how to recruit and retain top talent in the drupal community
DESCRIPTION
Two owners of Drupal-centric consultancies discuss keys to recruiting and retaining talent within their sector.TRANSCRIPT
CapitalCamp DCJuly 22-23/2011
Sunday, July 24, 2011
Our Goals and AgendaFull-circle overview of attracting and
retaining Drupal talentShare some of the lessons we learnedListen and address your questionsYou leave with at least ONE actionable
item that you can implement
Sunday, July 24, 2011
Owners of Drupal-centric consultancies
Regularly network and discuss shared
problems
Combined 8 years exp. within Drupal
community
Hired 50+ Drupal professionals
About Us
Sunday, July 24, 2011
Drupal consultancies are a commoditized business
To grow we must add staff/headcount
Constantly evolving technology
Universal shortage of Drupal talent
The most overlooked part of our job
Our Collective Problems
Sunday, July 24, 2011
“ Going into 2011, there are two things impacting Acquia's future that still concern me:
(1) The scarcity of great Drupal talent and
(2) Drupal‘s growth. The demand for Drupal experts continues to be much larger than the supply -- it limits the adoption of Drupal by our customers, the growth of our partners, as well as our own ability to hire Drupal talent. “
Sunday, July 24, 2011
Employee Turnover is Expensive
Your Time (Recruiting, Interviewing, Orientation, etc.)Lost OpportunitiesCompensation and Benefits while TrainingLost ProductivityAdministrative CostsDissatisfied CustomersUnemployment/Severance Pay
Sunday, July 24, 2011
EMPLOYEE NEEDS:
What we have been listening to…
Job Security & Stability
Meaningful, Challenging Work Environment
Appropriate Mix of Client Work
Flexibility and Scheduling Consideration
Opportunity to Learn and Develop
Skill Set
Recognition + Communication (no
surprises)
Competitive Benefits
Fair Compensation
Relationship With Direct Supervisor
Sunday, July 24, 2011
Referrals/Networking
Internet/Job Boards
Drupal-specific Lists
Reach Out to Your Partners
Recruiting Agencies
Social Media
Happy Hour/ Open House
Sourcing: There’s NOSilver Bullet
Sunday, July 24, 2011
Most Jobs Sound …
Sunday, July 24, 2011
Storyboard Provide Compelling
Reasons
Learn to Make Your Company andOpportunity Sizzle
Sunday, July 24, 2011
Becoming a Regional “Influencer”
Drupal Job Boards
Incentivize Existing Employees
What’s Worked For Us
Networking
Local Community Involvement
Personal Follow-up…With Everyone Who Interviews
Asking Customers and Partners for Leads
Sunday, July 24, 2011
What to Look ForQuality of Work (code samples/design files)
Community Involvement – Talk is Cheap
Specific Role Within Projects
Written/Communication Skills
Follow-up – Expressive Interest
#1 Character Trait – Ambition
Sunday, July 24, 2011
InconsistentJob History
What to Avoid (Red Flags)
Lack of Community Involvement
Lack of Initiative
Career Interviewers
Lack of Professionalism
Unrealistic Expectations (salary,
benefits, etc.)
Sunday, July 24, 2011
Our Screening Process
Always Phone ScreenFirst
Face-to-Face Interview(different managers)
Technically Screen (ask same questions)
Listen to Your “Gut”
Final Background Check (Must Be Consistent)
Get Background Info (Drupal.org ID, References,
Portfolio, Blog/SM Presence, and Sample Code)
Extend Offer
Be Prepared…Positive First Impression
Sunday, July 24, 2011
Start with a job description Define your recruiting process Recognize the value of your reputation Know thy market (salaries, competition,
benefits, perks) Look for attitude over aptitude Always be recruiting
Rules to Remember
Sunday, July 24, 2011
Final Thoughts On Recruiting
Analyze every aspect of your recruiting processHire people who add valueSurvey your top performers…ASAP
Sunday, July 24, 2011
Developer Retention
Losing top talent isn’t funReplacement is costlyPersonnel loss stunts growth
Sunday, July 24, 2011
“ The top 10 reasons that people leave their jobs relate to the decision making processes of management.”
~Gregory P. Smith
Why Do People Leave?
Sunday, July 24, 2011
Tip #1: Listen to Your Team
Act on what you hear Put processes in place to harness ideas Schedule regular support meetings Eliminate destructive forces Keep channels open
Sunday, July 24, 2011
Tip #2: Keep the Bar High
Lock up your top talent Screen rigorously Give your team ownership Deal with cancer quickly
Sunday, July 24, 2011
Tip #3: Keep Them Challenged
Keep things interesting
Foster innovative initiatives
Encourage contributions
Keep company direction in view
Sunday, July 24, 2011
Tip #4: Foster Community
• Nurture a team environment
• Plan time to socialize
• Give personal attentionCapitalize on times of need •
Make special occasions special •
Have some fun •
Sunday, July 24, 2011
Tip #5: Reward Them
• Remunerate well
Give incentives •
Recognize them publicly•
Sunday, July 24, 2011
Sunday, July 24, 2011
Tip #6: Create a StellarWorkplace
Invest in their workspace Create a cool & fun atmosphere Remember the little things
Sunday, July 24, 2011
Tip #7: Invest in Their Growth
Create a good training environment Protect their time Budget for conferences/events Provide good resources Encourage co-learning activities
Sunday, July 24, 2011
Relationships take work Manage consistently There's no one winning solution
Final Thoughts on Retention
Sunday, July 24, 2011
What have you found helpful to attract or retain your top talent?
Any unique perks/benefits you offer?
What’s Your Experience?
?
Sunday, July 24, 2011
What did you think?Was this session helpful to you? Please let us know so we can gain from your insight. Feel free to contact us through Twitter or through our sites.
Thanks!
Capital Camp DCJuly 22-23/2011
Sunday, July 24, 2011