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Hiring Agile TeamsMitch Lacey | April 27, 2016
Live Tweet During The Webinar!
@ScrumAlliance@mglacey#SAMW16
Really learning about HOW to successfully hire #agile teams with @mglacey and@ScrumAlliance! #SAMW16
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ABOUT MITCH LACEY
Author: The Scrum Field Guide20+ years of project management experience10+ years of agile project experienceAgile2012 Conference Chair, Dallas TexasAgile2014 Conference Chair, Orlando FloridaFormer Scrum Alliance Board MemberFormer Agile Alliance Board MemberProject Management Professional (PMP) Certified Scrum Trainer (CST)Agile Certified Practitioner (ACP)
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CONTACT
@mglacey
http://www.linkedin.com/in/mitchlacey
+1 425 429 6086 (Pacific time zone)
www.mitchlacey.com
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THIS TALK IS ABOUT HIRINGAGILE TEAMS
WE WILL COVER
WHY COMPANIES HIRE
A COMMON INTERVIEW SCENARIO
WHAT COMPANIES OFTEN MISS
THE RESULTS OF BAD HIRES
THE COSTS OF BAD HIRES
WHAT YOU CAN DO ABOUT BAD HIRES
ENSURING FUTURE HIRING SUCCESS
HIRING WELL IS THE MOST IMPORTANT THING IN THE UNIVERSE
NOTHING ELSE COMES CLOSE
IT’S MORE IMPORTANT THAN BREATHING
Source: https://s3.amazonaws.com/assets.sbnation.com/assets /1074301/Valve_Handbook_LowRes.pdf
“SO WHEN YOU’RE WORKING ON HIRING
—PARTICIPATING IN AN INTERVIEW LOOP OR INNOVATING IN THE GENERAL AREA OF RECRUITING—
EVERYTHING ELSE YOU COULD BE DOINGIS STUPID AND SHOULD BE IGNORED”
WHY SHOULD YOU CARE ABOUT ANY OF THIS?
Source: https://s3.amazonaws.com/assets.sbnation.com/assets /1074301/Valve_Handbook_LowRes.pdf
THIS MEANS COMPANIESTAKE HIRING SERIOUSLY
…OR DO THEY?
WHY DO COMPANIES HIRE?
TO INCREASE REVENUE
TO GET TO MARKET FASTER
TO SPEND BUDGET, ENSURING MORE IN THE FUTURE
TO KEEP HEADCOUNT, ENABLING FUTURE GROWTH
TO SOVLE AN IMMEDIATE PROBLEM
A COMMON HIRING SCENARIO
CANDIDATE GETS A PHONE INTERVIEW
“TELL US ABOUT YOUR BACKGROUND”
“WHAT WAS IT ABOUT THIS ROLE THAT ATTRACTED YOU?”
“WHAT ARE YOU IDEALLY LOOKING FOR IN YOUR NEXT POSITION”
“WHAT ARE YOUR SALARY EXPECTATIONS?”
“TELL US ABOUT YOUR TECHNICAL EXPERIENCE”
“TELL US ABOUT WHAT MOTIVATES YOU”
THEY SOUND GREAT!LETS BRING THEM IN!
CANDIDATE GETS AN IN PERSON INTERVIEW
THEY MEET WITH PEOPLE, OFTEN ONE-‐ON-‐ONE
THEY ARE ASKED ABOUT
TOOLS THEY HAVE USED
THEIR EXPERIENCE AND SKILLS
STRENGTHS AND WEAKNESSES
CERTIFICATIONS THEY HOLD
CONFLICT MANAGEMENT AND RESOLUTION
BUT INTERVIEWERS MISS THE IMPORTANT STUFF
TEAM DYNAMICS
COMMUNICATION STYLES
TRUST
COMPANY/TEAM CULTURAL FIT
THIS RESULTS IN…
POOR QUALITY OF WORK
FAILURE TO WORK WELL WITH OTHERS
AND MORE – AS IT BREEDS IF LEFT UNCHECKED
BAD ATTITUDES
SURVEY
WHICH OF THESE BEHAVIORAL AND PRODUCTIVITY RELATED PROBLEMS DUE TO BAD HIRES HAVE YOU SEEN?
