Hire the right way
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The document discusses best practices for hiring in the tech industry, emphasizing the importance of a structured recruitment process that goes beyond gut feelings. It highlights hiring for knowledge and cultural fit, setting clear job expectations, and the importance of regular feedback and measurable performance goals. The document also stresses the significance of having a plan for employee onboarding and exits, advocating for transparent communication throughout the process.
![• Recruiting is everyone in the company’s job
Who do I trust for referrals: “Current employees and previous
coworkers”, “Myself”
• Hire for knowledge and company culture
fit, then specific skills
Best hiring decision: “[We allowed] a candidate who had no
significant open source contributions to interview by writing a
short essay on an open source project he admired.”
• Set expectations for what the job actually is
Worst hiring decision: “Hiring a smart person who couldn't do
the work I needed them to do.”
• Conduct measurable, repeatable interviews](https://image.slidesharecdn.com/hiretherightway-v2-120727212003-phpapp02/85/Hire-the-right-way-15-320.jpg)
Hire the right way
- 1. Hire the right way Selena Deckelmann, @selenamarie, PostgreSQL James Turnbull, @kartar, Puppet Labs
- 2. “A high quality Human Resources organization cannot make you a well-managed company with a great culture...”
- 3. “...but it can tell you when you and your managers are not getting the job done.” -Ben Horowitz
- 4. Finding Open Source People
- 5. We did a survey.
- 6. “I used to hire for passion...”
- 7. • Most people only trust their immediate circles. • Our communities are really, really small compared to the rest of the workforce. • We need to start documenting how we do things and moving beyond “gut” checks for hiring, because there are a lot of great people out there.
- 8. Signs you’re not getting the job done...
- 10. “HOOE”
- 15. • Recruiting is everyone in the company’s job Who do I trust for referrals: “Current employees and previous coworkers”, “Myself” • Hire for knowledge and company culture fit, then specific skills Best hiring decision: “[We allowed] a candidate who had no significant open source contributions to interview by writing a short essay on an open source project he admired.” • Set expectations for what the job actually is Worst hiring decision: “Hiring a smart person who couldn't do the work I needed them to do.” • Conduct measurable, repeatable interviews
- 19. • Job shadow, mentor to fill knowledge gaps A lot of what developers and sysadmins isn’t ever formally taught or if it is, it’s taught wrong. • Have a Day -1 and Day 1 plan 60% of surveyed had at least a Day 1 plan You’re not that special -- People are 93% predictable Write down your process because you really are doing most of it the same every time! • Make it an occasion! Have tea/coffee/beer meetups and celebrate the addition
- 23. • Provide unstructured communication time Best practice: Managers have 1:1s with direct reports weekly • Give feedback early and often Set management expectation for regular feedback Give regular feedback in person or on the phone (skype, email BAD, IM - maybe, but lag is awful) A poor performance review should never be a surprise to an employee • Set measurable performance goals Quantify achievable goals Metrics for measuring performance should be binary and simple! Check in regularly, not just when deliverables are due
- 28. • Have an exit day plan Should include exit interview, packing, equipment return, release agreement, “goodbye moment” -- not just shutting down accounts! • Exits do not always equal failure • Be courteous and stay in touch • Reflect on each exit with team & management
- 30. Hire the right way Selena Deckelmann, @selenamarie, PostgreSQL James Turnbull, @kartar, Puppet Labs Many thanks to Jason Grlicky @jasongrlicky for his amazing graphic design work.