Two owners of Drupal-centric consultancies discuss keys to recruiting and retaining talent within their sector.

1. CapitalCamp DC
July 22-23/2011
Sunday, July 24, 2011

2. Our Goals and Agenda
Full-circle overview of attracting and
retaining Drupal talent
Share some of the lessons we learned
Listen and address your questions
You leave with at least ONE actionable
item that you can implement
Sunday, July 24, 2011

3. About Us
Owners of Drupal-centric consultancies
Regularly network and discuss shared
problems
Combined 8 years exp. within Drupal
community
Hired 50+ Drupal professionals
Sunday, July 24, 2011

4. Our Collective Problems
Drupal consultancies are a commoditized business
To grow we must add staff/headcount
Constantly evolving technology
Universal shortage of Drupal talent
The most overlooked part of our job
Sunday, July 24, 2011

5. “ Going into 2011, there are two things
impacting Acquia's future that still
concern me:
(1) The scarcity of great Drupal talent
and
(2) Drupal‘s growth. The demand for
Drupal experts continues to be much
larger than the supply -- it limits the
adoption of Drupal by our customers,
the growth of our partners, as well as
our own ability to hire Drupal talent. “
Sunday, July 24, 2011

6. Employee Turnover is Expensive
Your Time (Recruiting, Interviewing, Orientation, etc.)
Lost Opportunities
Compensation and Benefits while Training
Lost Productivity
Administrative Costs
Dissatisfied Customers
Unemployment/Severance Pay
Sunday, July 24, 2011

7. Relationship Job Security
With Direct & Stability
Supervisor
Meaningful, Challenging
Fair Compensation Work Environment
EMPLOYEE
NEEDS: Appropriate Mix of
Competitive Benefits What we have been Client Work
listening to…
Recognition + Flexibility and Scheduling
Communication (no Consideration
surprises)
Opportunity to
Learn and Develop
Skill Set
Sunday, July 24, 2011

8. Sourcing: There’s NO
Silver Bullet
Internet/Job Boards
Referrals/Networking
Recruiting Social Media
Agencies
Happy Hour/
Open House Drupal-specific Lists
Reach Out to Your
Partners
Sunday, July 24, 2011

9. Most Jobs Sound …
Sunday, July 24, 2011

10. Learn to Make Your Company and
Opportunity Sizzle
 Storyboard
 Provide Compelling
Reasons
Sunday, July 24, 2011

11. What’s Worked For Us
Personal Follow-up…With Incentivize Existing
Everyone Who Interviews Employees
Asking Customers and Networking
Partners for Leads
Drupal Job Boards
Becoming a Regional
“Influencer”
Local Community
Involvement
Sunday, July 24, 2011

12. What to Look For
Quality of Work (code samples/design files)
Community Involvement – Talk is Cheap
Specific Role Within Projects
Written/Communication Skills
Follow-up – Expressive Interest
#1 Character Trait – Ambition
Sunday, July 24, 2011

13. What to Avoid (Red Flags)
Inconsistent Lack of
Job History Professionalism
Unrealistic Career
Expectations (salary, Interviewers
benefits, etc.)
Lack of Community Lack of Initiative
Involvement
Sunday, July 24, 2011

14. Our Screening Process
Always Phone Screen Listen to Your “Gut” Extend Offer
First
Face-to-Face Interview Final Background Check Be Prepared…
(different managers) (Must Be Consistent) Positive First Impression
Get Background Info
Technically Screen (Drupal.org ID, References,
(ask same questions) Portfolio, Blog/SM Presence,
and Sample Code)
Sunday, July 24, 2011

15. Rules to Remember
 Start with a job description
 Define your recruiting process
 Recognize the value of your reputation
 Know thy market (salaries, competition,
benefits, perks)
 Look for attitude over aptitude
 Always be recruiting
Sunday, July 24, 2011

16. Final Thoughts On Recruiting
Analyze every aspect of your
recruiting process
Hire people who add value
Survey your top performers…
ASAP
Sunday, July 24, 2011

17. Developer Retention
Losing top talent isn’t fun
Replacement is costly
Personnel loss stunts growth
Sunday, July 24, 2011

18. Why Do People Leave?
“ The top 10 reasons that people leave
their jobs relate to the decision making
processes of management.”
~Gregory P. Smith
Sunday, July 24, 2011

19. Tip #1: Listen to Your Team
 Act on what you hear
 Put processes in place to harness ideas
 Schedule regular support meetings
 Eliminate destructive forces
 Keep channels open
Sunday, July 24, 2011

20. Tip #2: Keep the Bar High
 Lock up your top talent
 Screen rigorously
 Give your team ownership
 Deal with cancer quickly
Sunday, July 24, 2011

21. Tip #3: Keep Them Challenged
 Keep things interesting
 Foster innovative initiatives
 Encourage contributions
 Keep company direction in view
Sunday, July 24, 2011

22. Tip #4: Foster Community
• Nurture a team environment
Make special occasions special •
Have some fun • • Plan time to socialize
• Give personal attention
Capitalize on times of need •
Sunday, July 24, 2011

23. Tip #5: Reward Them
Give incentives •
• Remunerate well
Recognize them publicly•
Sunday, July 24, 2011

24. Sunday, July 24, 2011

25. Create a Stellar
Tip #6:
Workplace
 Invest in their workspace
 Create a cool & fun atmosphere
 Remember the little things
Sunday, July 24, 2011

26. Tip #7: Invest in Their Growth
 Create a good training environment
 Protect their time
 Budget for conferences/events
 Provide good resources
 Encourage co-learning activities
Sunday, July 24, 2011

27. Final Thoughts on Retention
 Relationships take work
 Manage consistently
 There's no one winning solution
Sunday, July 24, 2011

28. What’s Your Experience?
?  What have you found helpful to
attract or retain your top talent?
 Any unique perks/benefits you
offer?
Sunday, July 24, 2011

29. What did you think?
Was this session helpful to you? Please let us know so we can gain from
your insight. Feel free to contact us through Twitter or through our sites.
Thanks!
Capital Camp DC
July 22-23/2011
Sunday, July 24, 2011