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Hiring Great People: how we improved our recruiting process to build and grow a great agile team
The document outlines a comprehensive approach to improving the recruiting process for building an agile team, emphasizing the importance of sourcing, assessing, and onboarding candidates. It highlights the need for thoughtful hiring practices, cultural fit over technical skills, and the collection of metrics to refine recruitment workflows. The author encourages organizations to reflect on their process, identify improvement opportunities, and involve the entire team in the hiring process.
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Hiring Great People: how we improved our recruiting process to build and grow a great agile team
- 1. HIRING GREAT PEOPLE how weimproved our recruiting process to build and grow a great agile team! beta
- 2. PIETRO DI BELLO AgileCoach Señor Coder Love pizza and ice-creams Works at XPeppers in a great team! @pierodibello @xpeppers
- 3. “THROUGH GREAT HIRING, YOUWILL BE ABLE TO TRANSFORM YOUR ORGANIZATION” Sean Landis - “Agile Hiring”
- 4. GREAT COMPANIES ALWAYS HAVE THOUGHTFULAND ADVANCED HIRING PROCESSES
- 5. MANY COMPANIES TEND TOEITHER OVERLOOK OR UNDERESTIMATE HIRING
- 6. WARNING SIGNS THATTHE RECRUITMENT PROCESS IS UNDERESTIMATED IN YOUR COMPANY
- 7. don’t know whatyour 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. few new applications tonsof 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. THE THREE PILLARSOF HIRING ★ sourcing ★ assessing ★ onboarding
- 10. SOURCING CANDIDATES a properjob 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. ASSESSING CANDIDATES review résumé testingskills 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. ONBOARDING NEW EMPLOYEES bootcamp studypath 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
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- 14. A MORE MATURE RECRUITMENTWORKFLOW 1. screen the résumé 2. phone interview 3. in-person interviews and audition 4. hire decision 5. make an offer
- 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. …AND HOW WEHANDLE IT
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- 19. DON’T FALL INLOVE WITH YOUR RECRUITMENT PROCESS
- 20. METRICS METRICS EVERYWHERE Collect metricsfrom 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?
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- 22. VALUE SOCIAL SKILLS OVER JUSTTECHNICAL SKILLS
- 23. …CULTURAL FIT “Cultural fitwill 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”
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- 29. REBOOT YOUR TEAM WITH INTERNSAND GRADUATES
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- 31. COME UP WITH YOUROPINION BEFORE EVEN ASKING OTHERS THEIRS
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- 34. 1. Describe theworkflow 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. RECOMMENDED READINGS “Agile Hiring” bySean Landis “Hiring Geeks That Fit” by Johanna Rothman
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