You are under-staffed, over-worked, and behind on your commitments. Your “Go-To” person just quit, leaving an unbelievable loss of knowledge which you cannot even begin to comprehend. Are the old-school ways of attracting talent (advertising on job boards, filtering resumes, interviewing candidates) not working? Then this session is for you. The tables have turned—the balance of power has shifted from the employer doing the hiring to the employee landing the job. Employees are operating as free agents now more than ever before. Business leaders must learn how to build teams that engage employees as sensitive, passionate, creative contributors. There is a visible shift needed—from trying to enact the perfect hiring schema—towards focusing on building an irresistible organization to attract top talent. Join Catherine in this hands-on working session to learn how the traditional HR strategy hiring isn’t going to work anymore. Learn how to hack this traditional hiring system to find the right people for your team, how to interview a potential new team member with empathy, learn what new team members will expecting from their new companies, so that you may attract the top talent you need to deliver and delight your customers.

1. Recruit
Hire & Retain
Top Talent
@catherinelouis
cll-group.com
podojo.com
email: cll@cll-group.com
prepared for DevOps West

2. Suggested schedule for
the next hour:
-Sharing story - 5 min
-How do you find people? - 10 min
-Framework for finding fit - 15 minutes
-Interviewing for fit- probing why - 20 minutes
-Q&A - 10 minutes

3. How do we find people?
Close on
compensation
Post on job
boards
Target those
with skills
we need
Find as
many as
possible
“Weed out
the weak”
Formal
interviews
start: more
weeding
Assess,
vote,
select
Warning: Hiring strategy for a talent surplus

4. When you make the wrong
hire
•Lose what they know
•Lose who they know
•Your team goes into storming
•Your organization risks
disorganization
When you lose someone you lose a
piece of the fabric of the company

5. When you hire into the
wrong job
•Stress
•Health issues
•overall dissatisfaction, impacts life
choose your job wisely

6. Who’s looking?
Source: http://stackoverflow.com/research/developer-survey-2016#work-job-discovery, 2016 survey, over 50,000 developers participated
What’re you doing to reach these folks?

7. How do folks find jobs?
Source: http://stackoverflow.com/research/developer-survey-2016#work-job-discovery, 2016 survey, over 50,000 developers participated
What’re you doing to encourage referrals?

8. What do we want?
Source: 2015 IBM.biz/MillennialMyths
We want the same things

9. Source: Linda Rising:The Power of an Agile Mindset http://www.slideshare.net/AgileSparks/mindset-better-60-min
•Abilities can grow - like a muscle
•Goal: to learn
•Effort: path to mastery
•Challenge: embrace
•Failure: gives us more information
•Reaction to challenge: resilience
Hypothesis: Agile Mindset - Agile
folks want these things
What do Agile folks
want?

10. What should companies
want?
Source: Deloitte’s Shift Index: http://deloitte.wsj.com/cfo/files/2013/09/Unlock_Passion_report.pdf
•Commitment to domain
•Questing
•Connecting
Passionate Explorers
“Worker passion—defined by these attributes rather than static skills
that rapidly diminish over time—will be critical as we shift from a twentieth-
century world characterized by scalable efficiency to a twenty-first-century world
amplified by scalable learning.”

11. Note the distinction:
Source: Merriam Webster
•a strong feeling of enthusiasm or
excitement for something or about
doing something
passion:
•a persistent disturbing
preoccupation with an often
unreasonable idea or feeling
obsession:

12. Who remembers being
interviewed?
An interview with a
positive experience can
be your best opportunity
for finding talent

13. Framework for Fit
EKS
IQ CQ/EQ
Experience,
Knowledge,
Skills
Cultural
Quality,
Emotional
Quotient
Intelligence
Quotient
Source: Harvard I-Lab start-up secrets: : https://i-lab.harvard.edu

14. To hire for fit:
CQ: Cultural Quality- fit with
your values
EQ: Emotional Quotient- fit
with your team
IQ: Intelligence Quotient
KES: Knowledge, Experience,
Skills
“The fit between personalities was so much more
important than finding people who were very
good.” Dick Costolo, CEO Twitter

15. Sample question:
CQ: What are you passionate
about?
EQ: What are you most proud of
in your work interactions?
IQ: What is your favorite
example of a problem you solved?

16. Framework for Fit
Experience,
Knowledge,
Skills
IQ CQ/EQ
Can I be
successful
at this
job?
Will I
really
love this
job
Will I fit the culture?

17. Sample question:
CQ: What is the vision of this
product?
EQ: What is typically
celebrated?
IQ: What is the typical on
boarding strategy?

18. Framework for Fit
Experience,
Knowledge,
Skills
IQ CQ/EQ
Can they be
successful
at this
job?
Will they
really
love this
job?
Will they fit, and really reinforce
and add to your culture?

19. Will they really love
this job?
•When people love what they
do, they tend to do it well

20. Now for the 2-way
challenge
•Find the passion!
•Learn about the opportunities
which could help your team become
more irresistible to Agile folks

21. Suggested schedule for
the next 30 minutes:
-Sharing story - 5 min
-How do you find people? - 10 min
-Framework for finding fit - 15 minutes
-Interviewing for fit- probing why - 20 minutes
-Q&A - 10 minutes

22. Interview Tips
1. Listen authentically. Ask why. Even when
you think you know the answer.
2. Never say “usually” when asking a question.
3. Encourage storytelling.
4. Look for inconsistencies. These
inconsistencies hide interesting insights.
5. Pay attention to nonverbal cues. Be aware
of body language and emotions.
6. Don’t be afraid of silence.
7. Don’t suggest answers to your questions.
8. Ask questions neutrally.
9. Don’t ask binary questions.
10.Make sure you’re prepared to capture.
source: http://dschool.stanford.edu/wp-content/themes/dschool/method-cards/interview-for-empathy.pdf

23. Q&A:
•What were the most revealing
interview questions?
•Did you uncover a hidden passion?
•Did you learn where your company
could become more irresistible to
those with an Agile mindset?
•What is your hiring strategy now?