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