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?