Kaizen in Hiring
Everything a dev team does can borrow from Agile Principles, including hiring great developers. We as a company are customers of our own hiring process, our requirements have changed significantly from once hiring 6 people in 2 years to hiring over 20 this year alone, and we have to experiment and adapt over time in order to hire the best people for the job. This talk is about how at Solium we realized the core Agile Principles can be applied to hiring and iterated the process during the last 18 months. During the course we got rid of some sacred recruiting beliefs (hint: "culture fit" means nothing!)
Outline/Structure of the Talk
Introductions – 5 mins
Introduction to speakers & company
What’s the talk about and why should anyone care?
Today vs 2010
Iteration 1: 2010 to 2014 – 10 mins
- We were focused on good coding skills, J2EE & candidates who were like us!
- Used coding challenge for everyone who applied followed by interviews
- It was set of algorithmic problems
- Before 2010 we were hiring around 3 devs a year for a team of around 14 devs
- Starting 2010 requirement was around 8 devs a year
- Agile Principles: As a customer we were not happy, we’re not getting the right people, it was not a simple process at all
Iteration 2: 2014 to 2016 – 10 mins
- Change – Algorithmic to real life problem
- Candidate can be creative with the solution
- Can use OO & SOLID principles
- Retrospective – Hiring good coders but not developers, Homogenous team, Low energy
- Agile principles: As a customer not fully happy with what we were getting, team improved a bit, still complex process which took 12 hours per candidate and 45 to 60 days from resume to offer.
Current Iteration: 2016 onwards – 10 mins
- We did something big!
- Took out the coding problem
- Creates a structured interview
- Iterated over the questions since we have started this
- Agile Principles: We are happy with what we are getting based on the new process, It’s quick & simple, and we were able to do doing amazing things with the people we hired. Our team is high energy, technically diverse
Observations, some unexpected! – 10 mins
- Able to have teams moving towards self-managed and introduced guilds
- J2EE experience has negative correlation with success as a dev
- Degrees don’t matter
- Coding during interview process is extra noise
- Culture fit, the traditional definitions, didn’t work for us
- Hired dev within 7 days of receiving resume
- Average 3 hours per candidate
- We provide feedback to all at every step irrespective of the outcome
- How you can evaluate your hiring process based on Agile Principles
- Making continuous improvements to the hiring process
- Hire good developers
- Get hired at 'Good Companies'
People who care about hiring good developers or want to be hired at a place that cares about good developers & Agile Principles
schedule Submitted 2 years ago
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