How to Attract and Train Talent in Highly Competitive Markets
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"There is a huge talent shortage in the current IT market and with the adoption of OutSystems skyrocketing, the number of projects needing expertise is increasing exponentially. This demand is outstripping the platform’s inherent ability to speed up projects and use less resources than needed with traditional development. As such, correctly identifying and training new talent is paramount to maximize your OutSystems investment and, more importantly, meet the expectations of your business and end customers. In this presentation, Tiago Gafeira from Do iT Lean will present the 3 skills and behaviors Do iT Lean looks for when identifying top talent and talk about how they attract new team members in a highly competitive market. Then OutSystems MVP, Armando Gomes will share his insights on how to train your people in order to keep your development process running smoothly and avoid the five most common mistakes new OutSystems developers typically make."
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How to Attract and Train Talent in Highly Competitive Markets
- 1. | How to Attract and Train Talent in Highly Competitive Markets How to Attract and Train Talent in Highly Competitive Markets
- 2. | How to Attract and Train Talent in Highly Competitive Markets| How to Attract and Train Talent in Highly Competitive Markets @ intiago.gafeira@doitlean.com /tiagogafeira Tiago Gafeira Head of Delivery - EMEA | Do iT Lean @ inarmando@armandogom.es /armandogomes Armando Gomes Freelancer OutSystems Expert and MVP
- 3. | How to Attract and Train Talent in Highly Competitive Markets| How to Attract and Train Talent in Highly Competitive Markets Why are you here?
- 4. | How to Attract and Train Talent in Highly Competitive Markets The State of Application Development ● 35% dev effort allocated to innovation ● 65% maintenance ● > 50% of organizations with Backlog 39% Low Code
- 5. | How to Attract and Train Talent in Highly Competitive Markets The Low-code Path ● 4x productivity increase ● Web and Mobile with one tool You still need Talented Developers + Pressure to get Value from OutSystems Investment!
- 6. | How to Attract and Train Talent in Highly Competitive Markets Winning Round 1 of Low-code Adoption ● Developer talent ● Early success
- 7. | How to Attract and Train Talent in Highly Competitive Markets Talent Options ● Hire experts ● Convert internal resources ● Hire & Train newbies
- 8. | How to Attract and Train Talent in Highly Competitive Markets Sense of Purpose ● Real world challenges ● Autonomy ● Goals
- 9. | How to Attract and Train Talent in Highly Competitive Markets Before Technical Skills... ...People soft skills are essential for long term success.
- 10. | How to Attract and Train Talent in Highly Competitive Markets Value Creation We work to create value in everything we do. We question things, we’re focused on making the difference and promoting high value solutions. Honesty Value Creation Proactivity State of the Art Team Players Accountability Be Global Long Lasting Alliances
- 11. | How to Attract and Train Talent in Highly Competitive Markets ● SQL ● Web Development ● Mobile Development Technical Skills
- 12. | How to Attract and Train Talent in Highly Competitive Markets OnBoarding at Do iT Lean Trainer nominated Welcome Company presentation PREPARATION 1st DAY 1st 2 WEEKS 1-3 MONTHS 3-6 MONTHS OutSystems training Agile training Internal Project Internal Initiatives OutSystems Certification Customer Project
- 13. | How to Attract and Train Talent in Highly Competitive Markets| How to Attract and Train Talent in Highly Competitive Markets Now what? The training journey begins...
- 14. | How to Attract and Train Talent in Highly Competitive Markets We’re in an endless road now. Training never stops, even when you’re an expert.
- 15. | How to Attract and Train Talent in Highly Competitive Markets Picking a path ● Developer ○ Mobile? Or Web? Traditional or Reactive? ● Tech Lead ● Front-end ● DevOps ● Tester … and the list goes on!
- 16. | How to Attract and Train Talent in Highly Competitive Markets Online training by OS ● 12 guided paths ● 83 courses ● 9 tech talks ● Dozens of tech articles from MVP’s and others ...and the list goes on!
- 17. | How to Attract and Train Talent in Highly Competitive Markets
- 18. | How to Attract and Train Talent in Highly Competitive Markets| How to Attract and Train Talent in Highly Competitive Markets How do you train people?
- 19. | How to Attract and Train Talent in Highly Competitive Markets The “qualifying standard” model Training materials from OutSystems are a good starting point. Usually the bare minimum that a developer goes through.
- 20. | How to Attract and Train Talent in Highly Competitive Markets The “qualifying standard” model Goal: know your way around the platform. Challenge: maintaining focus in during the process. Problem: structure of content might be non-optimal.
- 21. | How to Attract and Train Talent in Highly Competitive Markets Build your own project. Let them develop something they like - and want - using the platform.
- 22. | How to Attract and Train Talent in Highly Competitive Markets Build your own project Goal: understand the current “product maturity” level. Challenge: coming up with the idea. Problem: not a plausible option in some cases.
- 23. | How to Attract and Train Talent in Highly Competitive Markets Involve them in a “real” project Although the project isn’t a “real one”, it should mimic the way your team works.
- 24. | How to Attract and Train Talent in Highly Competitive Markets Involve in a “real” project Goal: understand the various roles in a development team. Challenge: availability of people to support. Problem: the existence of a safety net might lead to laziness.
- 25. | How to Attract and Train Talent in Highly Competitive Markets A four-layer canvas process... Party Mode Customer-facing project Assemble Internal Initiatives Discovery Build your own project Foundation Training materials
- 26. | How to Attract and Train Talent in Highly Competitive Markets
- 27. | How to Attract and Train Talent in Highly Competitive Markets| How to Attract and Train Talent in Highly Competitive Markets Behaviors
- 28. | How to Attract and Train Talent in Highly Competitive Markets They don’t read Most often than not, requirements will overlap and, very likely, contradict themselves. Test: Have contradictory requirements.
