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.
2. 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 implement
Sunday, July 24, 2011
3. About Us
Owners of Drupal-centric consultancies
Regularly network and discuss shared
problems
Combined 8 years exp. within Drupal
community
Hired 50+ Drupal professionals
Sunday, July 24, 2011
4. 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 job
Sunday, July 24, 2011
5. “ 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
6. Employee Turnover is Expensive
Your Time (Recruiting, Interviewing, Orientation, etc.)
Lost Opportunities
Compensation and Benefits while Training
Lost Productivity
Administrative Costs
Dissatisfied Customers
Unemployment/Severance Pay
Sunday, July 24, 2011
7. Relationship Job Security
With Direct & Stability
Supervisor
Meaningful, Challenging
Fair Compensation Work Environment
EMPLOYEE
NEEDS: Appropriate Mix of
Competitive Benefits What we have been Client Work
listening to…
Recognition + Flexibility and Scheduling
Communication (no Consideration
surprises)
Opportunity to
Learn and Develop
Skill Set
Sunday, July 24, 2011
8. Sourcing: There’s NO
Silver Bullet
Internet/Job Boards
Referrals/Networking
Recruiting Social Media
Agencies
Happy Hour/
Open House Drupal-specific Lists
Reach Out to Your
Partners
Sunday, July 24, 2011
10. Learn to Make Your Company and
Opportunity Sizzle
Storyboard
Provide Compelling
Reasons
Sunday, July 24, 2011
11. What’s Worked For Us
Personal Follow-up…With Incentivize Existing
Everyone Who Interviews Employees
Asking Customers and Networking
Partners for Leads
Drupal Job Boards
Becoming a Regional
“Influencer”
Local Community
Involvement
Sunday, July 24, 2011
12. What to Look For
Quality 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
13. What to Avoid (Red Flags)
Inconsistent Lack of
Job History Professionalism
Unrealistic Career
Expectations (salary, Interviewers
benefits, etc.)
Lack of Community Lack of Initiative
Involvement
Sunday, July 24, 2011
14. 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
15. Rules to Remember
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
Sunday, July 24, 2011
16. Final Thoughts On Recruiting
Analyze every aspect of your
recruiting process
Hire people who add value
Survey your top performers…
ASAP
Sunday, July 24, 2011
17. Developer Retention
Losing top talent isn’t fun
Replacement is costly
Personnel loss stunts growth
Sunday, July 24, 2011
18. Why Do People Leave?
“ The top 10 reasons that people leave
their jobs relate to the decision making
processes of management.”
~Gregory P. Smith
Sunday, July 24, 2011
19. 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
20. 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
21. Tip #3: Keep Them Challenged
Keep things interesting
Foster innovative initiatives
Encourage contributions
Keep company direction in view
Sunday, July 24, 2011
22. 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
23. Tip #5: Reward Them
Give incentives •
• Remunerate well
Recognize them publicly•
Sunday, July 24, 2011
25. Create a Stellar
Tip #6:
Workplace
Invest in their workspace
Create a cool & fun atmosphere
Remember the little things
Sunday, July 24, 2011
26. 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
27. Final Thoughts on Retention
Relationships take work
Manage consistently
There's no one winning solution
Sunday, July 24, 2011
28. What’s Your Experience?
? What have you found helpful to
attract or retain your top talent?
Any unique perks/benefits you
offer?
Sunday, July 24, 2011
29. 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 22-23/2011
Sunday, July 24, 2011