A frequent discussion within online forums and at agile meetups is how to hire the right people for an effective agile team. Many have commented that interviewing candidates using personally biased and possibly dishonest information on resumes, certification results, LinkedIn chatter, and assessment of technical skills can fail to identify good candidates. Imagine instead, you were able to assess relevant skills and behaviors supportive of being an effective member of an agile team using simple interactive games within a job interview setting. In this workshop, participants will experience a series of simple games designed to be used within an interview setting that focus on skills assessment for specific agile team roles, simulating real-life collaborative work activities and evaluating the human skills necessary to be an effective member of an agile team.   Interview games use game play and play metaphors to allow interviewers and candidates to simulate work scenarios and then debrief on demonstrated communication abilities, collaborative problem solving, creative thinking, exchanging feedback, identifying ways to improve, and empathizing with others. During this highly interactive session, participants will work in small groups and conduct mock interviews activities to experience the sequence of interview games and gain hands-on experience in how to facilitate and debrief the games presented.

 
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Outline/structure of the Session

Workshop Flow

 For presentation at Agile Games in a 75-minute session – we will highlight 3 unique interview games – for approx. 60 minutes of active game play in the session: 

    • -- Skills / Alignment Matrix – focuses on skills and what types of activities the candidate is most interested in for specific agile team roles (software dev, test engineer, scrum master, agile coach) – during the workshop each group can decide which role they want to run the assessment for – matrix supplies for common agile team roles noted above will be provided 
    • -- “Dream Job” - A mobbing activity focusing on the candidate’s “Dream Job” – using a variation on mob programming techniques, the candidate and interviews will work together to create an artifact that expresses desired attributes and activities within the candidate’s dream job. 
    • -- “Let’s Work” - the candidate will guide the interviewers to complete a simulated work project, following the project the candidate and interviewers will debrief to identify possible improvements, and exchange feedback with each other
  • Each interview game presented requires ~20 minutes
    • 3 minutes for game objective and rules
    • 5-8 minutes to play the game
    • 10 minutes to debrief what happened
  • Workshop Time Breakout:
    • 60 Minutes - Active Game Play & Debrief
    • 15 Minutes – Address questions / comments that arise during game play

 

  • This workshop is designed in accordance with “Training From The Back Of The Room” principles – focus is on experiential learning and interacting with others.
  • All participants will receive facilitation guides for the interview games presented – facilitation guides are licensed under Creative Commons.
  • To ensure participants are able adopt / apply the methods presented following the conference, all games presented are licensed under Creative Commons and have been designed so they do not require special materials and/or kits to adopt them – supplies necessary to facilitate all games presented can be obtained at low cost from a general merchandise store (or probably found in a closet or basement)
  • Workshop Roles & Repeating at Open Space – Workshop presentation will require participants to work in groups and take turns being the interviewers and job candidate within each group – since it is expected that some people may not get to experience all roles within the workshop setting, I’m prepared to repeat some of the Interview games during the conference Open Space – this will allow for others to experience the games, and for workshop participants to experience both games presented. I also have a total of 14 interview games (of which we are only presenting 3 in the workshop session) so if people are interested, we can run more Interview games during Open Space.

 

Workshop Background

* Interview games is a new workshop that emerged out of prior work done over the past ~3 years to determine ways to use game based activities and collaboration frameworks to improve performance reviews and other human resource (HR) activities.

* A public session of an Interview Games workshop was requested (and presented) at Agile Coach Camp (ACCUS) held in October 2016. Since sharing at ACCUS, there is awareness of other firms that have adopted the methods presented to screen candidates and also to support leadership development internal to their organizations.

* Methods presented in this workshop were developed and are currently used to screen and identify candidates to join the World Wide Technology (WWT) Business Innovation practice – WWT is a privately held systems integration firm. Hence these are not untested methods / games, but rather currently used at WWT and elsewhere to identify great candidates for agile teams and other collaborative knowledge work activities.

Learning Outcome

* Participants will learn the background behind the development of interview games – what problems about traditional interviews do interview games address.

* Participants will experience how to facilitate and debrief a series of interview games that support role-specific skills assessment, ability to work in a collaborative creative setting, ability to share feedback, ability to identify and communicate improvement opportunities, and ability to empathize with others.

* Participants will gain best practices and lessons learned from the adoption of interview games within multiple organizations.

Target Audience

Anyone interesting in learning how to identify the right candidates for an agile team

schedule Submitted 8 months ago

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