The last few years have consistently seen 10%+- global unemployment as much of world is mired in an economic recession. However, the demand for top Drupal talent remains strong. In this session, we’ll look at the importance of team building (and balancing that with the demands of the industry), working with remote workers, and bringing out the best in employees. For Drupal business owners or enterprise-level organizations implementing Drupal, resourcing has become increasingly difficult and retaining key personnel is even more critical.
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CapitalCamp DC July 22-23/2011Sunday, July 24, 2011
Our Goals and Agenda Full-circle overview of attracting and
retaining Drupal talent Share some of the lessons we learned Listen
and address your questions You leave with at least ONE actionable
item that you can implementSunday, July 24, 2011
About Us Owners of Drupal-centric consultancies Regularly
network and discuss shared problems Combined 8 years exp. within
Drupal community Hired 50+ Drupal professionalsSunday, July 24,
2011
Our Collective Problems 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 jobSunday, July 24, 2011
Going into 2011, there are two things impacting Acquias future
that still concern me: (1) The scarcity of great Drupal talent and
(2) Drupals 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 Opportunities Compensation
and Benets while Training Lost Productivity Administrative Costs
Dissatised Customers Unemployment/Severance PaySunday, July 24,
2011
Relationship Job Security With Direct & Stability
Supervisor Meaningful, Challenging Fair Compensation Work
Environment EMPLOYEE NEEDS: Appropriate Mix of Competitive Benets
What we have been Client Work listening to Recognition +
Flexibility and Scheduling Communication (no Consideration
surprises) Opportunity to Learn and Develop Skill SetSunday, July
24, 2011
Sourcing: Theres NO Silver Bullet Internet/Job Boards
Referrals/Networking Recruiting Social Media Agencies Happy Hour/
Open House Drupal-specic Lists Reach Out to Your PartnersSunday,
July 24, 2011
Most Jobs Sound Sunday, July 24, 2011
Learn to Make Your Company and Opportunity Sizzle Storyboard
Provide Compelling ReasonsSunday, July 24, 2011
Whats Worked For Us Personal Follow-upWith Incentivize Existing
Everyone Who Interviews Employees Asking Customers and Networking
Partners for Leads Drupal Job Boards Becoming a Regional Inuencer
Local Community InvolvementSunday, July 24, 2011
What to Look For Quality of Work (code samples/design les)
Community Involvement Talk is Cheap Specic Role Within Projects
Written/Communication Skills Follow-up Expressive Interest #1
Character Trait AmbitionSunday, July 24, 2011
What to Avoid (Red Flags) Inconsistent Lack of Job History
Professionalism Unrealistic Career Expectations (salary,
Interviewers benets, etc.) Lack of Community Lack of Initiative
InvolvementSunday, July 24, 2011
Our Screening Process Always Phone Screen Listen to Your Gut
Extend Offer First Face-to-Face Interview Final Background Check Be
Prepared (different managers) (Must Be Consistent) Positive First
Impression Get Background Info Technically Screen (Drupal.org ID,
References, (ask same questions) Portfolio, Blog/SM Presence, and
Sample Code)Sunday, July 24, 2011
Rules to Remember Start with a job description Dene your
recruiting process Recognize the value of your reputation Know thy
market (salaries, competition, benets, perks) Look for attitude
over aptitude Always be recruitingSunday, July 24, 2011
Final Thoughts On Recruiting Analyze every aspect of your
recruiting process Hire people who add value Survey your top
performers ASAPSunday, July 24, 2011
Developer Retention Losing top talent isnt fun Replacement is
costly Personnel loss stunts growthSunday, July 24, 2011
Why Do People Leave? The top 10 reasons that people leave their
jobs relate to the decision making processes of management.
~Gregory P. SmithSunday, 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 openSunday, July 24,
2011
Tip #2: Keep the Bar High Lock up your top talent Screen
rigorously Give your team ownership Deal with cancer quicklySunday,
July 24, 2011
Tip #3: Keep Them Challenged Keep things interesting Foster
innovative initiatives Encourage contributions Keep company
direction in viewSunday, July 24, 2011
Tip #4: Foster Community Nurture a team environment Make
special occasions special Have some fun Plan time to socialize Give
personal attention Capitalize on times of need Sunday, July 24,
2011
Tip #5: Reward Them Give incentives Remunerate well Recognize
them publiclySunday, July 24, 2011
Sunday, July 24, 2011
Create a Stellar Tip #6: Workplace Invest in their workspace
Create a cool & fun atmosphere Remember the little
thingsSunday, 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 activitiesSunday, July
24, 2011
Final Thoughts on Retention Relationships take work Manage
consistently Theres no one winning solutionSunday, July 24,
2011
Whats Your Experience? ? What have you found helpful to attract
or retain your top talent? Any unique perks/benets you
offer?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 DC July
22-23/2011Sunday, July 24, 2011