Diese Präsentation wurde erfolgreich gemeldet.
Wir verwenden Ihre LinkedIn Profilangaben und Informationen zu Ihren Aktivitäten, um Anzeigen zu personalisieren und Ihnen relevantere Inhalte anzuzeigen. Sie können Ihre Anzeigeneinstellungen jederzeit ändern.
HIRING GREAT
PEOPLE
how we improved our
recruiting process to build and
grow a great agile team!
beta
PIETRO DI BELLO
Agile Coach
Señor Coder
Love pizza and ice-creams
Works at XPeppers in a great team!
@pierodibello
@xpeppe...
“THROUGH GREAT HIRING,
YOU WILL BE ABLE TO
TRANSFORM YOUR
ORGANIZATION”
Sean Landis - “Agile Hiring”
GREAT COMPANIES
ALWAYS HAVE
THOUGHTFUL AND
ADVANCED HIRING
PROCESSES
MANY COMPANIES TEND
TO EITHER OVERLOOK OR
UNDERESTIMATE HIRING
WARNING SIGNS THAT THE
RECRUITMENT PROCESS IS
UNDERESTIMATED IN YOUR
COMPANY
don’t know what your hiring process is
not involved in the hiring decisions
involvement is irrelevant
skill level of the t...
few new applications
tons of applications, too many just out of target
candidate doesn’t accept the offer
your company doe...
THE THREE PILLARS OF HIRING
★
sourcing
★
assessing
★
onboarding
SOURCING CANDIDATES
a proper job description
online job sites
external recruiters
social media
sponsor events
open-source ...
ASSESSING CANDIDATES
review résumé
testing skills
in-person interviews and auditions
take the decision
Is this person the ...
ONBOARDING NEW EMPLOYEES
bootcamp
study path
tutoring
peer reviews
How can the new employees reach a good level of proficie...
A CLASSIC
RECRUITMENT
WORKFLOW
A MORE MATURE
RECRUITMENT WORKFLOW
1. screen the résumé
2. phone interview
3. in-person interviews and audition
4. hire de...
OUR ACTUAL RECRUITMENT
PROCESS…
1. screen the résumé
2. solve unattended test
3. in-person interview
4. audition
5. hire d...
…AND HOW WE HANDLE IT
HIRING
PRINCIPLES I
LEARNED
REFLECT ON
YOUR
RECRUITMENT
PROCESS
DON’T FALL IN LOVE WITH
YOUR RECRUITMENT
PROCESS
METRICS METRICS
EVERYWHERE
Collect metrics from your recruitment board to improve your process.
For example, in the résumé...
INVOLVE ALL
THE TEAM
VALUE SOCIAL
SKILLS OVER
JUST TECHNICAL
SKILLS
…CULTURAL FIT
“Cultural fit will trump all technical skills. Every
time. It doesn’t matter how technically great a
person i...
KNOW YOUR
ORGANIZATION,
KNOW YOUR
TEAM
VALUE DIVERSITY
HIRE GREAT
PEOPLE :-D
RESPECT THE
CANDIDATE
USE HIRING
CHECKLISTS AND
DRIVING
QUESTIONS
REBOOT YOUR
TEAM WITH
INTERNS AND
GRADUATES
WAIT FOR
GOOD
CANDIDATES
COME UP WITH
YOUR OPINION
BEFORE EVEN
ASKING OTHERS
THEIRS
BEWARE OF
CARGO-
CULTING
SO….
REBOOT YOUR
RECRUITMENT
PROCESS!
1. Describe the workflow of your recruitment process: try visualizing all
the steps and the flow of the candidates. Discuss ...
RECOMMENDED
READINGS
“Agile Hiring” by Sean Landis
“Hiring Geeks That Fit” by Johanna Rothman
THANK YOU!
FEEDBACK?
Nächste SlideShare
Wird geladen in …5
×

Hiring Great People: how we improved our recruiting process to build and grow a great agile team

Getting the right people will help create a great team, and will let it grow healthy. Moreover, it will keep it rooted in your company culture, and sustaining that same culture in turn.
Nevertheless, too often recruiting is overlooked or completely delegated to HR or external recruiting agencies.

In this session I’ll share our experience in building our actual recruitment process, how we got to this recruitment workflow, what lessons we’ve learned and what are the key elements of a recruitment process. I’ll also examine some differences compared to a more “traditional” way of selecting and assessing people.

