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 3 years ago
People who liked this proposal, also liked:
Chris Edwards - Agile Introverts, an Oxymoron?Chris EdwardsSr. ManagerIHS Markit
schedule 4 years agoSold Out!
Collaboration, collaboration, collaboration. This is probably the most used word you'll hear from agilists. It sits right at the core of agile principles. How do we reconcile this with the fact that 30% of the population is introverted?
There has been extensive research around introversion that can help us understand this apparent contradiction better. This talk will explore the complexities of introversion, from the distinction between shyness and introversion to the complexities of pseudo-extroverts and "high active" babies.
Finally, what can we learn from companies like Menlo Innovations and Hunter Industries, where they have high collaborative environments with introverts that say they would not work any other way.
Sean Dunn / Chris Edwards - Scaling Your Continuous Deployment Using Docker and ContainersSean DunnEnterprise Agile CoachIHS MarkitChris EdwardsSr. ManagerIHS Markit
schedule 3 years agoSold Out!
How can new tools and technologies shorten our feedback cycles, and reduce pain and frustration of deployment and maintenance of systems? How do you scale your continuous deployment system to support more developers? This hands-on technical session demonstrates how new containerization technologies like Docker and Concourse CI can be used to build deployment pipelines. Sean and Chris will show how to build a deployment pipeline, configuration-manage it, and deploy software through it.
No previous technical knowledge of Docker or Containers is needed.
This will be a 2 part. The first 45 minutes will go into the basics of docker. The second 45 minutes will show how to setup a Concourse.CI continuous delivery pipeline.
Ravdeep sekhon / Sheldon Fuchs - Team Kaikaku (Revolutionary Change)Ravdeep sekhonSoftware Development ManagerSoliumSheldon FuchsStaff Software DeveloperSolium
schedule 3 years agoSold Out!
We had a small Dev & QA team, trying to adopt more Agile Principles, and aware of the growth we were going to face soon. Current setup & structure of the team required transformations so that we could scale, help improve low morale and disconnect within the team. Tried few changes but ‘flat’ with no managers didn’t work at all for us. Our talk will be about what we ended up doing that enabled us to get to a high energy agile team!
Kaikaku refers to big revolutionary change whereas Kaizen refers to evolutionary change. The changes we did with our team with respect to the structure of the team and the development process, were big in magnitude and the requirement to change was big too. With this major shift, we could scale the team and take on big projects associated with new clients, could deliver quality product every release and changed many of our clients’ perspective to a positive one and could attract lot of good talent.
Chris Edwards - The Agile Architect: Turning Followers into LeadersChris EdwardsSr. ManagerIHS Markit
schedule 4 years agoSold Out!
"The higher you go in an organization, the more your suggestions become interpreted as orders." - Marshall Goldsmith
An Architect garners a high level of authority by being an expert. People will follow their lead. But what if the Architect is wrong? They will follow right off a cliff.
How do we get people to think like the Architect? Use the principles of Intent-Based Leadership to decouple the success of your project from the personality of the architect. By creating clarity around architectural goals and by engaging people in problem solving rather than defining rules and standards we can divest control and create an organization of leaders.