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Recruiting the right people quickly public
The document discusses the contradictions in recruitment, emphasizing the need to hire quickly while ensuring high quality candidates. It highlights the importance of refining the hiring process through value stream mapping to reduce delays and improve efficiency, suggesting innovative testing methods to assess candidate skills. Ultimately, it suggests focusing on skills for hiring and behavior for firing, while also stressing the importance of attracting top talent through a streamlined process.
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Recruiting the right people quickly public
- 1. Recruiting the rightpeople quickly: Attempting the impossible! Ashley Frieze (ashley@incredible.org.uk) November 2014
- 2. Recruitment is acontradiction • We should hire fast • Don’t let a project get delayed • We want the best people • Better not to hire the wrong person • It can hurt more than waiting
- 3. Recruitment is acontradiction Graph of perceived quality of candidate vs speed of recruitment Great Quality Oh dear Sluggish Impulsive Speed of recruitment
- 4. Driven by ourperception of the market Great developers
- 5. Driven by ourperception of the market Great developers
- 6. Driven by ourperception of the market Not so great employed developers Great developers
- 7. Driven by ourperception of the market Not so great employed developers Great developers Pas-sive On the market Some great candidates entering the market Plenty of not great ones available to job seek
- 8. Driven by ourperception of the market Not so great employed developers Great developers Great Not so great Great candidates get jobs quickly Not so great ones stay in the market longer
- 9. Contradiction version 2 • Choose carefully • Avoid the likelihood that your candidate is not so great • Act quickly • If you don’t take a great candidate, someone else will
- 10. How can wechoose the right candidate? • Pick one at random and hire them outright • Guarantees you’ll only hire lucky people
- 11. How can wechoose the right candidate? • Go on recruitment agent’s recommendation • Now THAT is ridiculous • Keyword matching at best
- 12. How can wechoose the right candidate? • Use the CV Save me from the long winded… I enjoy a nice skills matrix Lorem ipsum dolor sit amet, consectetur adipiscing elit. Curabitur elementum risus quis sem lobortis HTML. Morbi volutpat facilisis quam at tempus. Donec scelerisque justo ut nunc maximus, eget tincidunt JAVA accumsan. Vivamus nec blandit ante. Nulla laoreet eros in nunc sodales hendrerit. Morbi C++ diam in nunc efficitur congue. Phasellus turpis risus, maximus vitae mollis ut, molestie eget urna. Fusce sit amet orci ac augue condimentum auctor eget eget elit. • HTML, CSS, Javascript (5 years) • C++ (9 years) • Java (5 years) • TDD, BDD, CI, CD • Design Patterns • SQL (MySQL, Oracle, Toad) • IDEs (Eclipse, IntelliJ, Netbeans, Microsoft Visual Studio) • Word for Windows 2.0 • Punched cards • Binary • PuTTY • Yes, but can you write great software?
- 13. How can wechoose the right candidate • Test them out • Without slowing the process down
- 14. The Eureka Moment • Hiring is a process problem • So use a value stream mapping analysis
- 15. Our old process CV Notice it (3 days) Read CV and email decision (10 minutes) Send them coding test (1/2 day delay) Coding test comes back (3 days) Review test (10 minutes) Delay organising phone interview (3 days) Phone interview (30 minutes) Organise face to face interview (6 days) Interview (2 hours) Duration – 16 days Value adding time – 2hrs 50m Efficiency – 3%
- 16. Process after modification CV HR read CV and also send screening link (10 minutes) Send both to manager (5 minutes) Wait for screening result (1 day) Review screening test (5 minutes) Delay organising phone interview (2 days) Phone interview (30 minutes) Organise face to face interview (4 days) Interview (3.5 hours) Duration – 7.6 days Value adding time – 4hrs 20m Efficiency – 10% Double the speed Three times more “efficient” Most of the delay is unavoidable
- 17. Full disclosure •It’s better now • It’s not perfect • It’s not quite like this now, either • Some corporate wrinkles have entered the process • The approach of analysing and refining the process really worked for us
- 18. What to test:Screening • A screening test is better than a CV or application form • Make it a question of opinion • No Googling • Read between the lines • Find people’s communication style • Find passion/bug-bears/missions
- 19. What to test:Coding • Need to know if they can really write code • Coding test is a massively good idea http://www.joelonsoftware.com/articles/fog0000000043.html
- 20. What sort ofcoding test? • Not a hard test • A fail can be inconclusive (“well, it’s quite a hard test”) • Check it’s easy to pass • Road test it • We had “Output all numbers 1 – 999,999 as words in English” • Some solutions took 20 hours!
- 21. What sort ofcoding test? • Something easily done in half the time • Don’t test oblique framework knowledge • See if they see code your way • Coding style • Really challenge them with a code review • Ability to see alternatives in discussion • We do our coding test in 90 minutes at start of the face to face interview • Some people leave the building after 15 minutes’ code review
- 22. What sort ofcoding test? – Even better • Provide automated tests • Provide ready-made skeleton project • Checks the speed of getting into your codebase
- 23. Example coding challenges: • Work out a few different statistics on an array • Put some data into a collection and then retrieve certain values • Implement a design pattern • Implement a simple string conversion algorithm
- 24. Good coding challenge:Fringe benefit • “I really loved your test – it impressed me that you cared enough about these things to give me such a challenge” • Appeals to the right sort of candidates • Someone who has passed your test may be more inclined to accept an offer • Stockholm Syndrome?
- 25. Finally • It’snot all about the tech • Hire on skills, fire on behaviour • Remember to ask some human questions
- 26. Summary • Notcool • Recruitment agents • CVs • Most candidates in the jobs market • Delays that lose great people • Cool • Speed up your process • Add enriching screening/testing to it • Act quickly for the right people • Not covered • How do we find candidates at all?