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CapitalCamp DC                        July 22-23/2011Sunday, July 24, 2011
Our Goals and Agenda               Full-circle   overview of attracting and               retaining Drupal talent        ...
About Us          Owners         of Drupal-centric consultancies          Regularly       network and discuss shared    ...
Our Collective Problems       Drupal          consultancies are a commoditized business       To     grow we must add st...
“ Going into 2011, there are two things           impacting Acquias future that still           concern me:           (1) ...
Employee Turnover is Expensive        Your       Time (Recruiting, Interviewing, Orientation, etc.)        Lost     Oppo...
Relationship       Job Security                              With Direct         & Stability                              ...
Sourcing: There’s NO    Silver Bullet                                                    Internet/Job Boards         Refer...
Most Jobs Sound …Sunday, July 24, 2011
Learn to Make Your Company and       Opportunity Sizzle           Storyboard           Provide Compelling            Rea...
What’s Worked For Us             Personal Follow-up…With          Incentivize Existing             Everyone Who Interviews...
What to Look For         Quality       of Work (code samples/design files)         Community        Involvement – Talk is...
What to Avoid (Red Flags)                        Inconsistent       Lack of                         Job History       Prof...
Our Screening Process          Always Phone Screen       Listen to Your “Gut”               Extend Offer                  ...
Rules to Remember                         Start with a job description                         Define your recruiting pro...
Final Thoughts On Recruiting                        Analyze   every aspect of your                        recruiting proc...
Developer Retention            Losing     top talent isn’t fun            Replacement       is costly            Person...
Why Do People Leave?           “ The top 10 reasons that people leave           their jobs relate to the decision making  ...
Tip #1:         Listen to Your Team                                Act on what you hear                                P...
Tip #2:        Keep the Bar High               Lock up your top talent               Screen rigorously               Gi...
Tip #3:        Keep Them Challenged                                                 Keep things interesting              ...
Tip #4:        Foster Community                                           •   Nurture a team environment   Make special oc...
Tip #5:        Reward Them                           Give incentives   •                                                  ...
Sunday, July 24, 2011
Create a Stellar         Tip #6:         Workplace                           Invest in their workspace                   ...
Tip #7:        Invest in Their Growth                 Create a good training environment                 Protect their t...
Final Thoughts on Retention                           Relationships take work                           Manage consisten...
What’s Your Experience?                        ?      What have you found helpful to                                attra...
What did you think?           Was this session helpful to you? Please let us know so we can gain from           your insig...
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How to Recruit and Retain Top Talent in the Drupal Community

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

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Transcript of "How to Recruit and Retain Top Talent in the Drupal Community"

  1. 1. CapitalCamp DC July 22-23/2011Sunday, July 24, 2011
  2. 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. 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. 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. 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. 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. 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. 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. 9. Most Jobs Sound …Sunday, July 24, 2011
  10. 10. Learn to Make Your Company and Opportunity Sizzle  Storyboard  Provide Compelling ReasonsSunday, July 24, 2011
  11. 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. 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. 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. 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. 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. 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. 17. Developer Retention Losing top talent isn’t fun Replacement is costly Personnel loss stunts growthSunday, July 24, 2011
  18. 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. 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. 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. 21. Tip #3: Keep Them Challenged  Keep things interesting  Foster innovative initiatives  Encourage contributions  Keep company direction in viewSunday, July 24, 2011
  22. 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. 23. Tip #5: Reward Them Give incentives • • Remunerate well Recognize them publicly•Sunday, July 24, 2011
  24. 24. Sunday, July 24, 2011
  25. 25. Create a Stellar Tip #6: Workplace  Invest in their workspace  Create a cool & fun atmosphere  Remember the little thingsSunday, July 24, 2011
  26. 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. 27. Final Thoughts on Retention  Relationships take work  Manage consistently  Theres no one winning solutionSunday, July 24, 2011
  28. 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. 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
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