Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
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Transcript of Building a Bad Ass Team Mikey Trafton at Business of Software Conference 2013
BAD ASSTEAM
RECRUITING & HIRING A
@mikeytraftonMichael Trafton
BAD ASS
bad asses ♥ bad asses
bad asses ♥ bad asses test your candidates
recruiting = sales
WHAT YOU NEED
FIGURING OUT
WHAT MAKES A BAD ASS?Technical/Functional
Excellence
Understands InvoicesAccounts Receivable vs. Accounts Payable
Knows how to use QuickBooks
TABLE STAKES
Off the charts trustworthiness and ethics
Treats the company's money like her own
Can be persistent without being pushy
Knows how to keep a secret
WHAT REALLY MATTERS
LOMINGER LEADERSHIP ARCHITECT
CARDSbit.ly/lomingercards
ATTRACTING
CANDIDATES
attracting candidates is GENERA
TION
LE AD
BECOME FAMOUS
BECOME FAMOUS
BlogsMeetups
Local PressOpen Source
YOU
RCUSTOMERS
JOB POSTINGS1.No Generic Job Postings2.Title is Most Important3.Niche Job Boards4.Careers Landing Page
RECRUITERS
RECRUITER DISTRIBUTION
SUCKY REALLY GOOD
RECRUITER DISTRIBUTION
SUCKY REALLY GOOD
RECRUITER TIPS
1.Recruiters are Lead Gen, Not Sales
2.Don’t Pay a Salary Percentage
ASSESSINGCANDIDATES
USELESS
RESUMES
ARE
APPLICATIONFORM
WRITTENASSESSMENT
Describe the techniques you use for organizing and tracking requirements.
Provide a critique of [some web site’s] usability,
information architecture, and navigation. What are your
recommendations for improvement?
What do you find challenging or cumbersome about web
development? What makes it harder than it should be?
Below is some unstyled HTML. Create the CSS that
will style the HTML to produce the intended result as shown in this screenshot.
SCREENINGINTERVIEW
Give me a short review of your career and what you
have been working on lately
What did you like the most about your previous position?
What kind of job / company are
you looking for now?
What has been your compensation history, and
what are your current salary expectations?
What questions do you have for me?
IN DEPT
H
INTERVIEW
GOALS of the IN DEPTH INTERVIEW
1.Skills, Attitude, & Super Powers?
2.Make the Candidate Fall in Love
PANEL
INTERVIEW
TORC
THREAT OF REFERENCE
CHECK
BES
TINTERVIE
WQUESTION
In five minutes, could you explain something to me that is complicated but you know
well, and I probably don’t know at
all?
SKILLS
ASSESSMENT
LUNCH
PRACTICAL
EXECUTIVEINTERVIEW
GOALS of the EXECUTIVE INTERVIEW1.Dig into areas of concern
2.Sell the candidate on the company
REFERENCECHECK
What advice can you give me about
managing her effectively?
How did she respond to feedback?
What were the best ways to motivate her?
What would demotivate her?
How would you describe her willingness
to put in extra time on projects?
How did she handle the pressure of a deadline?
Does she do better with detailed instruction
or a higher level objective?
THE OFFER
MAKING
TIPS for the OFFER
1.Get the candidate to pre-commit
2.Get verbal agreement3.Block the counter offer
AFTER the OFFER
1.Gift for spouse2.First day
BAD ASSTEAM
RECRUITING & HIRING A
@mikeytraftonMichael Trafton
bit.ly/badassteam