ü Failure to produce the proper quality of workü Failure to work well with other employeesü Negative attitudesü Immediate attendance problemsü Subject of customer complaintsü Failure to meet deadlinesü None of the above
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http://www.bonkersworld.net/organizational-charts/
IT’S EXPENSIVE!!!!!
41% SAID THAT A BAD HIRE COST THEM AT LEAST $25,000
25% SAID THAT A BAD HIRE COST THEM AT LEAST $50,000
G&A PARTNERS EVEN CITES THAT 30% OR BEYOND OF AN ANNUAL SALARY IS A TURNOVER COST.
Fast Company, out of 6000 published in 2014
Fast Company, out of 6000 published in 2014
TURNOVER COST AS PERCENTAGE OF ANNUAL SALARY
POSITION TYPE PERCENT OF ANNUAL SALARY
Entry-Level, Non-Skilled 30 – 50%
Service/Production 40 – 70%
Clerical/Administrative 50 – 80%
Skilled Hourly 75 – 100%
Professional 75 – 125%
Technical 100 – 150%
Supervisor 100 – 150%
http://www.gnapartners.com/blog/employee-turnover-its-costing-you-more-than-you-think/
FASTCOMPANY FOUND 41% OF RESPONDENTS SAID LOST WORKER PRODUCTIVITY WAS THE BIGGEST ISSUE
AND 36% OF RESPONDENTS SAID THERE WAS A NEGATIVE IMPACT ON EMPLOYEE MORAL
CAREERBUILDER.COM FOUND 35% CITED THE COSTS TO RECRUIT AND TRAIN ANOTHER WORKER
AND THAT 19% SAID A BAD HIRE HAD ANEGATIVE IMPACT ON CLIENTS
http://thehiringsite.careerbuilder.com/2011/12/16/true-‐cost-‐of-‐a-‐bad-‐hire/
BUT IT’S NOT JUST ABOUT MONEY
http://thehiringsite.careerbuilder.com/2011/12/16/true-‐cost-‐of-‐a-‐bad-‐hire/
AN INTERVIEW IS A FORECAST
WORKS, THINKS, BEHAVES
INDIVIDUALS & INTERACTIONS
WORKING SOFTWARE
RESPONDING TO CHANGE
INTERACT
FEEDBACK, CONTINUOUS IMPROVEMENT AND CHANGE
IMMERSIVE INTERVIEWING IS AN IMMERSION TECHNIQUE
ARE THE CANDIDATES A GOOD CULTURAL FIT? ARE THEY ABLE TO GIVE AND ACCEPT CRITICISM?
ARE THEY COMFORTABLE WITH CONFLICT?
SO WHY DOES THIS HAPPEN?
THE POSITION NEEDED TO BE FILLED QUICKLY
PEOPLE ARE NOT QUALIFIED
COMPANY FAILURE TO CHECK REFERENCES
BAD CULTURAL FIT
WHAT YOU CAN DO ABOUT IT
HIRING IS A FORECAST
UNDERSTAND WHY YOU’RE HIRING
DECIDE WHAT YOU’RE HIRING FOR-‐SKILLS, COMPETENCIES, OR BOTH-‐
THE IMMERSIVE INTERVIEW
HIRING IS A FORECAST
PREDICTIONS
GOOD FIT, CULTURALLY AND SKILLFULLY, OVER TIME
NEEDS TO BE ACCURATE
UNDERSTAND WHY YOU’RE HIRING
ADDINGMANPOWER TO A LATE SOFTWARE PROJECT MAKES IT LATER
COVER UP LARGER ISSUES
SOLVE THE UNDERLYING PROBLEM
TO HELP AVOID BAD HIRES, KNOW THE REAL PROBLEM YOU’RE TRYING TO FIX
DECIDE WHAT YOU’RE HIRING FOR-‐SKILLS, COMPETENCIES, OR BOTH-‐
SKILLS ARE QUICK AND EASY TO LEARN
COMPETENCIES ARE HARD AND TAKE YEARS TO LEARN
ASSESS HOW SOMEONE WITH SKILL CAN ASSIMILATE THE CULTURE
ASSESS HOW SOMEONE WITH COMPETENCY CAN LEARN A NEW SKILL
IMMERSIVE INTERVIEWING
SIMILAR TO EXTREME INTERVIEWING FROM MENLO INNOVATIONS
GOOD CULTURAL FIT?