Hiring Great People: how we improved our recruiting process to build and grow a great agile team

  1. 1. HIRING GREAT PEOPLE how we improved our recruiting process to build and grow a great agile team! beta
  2. 2. PIETRO DI BELLO Agile Coach Señor Coder Love pizza and ice-creams Works at XPeppers in a great team! @pierodibello @xpeppers
  3. 3. “THROUGH GREAT HIRING, YOU WILL BE ABLE TO TRANSFORM YOUR ORGANIZATION” Sean Landis - “Agile Hiring”
  4. 4. GREAT COMPANIES ALWAYS HAVE THOUGHTFUL AND ADVANCED HIRING PROCESSES
  5. 5. MANY COMPANIES TEND TO EITHER OVERLOOK OR UNDERESTIMATE HIRING
  6. 6. WARNING SIGNS THAT THE RECRUITMENT PROCESS IS UNDERESTIMATED IN YOUR COMPANY
  7. 7. don’t know what your hiring process is not involved in the hiring decisions involvement is irrelevant skill level of the teams is not where it should be new colleagues do not fit
  8. 8. few new applications tons of applications, too many just out of target candidate doesn’t accept the offer your company doesn’t grow at all or is growing too damn fast
  9. 9. THE THREE PILLARS OF HIRING ★ sourcing ★ assessing ★ onboarding
  10. 10. SOURCING CANDIDATES a proper job description online job sites external recruiters social media sponsor events open-source projects university affiliations and internship programs How to make to good people apply? And BTW discourage the wrong candidate from applying? Techniques you’ll use to attract suitable candidates
  11. 11. ASSESSING CANDIDATES review résumé testing skills in-person interviews and auditions take the decision Is this person the right one for our team and our company? This is where you get to know the candidate!
  12. 12. ONBOARDING NEW EMPLOYEES bootcamp study path tutoring peer reviews How can the new employees reach a good level of proficiency and integration in the team in the shortest time possible? The first period of employment of a newcomers, from the first day on
  13. 13. A CLASSIC RECRUITMENT WORKFLOW
  14. 14. A MORE MATURE RECRUITMENT WORKFLOW 1. screen the résumé 2. phone interview 3. in-person interviews and audition 4. hire decision 5. make an offer
  15. 15. OUR ACTUAL RECRUITMENT PROCESS… 1. screen the résumé 2. solve unattended test 3. in-person interview 4. audition 5. hire decision 6. make an offer
  16. 16. …AND HOW WE HANDLE IT
  17. 17. HIRING PRINCIPLES I LEARNED
  18. 18. REFLECT ON YOUR RECRUITMENT PROCESS
  19. 19. DON’T FALL IN LOVE WITH YOUR RECRUITMENT PROCESS
  20. 20. METRICS METRICS EVERYWHERE Collect metrics from your recruitment board to improve your process. For example, in the résumé screening step you can measure: résumé quality: how many résumés are filter out? résumé filtering quality: how many résumés we accepted then fail to pass the next hiring step?
  21. 21. INVOLVE ALL THE TEAM
  22. 22. VALUE SOCIAL SKILLS OVER JUST TECHNICAL SKILLS
  23. 23. …CULTURAL FIT “Cultural fit will trump all technical skills. Every time. It doesn’t matter how technically great a person is. If a candidate’s cultural preferences do not match your organization, that person will not fit.” ! Johanna Rothman, “Hiring Geeks That Fit”
  24. 24. KNOW YOUR ORGANIZATION, KNOW YOUR TEAM
  25. 25. VALUE DIVERSITY
  26. 26. HIRE GREAT PEOPLE :-D
  27. 27. RESPECT THE CANDIDATE
  28. 28. USE HIRING CHECKLISTS AND DRIVING QUESTIONS
  29. 29. REBOOT YOUR TEAM WITH INTERNS AND GRADUATES
  30. 30. WAIT FOR GOOD CANDIDATES
  31. 31. COME UP WITH YOUR OPINION BEFORE EVEN ASKING OTHERS THEIRS
  32. 32. BEWARE OF CARGO- CULTING
  33. 33. SO…. REBOOT YOUR RECRUITMENT PROCESS!
  34. 34. 1. Describe the workflow of your recruitment process: try visualizing all the steps and the flow of the candidates. Discuss with your team and your HR department. 2. What is working and what is not in your current recruitment process? Use the workflow diagram drawn in the previous exercise to highlight unrealized improvement opportunities 3. How the current recruitment process is supporting the growth of your team / your company? 4. How the current recruitment process is helping your team / your company become what it is still not?
  35. 35. RECOMMENDED READINGS “Agile Hiring” by Sean Landis “Hiring Geeks That Fit” by Johanna Rothman
  36. 36. THANK YOU!
  37. 37. FEEDBACK?

×