How to Recruit and Retain Top Talent - Insight into Building a Stellar Team

Uploaded on

The last few years have consistently seen 10%+- global unemployment as much of world is mired in an economic recession. However, the demand for top Drupal talent remains strong. In this session, we’ll …

The last few years have consistently seen 10%+- global unemployment as much of world is mired in an economic recession. However, the demand for top Drupal talent remains strong. In this session, we’ll look at the importance of team building (and balancing that with the demands of the industry), working with remote workers, and bringing out the best in employees. For Drupal business owners or enterprise-level organizations implementing Drupal, resourcing has become increasingly difficult and retaining key personnel is even more critical.

More in: Technology , Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads


Total Views
On Slideshare
From Embeds
Number of Embeds



Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

    No notes for slide


  • 1. CapitalCamp DC July 22-23/2011Sunday, 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 implementSunday, 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 professionalsSunday, 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 jobSunday, July 24, 2011
  • 5. “ Going into 2011, there are two things impacting Acquias 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 PaySunday, 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 SetSunday, 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 PartnersSunday, July 24, 2011
  • 9. Most Jobs Sound …Sunday, July 24, 2011
  • 10. Learn to Make Your Company and Opportunity Sizzle  Storyboard  Provide Compelling ReasonsSunday, 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 InvolvementSunday, 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 – AmbitionSunday, 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 InvolvementSunday, 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 ( 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 recruitingSunday, July 24, 2011
  • 16. Final Thoughts On Recruiting Analyze every aspect of your recruiting process Hire people who add value Survey your top performers… ASAPSunday, July 24, 2011
  • 17. Developer Retention Losing top talent isn’t fun Replacement is costly Personnel loss stunts growthSunday, 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. SmithSunday, 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 openSunday, July 24, 2011
  • 20. Tip #2: Keep the Bar High  Lock up your top talent  Screen rigorously  Give your team ownership  Deal with cancer quicklySunday, July 24, 2011
  • 21. Tip #3: Keep Them Challenged  Keep things interesting  Foster innovative initiatives  Encourage contributions  Keep company direction in viewSunday, 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 thingsSunday, 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 activitiesSunday, July 24, 2011
  • 27. Final Thoughts on Retention  Relationships take work  Manage consistently  Theres no one winning solutionSunday, 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 22-23/2011Sunday, July 24, 2011