`People Management` by Roman Paska

10 Nov 2018 @ DrupalCamp Oslo 2018
by Roman Paska
Head of Web Development @ Lemberg
People management

Intro

About me
● Head of Web Development @
Lemberg Solutions
● 9+ years with Drupal
● facebook.com/roman.paska
● twitter.com/T2LPR
● drupal.org/u/taran2l
Responsibilities
● Technology leadership
● Sales support
● Processes improvement
● Client relationships
● Human resources
● Team building

What this presentation is about?
● It’s not about project management
● It's not about the development process
● It’s not about tools and software
● It’s (almost) not a Drupal-specific session
● It’s all about people

Recruitment

Because you will be
working with them!
Why should I care?

What do we do?
1. Pre-screening and screening
2. HR and Technical interview(s)
3. Test task
4. Cultural interview

Pre-screening and screening
● Ensure that this step is present as it’s the first line of defence that can save a
lot of time down by the road
● This step is not a developer responsibility, done by a recruiter
● Pre-screening: look at profiles in social networks, check GitHub/drupal.org etc;
try to get feedback from previous employer(s) and/or colleagues
● Screening: short conversation via messaging or intro call

HR and Technical interview(s)
● Create a questionnaire template (Google Docs/Spreadsheet)
● List of questions must reflect your and/or your company’s needs. Do not
google for them. Create them
● Questions should be of different complexity levels
● Avoid more than a few (one) tricky logical questions
● Share questionnaire with the team, so anyone can do technical interviews
● Make notes during the interview
● Do not ask all the questions. Respect your interviewee’s time. Skip too easy
questions, do not torture with too complex as well

Test tasks
● Create test task(s)
● Good to have more than one set of tasks
● Avoid any ambiguity in description
● Tasks must be relatively simple. Think maximum couple hours of work. Respect
candidates’ time
● Create spreadsheet for the results. Set weight for each task (e.g. 1-3). Set
grades range (e.g. 0-5). Set pass rate (e.g. 75%)
● Share all that with the team, educate everyone how to use it
● Make sure that more than 1 team member review the results

Cultural interview
● This step is even more important than all the previous ones, because it’s the
last line of defence. Do not skip it
● Allows filtering out candidates who do not fit your company
● Invite candidate to your office
● Invite several team members, e.g. 4 or 5. Ideally should be of various job roles:
developers, QA engineers, PM etc
● Talk about everything, but do not ask any questions you might want to have in
technical interview template. Asking about preferred OS is totally OK.
However, how to create a block is completely not.
● Discuss with the team. Make sure to listen to all the opinions. Decide whether
to do an offer or not during this discussion

1:1 meetings

What is it and why should I do it?
● Short regular private meetings with each team member
● Help to discover hidden issues
● Fix conflicts before they are starting to hurt your company
● Relatively easy way of organizing personal development
● Makes your colleagues a little bit happier
● Help to build a stable and friendly teams

What is the format?
● Meetings should be short (less than 15 minutes)
● Talk regularly (ideally each 2 weeks)
● Talk privately (nobody should ever know what you are talking about)
● No forbidden topics (requires certain level of trust)
● Check action items from the last meeting (if any)
● Hear your teammate out, provide own feedback
● Make notes of topics discussed (Google Docs works)
● Add action items (for yourself and for the team member)
● Repeat

Automate everything*

Reduce amount of monkey job
● Create and polish internal processes
● Make them simple
● Automate as much as you can
● Reduce amount of boring administrative tasks
● Concentrate on interesting challenging tasks
● Find the most boring, complex, time consuming thing and simplify it
● Repeat

*Actually, do not
automate
everything.
Be conscious

Drupal ecosystem

Make your Drupalers even better
● Educate your team about Drupal ecosystem
● Take part in local, regional and global events
● Organize events

Educate your team about Drupal ecosystem
● Taking part in Drupal project is as important as doing commercial work
● Learn how Drupal ecosystem works
● Ensure that everyone has an account at drupal.org
● Give back:
○ Create an issue if you found that something is wrong
○ Add a comment if you can reproduce the issue
○ Post a patch (or reroll) if you fixed something
○ Add/edit a documentation page to share your investigations
○ Publish your translations
● Any contribution counts
● Encourage others to act the same

Take part in local, regional and global events
● Events are not free of charge, but they're not that expensive
● Go to your local events. Meet people.
● Make presentations. Share your experience
● Ask and answer questions
● Go to regional and global events. Meet different cultures
● Regional and global events are very inspirational
● Promote yourself, your company and your country
● Encourage your colleagues to do the same

Organize events
● Organizing an event helps to develop soft skills
● Soft skills are as much important as technical ones
● Build a local community around Drupal
● Strong community attracts more developers (mostly, good developers)
● Strong community means broader visibility
● Strong community gives better projects

Thank you / QA!

`People Management` by Roman Paska

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