Post on 15-Apr-2017
RecruitHire & Retain Top Talent
@catherinelouiscll-group.com podojo.comemail: cll@cll-group.com
prepared for DevOps West
Suggested schedule for the next hour:
-Sharing story - 5 min-How do you find people? - 10 min -Framework for finding fit - 15 minutes -Interviewing for fit- probing why - 20 minutes -Q&A - 10 minutes
How do we find people?
Close on compensation
Post on job boards
Target those with skills we need
Find as many as possible
“Weed out the weak”
Formal interviews start: more
weeding
Assess, vote, select
Warning: Hiring strategy for a talent surplus
When you make the wrong hire
•Lose what they know•Lose who they know •Your team goes into storming•Your organization risks disorganization
When you lose someone you lose a piece of the fabric of the company
When you hire into the wrong job
•Stress•Health issues•overall dissatisfaction, impacts life
choose your job wisely
Who’s looking?
Source: http://stackoverflow.com/research/developer-survey-2016#work-job-discovery, 2016 survey, over 50,000 developers participated
What’re you doing to reach these folks?
How do folks find jobs?
Source: http://stackoverflow.com/research/developer-survey-2016#work-job-discovery, 2016 survey, over 50,000 developers participated
What’re you doing to encourage referrals?
What do we want?
Source: 2015 IBM.biz/MillennialMythsWe want the same things
Source: Linda Rising: The Power of an Agile Mindset http://www.slideshare.net/AgileSparks/mindset-better-60-min
•Abilities can grow - like a muscle•Goal: to learn•Effort: path to mastery•Challenge: embrace •Failure: gives us more information•Reaction to challenge: resilience
Hypothesis: Agile Mindset - Agile folks want these things
What do Agile folks want?
What should companies want?
Source: Deloitte’s Shift Index: http://deloitte.wsj.com/cfo/files/2013/09/Unlock_Passion_report.pdf
•Commitment to domain•Questing •Connecting
Passionate Explorers
“Worker passion—defined by these attributes rather than static skillsthat rapidly diminish over time—will be critical as we shift from a twentieth-century world characterized by scalable efficiency to a twenty-first-century world amplified by scalable learning.”
Note the distinction:
Source: Merriam Webster
•a strong feeling of enthusiasm or excitement for something or about doing something
passion:
•a persistent disturbing preoccupation with an often unreasonable idea or feeling
obsession:
Who remembers being interviewed?
An interview with a positive experience can be your best opportunity for finding talent
Framework for Fit
EKS
IQ CQ/EQ
Experience, Knowledge,Skills
Cultural Quality, Emotional Quotient
Intelligence Quotient
Source: Harvard I-Lab start-up secrets: : https://i-lab.harvard.edu
To hire for fit:CQ: Cultural Quality- fit with your valuesEQ: Emotional Quotient- fit with your teamIQ: Intelligence QuotientKES: Knowledge, Experience, Skills“The fit between personalities was so much more important than finding people who were very good.” Dick Costolo, CEO Twitter
Sample question:
CQ: What are you passionate about?EQ: What are you most proud of in your work interactions?IQ: What is your favorite example of a problem you solved?
Framework for Fit
Experience, Knowledge,
Skills
IQ CQ/EQ
Can I be successful at this job?
Will I really love this job
Will I fit the culture?
Sample question:
CQ: What is the vision of this product?EQ: What is typically celebrated?IQ: What is the typical on boarding strategy?
Framework for Fit
Experience, Knowledge,
Skills
IQ CQ/EQ
Can they be successful at this job?
Will they really love this job?
Will they fit, and really reinforce and add to your culture?
Will they really love this job?
•When people love what they do, they tend to do it well
Now for the 2-way challenge
•Find the passion!
•Learn about the opportunities which could help your team become more irresistible to Agile folks
Suggested schedule for the next 30 minutes:
-Sharing story - 5 min-How do you find people? - 10 min -Framework for finding fit - 15 minutes -Interviewing for fit- probing why - 20 minutes -Q&A - 10 minutes
Interview Tips1. Listen authentically. Ask why. Even when
you think you know the answer.2. Never say “usually” when asking a question.3. Encourage storytelling.4. Look for inconsistencies. These
inconsistencies hide interesting insights.5. Pay attention to nonverbal cues. Be aware
of body language and emotions. 6. Don’t be afraid of silence.7. Don’t suggest answers to your questions.8. Ask questions neutrally.9. Don’t ask binary questions.10.Make sure you’re prepared to capture.
source: http://dschool.stanford.edu/wp-content/themes/dschool/method-cards/interview-for-empathy.pdf
Q&A:
•What were the most revealing interview questions?•Did you uncover a hidden passion?•Did you learn where your company could become more irresistible to those with an Agile mindset?•What is your hiring strategy now?