CapitalCamp DCJuly 22-23/2011

Sunday, July 24, 2011

Our Goals and AgendaFull-circle overview of attracting and

retaining Drupal talentShare some of the lessons we learnedListen and address your questionsYou leave with at least ONE actionable

item that you can implement

Sunday, July 24, 2011

Owners of Drupal-centric consultancies

Regularly network and discuss shared

problems

Combined 8 years exp. within Drupal

community

Hired 50+ Drupal professionals

About Us

Sunday, July 24, 2011

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 job

Our Collective Problems

Sunday, July 24, 2011

“ Going into 2011, there are two things impacting Acquia's future that still concern me:

(1) The scarcity of great Drupal talent and

(2) Drupal‘s 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 OpportunitiesCompensation and Benefits while TrainingLost ProductivityAdministrative CostsDissatisfied CustomersUnemployment/Severance Pay

Sunday, July 24, 2011

EMPLOYEE NEEDS:

What we have been listening to…

Job Security & Stability

Meaningful, Challenging Work Environment

Appropriate Mix of Client Work

Flexibility and Scheduling Consideration

Opportunity to Learn and Develop

Skill Set

Recognition + Communication (no

surprises)

Competitive Benefits

Fair Compensation

Relationship With Direct Supervisor

Sunday, July 24, 2011

Referrals/Networking

Internet/Job Boards

Drupal-specific Lists

Reach Out to Your Partners

Recruiting Agencies

Social Media

Happy Hour/ Open House

Sourcing: There’s NOSilver Bullet

Sunday, July 24, 2011

Most Jobs Sound …

Sunday, July 24, 2011

Storyboard Provide Compelling

Reasons

Learn to Make Your Company andOpportunity Sizzle

Sunday, July 24, 2011

Becoming a Regional “Influencer”

Drupal Job Boards

Incentivize Existing Employees

What’s Worked For Us

Networking

Local Community Involvement

Personal Follow-up…With Everyone Who Interviews

Asking Customers and Partners for Leads

Sunday, July 24, 2011

What to Look ForQuality of Work (code samples/design files)

Community Involvement – Talk is Cheap

Specific Role Within Projects

Written/Communication Skills

Follow-up – Expressive Interest

#1 Character Trait – Ambition

Sunday, July 24, 2011

InconsistentJob History

What to Avoid (Red Flags)

Lack of Community Involvement

Lack of Initiative

Career Interviewers

Lack of Professionalism

Unrealistic Expectations (salary,

benefits, etc.)

Sunday, July 24, 2011

Our Screening Process

Always Phone ScreenFirst

Face-to-Face Interview(different managers)

Technically Screen (ask same questions)

Listen to Your “Gut”

Final Background Check (Must Be Consistent)

Get Background Info (Drupal.org ID, References,

Portfolio, Blog/SM Presence, and Sample Code)

Extend Offer

Be Prepared…Positive First Impression

Sunday, July 24, 2011

Start with a job description Define your recruiting process Recognize the value of your reputation Know thy market (salaries, competition,

benefits, perks) Look for attitude over aptitude Always be recruiting

Rules to Remember

Sunday, July 24, 2011

Final Thoughts On Recruiting

Analyze every aspect of your recruiting processHire people who add valueSurvey your top performers…ASAP

Sunday, July 24, 2011

Developer Retention

Losing top talent isn’t funReplacement is costlyPersonnel loss stunts growth

Sunday, July 24, 2011

“ The top 10 reasons that people leave their jobs relate to the decision making processes of management.”

~Gregory P. Smith

Why Do People Leave?

Sunday, 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 open

Sunday, July 24, 2011

Tip #2: Keep the Bar High

Lock up your top talent Screen rigorously Give your team ownership Deal with cancer quickly

Sunday, July 24, 2011

Tip #3: Keep Them Challenged

Keep things interesting

Foster innovative initiatives

Encourage contributions

Keep company direction in view

Sunday, July 24, 2011

Tip #4: Foster Community

• Nurture a team environment

• Plan time to socialize

• Give personal attentionCapitalize on times of need •

Make special occasions special •

Have some fun •

Sunday, July 24, 2011

Tip #5: Reward Them

• Remunerate well

Give incentives •

Recognize them publicly•

Sunday, July 24, 2011

Sunday, July 24, 2011

Tip #6: Create a StellarWorkplace

Invest in their workspace Create a cool & fun atmosphere Remember the little things

Sunday, 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 activities

Sunday, July 24, 2011

Relationships take work Manage consistently There's no one winning solution

Final Thoughts on Retention

Sunday, July 24, 2011

What have you found helpful to attract or retain your top talent?

Any unique perks/benefits you offer?

What’s Your Experience?

?

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 DCJuly 22-23/2011

Sunday, July 24, 2011