Edo Suryo Pamungkas Presentation for Agile Impact Conference 2018.

1. Agile Recruitment

2. Introduction
Edo Suryo Pamungkas
Scrum Master
• Agile Evangelist
• Scrum chapter KuSud meetup - volunteer
• Product Management meetup - volunteer

3. • HR clearly needs a new approach. The redesign of the workplace
is their new challenge. The organization’s Employee Value
Proposition (EVP) needs to be authentic and clear.
• It seems that all generations of workers, from Boomers to
Generation X, from Millennials to Generation Z, are increasingly
hard to please and retain.
• Employees expect a workplace that is transparent and human-
centered and that enables them to work from anywhere at any
time
• They refuse to join (or decide to leave) the companies that don’t
offer workers the freedom and flexibility they desire.

4. Increase
Engagement Scores?
Introduce perks:
• nap rooms
• meditation rooms
• health and fitness programs
• remote working programs
• unlimited vacation policies
These perks are just cosmetic
improvements hiding a deeper
problem.

5. • Let’s recruit A class player
• Finding suitable talent is hard
• SLA based manpower requirement
• Faster decision making
• Source of Candidate (Recruit internal vs 3rd party agency)
• Assessment process and center
• Status of Employement (Employee, Internship, Vendor,
Subcontract)

6. A Classic Recruitment Workflow

10. The new kind of office will
blur the lines between
work, play, and life even
more in the years to come.

11. INDIVIDUALS AND INTERACTIONS
WORKING SOFTWARE
CUSTOMER COLLABORATION
RESPONDING TO CHANGE
OVER PROCESS AND TOOLS
OVER COMPREHENSIVE DOCUMENTATION
OVER CONTRACT NEGOTIATION
OVER FOLLOWING A PLAN
AGILEMANIFESTO

13. Comprised of...
• Quickly and easily identify issues that need to
be addressed
• Decreasing the time is takes to develop then
implement a response
• Incorporating analytics and design thinking

14. Let Recruitment be Agile
1. Adaptability
2. Transparency
3. Simplicity
4. Unity

15. Thee Pillars of
Recruitment
Sourcing Assessing Onboarding

16. Hiring Principles
• Always be respectful of the candidate
• Aways be on time
• Be prepared
• Value the candidate’s behavioral qualifications
• Always consider and value leadership potential
• Persistently and politely pursue answers from the candidate
• Every interview is different; be creative
• Take ownership of your needs, opinions, and decisions

17. Hiring Principles
• Respect the opinion of others
• Leave the candidate with a positive impression of your company
• Wait for good candidates
• Hire for long-term
• Always hire for mindset & cultural fit, never for skills. The latter can be
taught, but you’ll never turn an a**hole into someone likable
• Look for intrinsically motivated people: they will care for what they help
create
• Hire for the best possible team, not for the best fit for a particular position.
• Lastly, diverse teams are more innovative.

18. What values candidate are looking for?
• People are happy to be there
• Humor and friendliness
• Nice treatment
• Diversity
• Empowerment to meet customers’ needs
• Contributing to the social cause
• Flexible work schedules
• Taking care of it’s workers

19. What values candidate are looking for?
• Intellectual challenge
• Talent development strategy
• Encouraging career planning
• Employees have a sense of excitement
• Egalitarian culture
• Balance between the private and personal life
• Learning culture
• People are appreciated

20. 100 best companies to work for
Sunday Times, 2003
• because
• They put people before profit.
• People are treated fairly.
• There is a flexible working culture.
• Caring attitude to employees.
• Leaders as excellent role models.
• Supporting good causes.
• Respect for staff.

21. Implementing Agile in
Recruitment
• Keep a small team
• Embrace Change
• Cut Back on the Meetings -> Daily
Standup Meeting
• Feedback
• Innovation / Keep Freshman
• Goals based / Hands Off
• Keep Things Simple

22. Agile Recruitment
• Peer Recruiting is the new hiring: In the near future, all creative,
technology-based organizations will need to abandon the command &
control structures that served the industrial world of the 20th century so
well. Instead, they will reorganize themselves around autonomous teams
to deal with the complexity and pace of innovation of the 21st century.
• In such an agile world, recruiting will become a team decision, and the role
of the human resources department will change into a supportive one.
Recruiters will need to become servant leaders or facilitators, guiding the
peer recruiting process.
• The following guide to peer recruiting is based on my own experience in
participating in the recruiting of such team members with Scrum-related
roles over the last few years.

23. Agile Recruitment
• In such an agile world, recruiting will become a team decision, and
the role of the human resources department will change into a
supportive one. Recruiters will need to become servant leaders or
facilitators in this peer recruiting process.

24. • Let’s start out by looking at membership recruitment strategies in five
key areas:
• 1. The Target Market—Who you want to reach
• 2. The Membership Offer—What a member will receive
• 3. The Marketing Message—Why a member should join
• 4. The Promotional Tactics—How a member will be reached
• 5. The Testing and Tracking—Where to take future efforts

25. Three Simple Steps
Visualizing Workflow
Retrospective
Supporting the growth
of the team/company

26. Visualizing the Workflow

27. • Awareness
• Attraction
• Interest
• Application
• Interview/Test
• Hire
• Advocacy
Hiring
Funnel

28. Kanban Board
HR screening Pairing round 1st Technical
Interview
2nd Technical
Interview
Management
Interview
Offered
Candidates
Signed
Contract
Ary
Andi
Siti
Hans
Rayna
Salis
Rejected (Company) Rejected (Candidate)

29. Funnel Board
Recruitment
Strategy
# Resumes
Received
# Phone
Screens
# of On-sites
/ Video Call
# Offers # of Hires
Recruiter 1
LinkedIn
Jobstreet
Tech in Asia
Reference

30. Sample Candidate Card
Candidate Card
Candidate Name
Relevant Experience
Skills
Pairing
1st Tech Interview
2nd Tech Interview
Management Interview

31. Collect the Metrics
Collect metrics from Recruitment Board to improve your process
• For example: in the resume screening step, you can measure:
• Resume quality: how many resumes are filtered out?
• Resume filtering quality: how many resumes we accepted then fail to
pass the next hiring step?

32. Possible area topics of discussion
Recruiter Engineering
Quality of specification Candidate quality issues
Market Feedback Assessment criteria
Lack of candidates Interview process and and available resource
Reputational issues
Market rates
Hiring feedback
Interview process

33. Employer’s Perspective to Score
• Position Match
• Culture/Environment Match
• Experience
• Performance
• Growth
• Leadership
• Impact
• Potential
• Education
• Problem Detection

34. Candidate’s Perspective to Score
Candidate
• Work environment
• Culture and principles
• Nature of the work
• Degree of autonomy
• Quality of employees
• Company’s stability and future prospects
• Opportunities for growth
• Management style

35. Putting the Flags

36. Recruitment
Retrospective
What worked or went well
What caused problems, failed to worked
properly, or did not go well?
What can be done differently in the next
sprint to improve the process and
overcome the problems occuring
previously?

37. Thank Youhttps://www.linkedin.com/in/edosuryo/