Building a good team takes work (and thought). In the “Great Engineers: Gotta Catch ‘Em All” panel I arranged for Penguicon 2014, I discussed how to get *and keep* engineers with software development manager Jer Lance and and systems librarian Ranti Junus.
- Intro: Is tech hiring like Pokemon (choosing, capturing, training)? How do you hire *and* hang on to good people? What do recruiting and retention have to do with each other? This touched on aspects of a panel I’d put together with Noah Sussman and Jer the previous year on “Ninjas, Brogrammers, and Sparkly Code Princesses“. The ads you put out influence the pool of applicants, for good and ill. They better match what you really want, or you may get fast attrition (or possibly worse, people staying but unhappy and de-motivated).
- “Passion” in the job ad: This is common to see in ads these days. Is it inspiring, or is it code for “80-hour work weeks are expected”?
- “Family”: Talking about your team being a family may suggest warmth and encouragement, or it may mean your employer will be intrusive, overly inquisitive, and/or the CEO may take things really personally. Be aware that some prospective candidates may want to keep things on a more professional level.
- Free Food/Beer/Caffeine: What do these perks imply about your expected team composition? Are some of them possible turn-offs?
- Hierarchy versus Holacracy: Threat or Menace — when do formal processes help, and when do they get in the way?