GIVE AND ACCEPT CRITICISM?
COMFORTABLE WITH CONFLICT?
IMMERSIVE INTERVIEWING: STEP ONETHE SETUP
VALUES AND CULTURE
WHY YOU’RE HIRING
COMPETENCIES AND BEHAVIORS
SKILLS
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IMMERSIVE INTERVIEWING: STEP TWOTHE INTERVIEW
CANDIDATE PAIRS WITH THE TEAM
USE A 1-‐10 SCALE, AND BE CONSISTENT
TAKE NOTES AS PAIRS SWITCH
THE SCORES WON’T BE COMPLETE AT THIS POINT, BUT WILL BE CLOSE
IMMERSIVE INTERVIEWING: STEP THREETHE DISCUSSION
FUTURE DISCUSSIONS
SMART HIRING DECISIONS THAT PREVENT A BAD HIRE
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IMMERSIVE INTERVIEWING: STEP THREETHE DISCUSSION
FUTURE DISCUSSIONS
SMART HIRING DECISIONS THAT PREVENT A BAD HIRE
DISCUSSIONS ARE THE KEY, NOT THE TABLE
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IMMERSIVE INTERVIEWING: STEP THREETHE DISCUSSION
FUTURE DISCUSSIONS
SMART HIRING DECISIONS THAT PREVENT A BAD HIRE
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HIRING WELL IS THE MOST IMPORTANT THING IN THE UNIVERSE. NOTHING ELSE COMES CLOSE, IT’S
MORE IMPORTANT THAN BREATHINGENSURING SUCCESS
FOCUS ON COMPETENCIES, NOT ON QUESTIONS
SKILLS ARE EASY TO LEARN, COMPETENCIES ARE NOT
FIND PEOPLE STRONGER THAN YOU
UNDERSTAND THE COSTS AND INVEST HEAVILY
FORECAST
TOMORROW….YOUR ONE ACTION IS
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ALIGN COMPANY VALUES, PRINCIPLES AND COMPETENCIES
HAVE OPEN AND HONEST DISCUSSIONS
AVOID BAD HIRES THROUGH IMMERSIVE INTERVIEWING
THANK YOU FOR LISTENING
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QUESTIONS?
@mglaceyhttp://www.linkedin.com/in/[email protected]+1 425 429 6086 (Pacific time zone)www.mitchlacey.com
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NEXT WEBINAR
DEVELOPING AGILE LEADERSHIPwith PETE BEHRENS, CEC, CST®May 11, 2016 | 11:00 AM ET (USA)Eligible for 1 Scrum Education Unit (Category B)Scrum Alliance has been undergoing organizational fieldwork to identify the leadership mindset. This talk shares the discoveries from that research, highlights the learnings leaders should seek to understand and apply, and introduces a new program from Scrum Alliance to guide leaders through this journey.
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Pete Behrens is a Leadership Agility Coach with Trail Ridge Consulting, focusing on leadership and organizational agility. He provides guidance to senior executives on how to transform themselves and their companies to work more effectively with more agility. His leadership has enhanced agility across many organizations, including Salesforce.com, GE Healthcare, Google, McKinsey & Company, and more.
Thank you for attendingMitch Lacey | 27 April 2016