- 29. | How to Attract and Train Talent in Highly Competitive Markets They don’t ask Assumptions lead to poor business outcome. Test: have purposely ambiguous or incomplete requirements.
- 30. | How to Attract and Train Talent in Highly Competitive Markets Knowing when to ask for help Finding the balance between “I’m trying to sort it out” and “Can you help me?” is key. Test: ask them to do something harder than what they are qualified for.
- 31. | How to Attract and Train Talent in Highly Competitive Markets They don’t test Quality is a must, and the lack of it has consequences. It’s only done when it’s tested. Test: have them demo their own work.
- 32. | How to Attract and Train Talent in Highly Competitive Markets It’s not just “OJT" ● On-the-job training is just part of the whole training ● Juniors need to be proactive to improve their skills
- 33. | How to Attract and Train Talent in Highly Competitive Markets Formal Training + ‘Real Project’ + Expert Coaching = Success
- 34. | How to Attract and Train Talent in Highly Competitive Markets Thank You! @ inarmando@armandogom.es /armandogomes @ intiago.gafeira@doitlean.com /tiagogafeira
Editor's Notes
- In the beginning of the year Outsystems surveyed more than 3300 IT professionals across the world to understand The State of Application Development. Let’s look at some results: Only 35% of development effort was expected to be allocated to innovation applications The remaining 65% should go to the update or replacement of legacy systems Most of the applications take 3 to 6 months to be developed which leads to more than 50% of companies having a backlog For these reasons: 39% of organizations invested in Low Code to speed application development This is only surpassed by the adoptions of a Cloud strategy, selected by 55% of the organizations
- So, this huge growth on low code platforms demand brought obviously some challenges around having enough developers According to Forrester 55% of global developers plan using Low Code platforms during 2019. Gartner adds to this by estimating that by 2024, 65% of all application development will rely on Low code platforms. Great news!? Maybe. While Low-Code can increase team productivity dramatically, CIOs can still face the same lack of talent as for traditional programming languages. Tech Republic reports a an estimated 1 million computer programming jobs in the US expected to go unfilled by 2020.
- So, how can we answer to this fast growth of outsystems adoption having more and more applications to build and no developers Target mostly young developers. Convert experienced C# or Java developers into Outsystems Tech Leads. Train them properly. Retain them with interesting projects where they can quickly add value to their customers.
- The first thing that we look at is the soft skills we believe that there are essential soft skills and attitudes needed to develop with OutSystems and we always try to identify them in our candidates Examples?? Match with organization Focus on value creation
- Build your team around creating value. Technology is a means to an end. Not the objective
- Last but not least, after soft skills and values we look at their technical skills It is not ideal to start a low-code journey with a citizen developer. Instead, we recommend starting with team members with the right mindset and who are comfortable with development and have the skills These 3 are the ones that we believe needed in a low code dev: SQL: Relational databases are key. The more knowledge a developer has in this area—basic queries, joins, and so on—the better Web: Any type of web development should be also considered as a requirement. If people do not understand how the web works, it can lead to poor decisions. Mobile development: Because mobile development has its own set of considerations, having someone with these skills on your team is a plus. If your first projects include mobile apps, having someone with mobile development experience on board can help ensure success.
- This is an overview of our Onboarding process for rookies, that is focused on providing them the skills and behaviors required to integrate an Agile Low Code project team Sometimes we help our customers in the enablement of their development teams by including some of their developers as part of one of our experienced teams The most common model is bringing in a partner for the first project, shadowed by your internal teams so they can learn and lead in the next applications.
- What we do for our customers is get a team and add one customer team member and help train them. Now
- Training is just an endless experience
- Usually one to two weeks.
- By investing their time into something they are passionate about, they will do the extra-mile. Desired outcome 1: get better at using the platform – no accessible solution like the materials. Desired outcome 2: understand what’s their “product development” maturity. Product development maturity? How good does it need to be - and what they to achieve it.
- Once the training it’s over, it’s time to start being productive. As such, it’s important to understand how well does the person understands the various concepts in the team: The engagement manager The tech lead Other developers The product owner
- Training is just an endless experience
- It could be very obvious, like: “If someone submits a claim, it goes to the Financial Office” then you’ll have “If a supervisor submits a claim, it goes to HR”. Or could be subtle, like “getting a report of daily activity at 6PM when there’s activity after 6PM”.
- A good developer knows how (and when) to ask the required questions. A bad developer assumes things or doesn’t care if the requirement isn’t clear.
- A good developer is a developer that knows when it’s time to ask for help. Senior developers value juniors that know how to “sort it out themselves” but they also value when being humble enough to ask for help. If you take too much time, you’re losing money. Obviously, avoid the “can you help me now? Can you help me know? Can you help me now?” We don’t expect that you know everything, no worries. Tell story of the guy who was dealing with something for more than one day and that it was solved in 10 minutes.
- How do we avoid this? During the real (fake) project, explore corner cases and enforce testing procedures/evidences. Have them to present their work to the whole team/company.
- On the job training is just part of the whole training Developers need to be proactive to improve their skills – either learn new stuff, grow networks with other professionals, etc. How do you treat this? You can ask something that’s purposefully “out of scope” of their training whilst being attainable. Usually easier to achieve when doing the “extra-mile” mode.
- Training is just an endless experience