions on Hackpad. Twitter polls on
job titles. Feedback on interview processes.
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@jukesie
Make the case for joining.
Job descriptions are not enough. Write blogposts,
speak at meetups, sponsor unconferences.
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@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.
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@jukesie
Tap into your network.
You are probably only one or two degrees of seperation
from the best candidate. Build and nurture networks.
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@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.
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@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.
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@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.
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@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.