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Online workteams 101 Building your team Presenter: Brian Goler, VP Marketing, oDesk Moderator: Orie Zaklad, Sr. Marketing Manager, oDesk

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Housekeeping <ul><li>Buyer oriented webinar </li></ul><ul><li>Audio is muted </li></ul><ul><li>Q&A at the end </li></ul><ul><ul><li>Use the ‘Questions’ section at the bottom of your GoToWebinar application. </li></ul></ul><ul><ul><li>Brief survey at the end to collect your feedback </li></ul></ul><ul><li>Slides available in the Learning Center later today </li></ul>

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Agenda <ul><li>What is an online workteam? </li></ul><ul><li>A process that works </li></ul><ul><li>Sourcing: </li></ul><ul><ul><li>Posting the job </li></ul></ul><ul><ul><li>Searching for talent </li></ul></ul><ul><li>Evaluating candidates: </li></ul><ul><ul><li>Sifting through the candidate queue </li></ul></ul><ul><ul><li>Initial screening </li></ul></ul><ul><ul><li>Interviewing </li></ul></ul><ul><ul><li>The test drive </li></ul></ul><ul><li>Q&A </li></ul>

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Poll

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About the oDesk Online Workteam See http://www.odesk.com/w/case_study_odesk

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What is an online workteam? <ul><li>A team of people from anywhere in the world, who work together online </li></ul>

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Why an online workteam? <ul><li>It’s flexible </li></ul><ul><li>Cost effective </li></ul><ul><li>Assign jobs to experts only </li></ul>

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What are the challenges? <ul><li>Finding and hiring the right talent </li></ul><ul><li>Working with someone you’ve never met </li></ul><ul><li>Managing a remote workteam </li></ul>

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First Principles <ul><li>Good talent is hard to find </li></ul><ul><li>You’re both buying and selling </li></ul><ul><li>Hiring the wrong person is a tax you pay everyday </li></ul>

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<ul><li>4 days </li></ul><ul><li>The median time it takes to hire a provider </li></ul>Use an efficient process to improve the outcome

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A process that works Post job Invite/ share Email screen Interview/ test drive Source Evaluate Hire

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Posting the job <ul><li>Objective: </li></ul><ul><ul><li>Attract talent </li></ul></ul><ul><ul><li>Collect screening info </li></ul></ul><ul><li>Detailed job description </li></ul><ul><ul><li>Paint the vision </li></ul></ul><ul><ul><li>Terms and potential duration </li></ul></ul><ul><ul><li>Deliverables, expectations, examples </li></ul></ul><ul><ul><li>Action request in the cover letter </li></ul></ul><ul><li>Use the ‘preferred qualifications’ tool </li></ul>Post job Hire

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<ul><li>The higher the quality of your job description (length of job description and estimated duration) the higher the fill ratio (and # of candidates) </li></ul>Post job Hire

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Job post form <ul><li>My Jobs > Post a Job </li></ul>Post job Hire

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Job post form Post job Hire

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<ul><li>40% </li></ul><ul><li>Percentage of providers hired </li></ul><ul><li>through “provider search” </li></ul>Invite/ share Hire

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oDesk provider search <ul><li>Over 325,000 providers on oDesk </li></ul><ul><li>9 categories </li></ul><ul><li>Why? </li></ul><ul><ul><li>You know best who you are looking for </li></ul></ul><ul><ul><li>The best providers are the busiest </li></ul></ul>Find Providers & Jobs > Find Providers Invite/ share Hire

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oDesk provider search Search results Invite/ share Hire

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What to look for… <ul><li>Self description : </li></ul><ul><li>Does he describe himself as the person you are looking for? </li></ul>Invite/ share Hire

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What to look for… <ul><li>Skills </li></ul><ul><li>Are the skills he lists focused on what you are hiring for? </li></ul><ul><li>Are there many other skills that are irrelevant to your job? </li></ul>Invite/ share Hire

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What to look for… <ul><li>Work history </li></ul><ul><li>Does his work history match your job requirements? </li></ul>Invite/ share Hire

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What to look for… <ul><li>Tests and portfolio </li></ul>Invite/ share Hire

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Share your job post Invite/ share Hire

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Sifting through the candidate queue <ul><li>Objective: narrow down to 8-12 candidates </li></ul><ul><li>Eliminate templated (cut & paste) applications </li></ul><ul><li>Use ‘preferred qualifications’ </li></ul><ul><li>As courtesy to thoughtful candidates, tell them why they were rejected </li></ul>email screen Hire

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Round 1 – email screen <ul><li>Objective – narrow down to 3-5 finalists </li></ul><ul><li>How? </li></ul><ul><ul><li>Over email </li></ul></ul><ul><ul><li>Identify 8-10 applicants </li></ul></ul><ul><ul><li>Send the same message to all </li></ul></ul><ul><ul><li>Questions are a prelude to a real-time conversation </li></ul></ul><ul><li>Why email screening? </li></ul><ul><ul><li>Time saver </li></ul></ul><ul><ul><li>Asynchronous </li></ul></ul><ul><ul><li>Candidates are motivated to provide information </li></ul></ul>email screen Hire

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Sample email questions “ What experience do you already have building this type of technology?” “ How do you like to interact with your clients? How often do you do builds that we can see and test?” “ What factors will determine the actual amount of time? Where is there risk? Where do you need more info?” “ What's your availability to work on this?” If a provider company: “Which of your team members will be doing the work?” “ What is it about your work that most differentiates you from other providers?” “ What questions do you have for me?” email screen Hire

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Round 2 – real-time interview <ul><li>Objective – narrow down to 2-3 great candidates </li></ul><ul><li>How? </li></ul><ul><ul><li>Skype </li></ul></ul><ul><ul><li>Phone </li></ul></ul><ul><ul><li>Chat </li></ul></ul><ul><li>Why? </li></ul><ul><ul><li>Find out if you connect </li></ul></ul><ul><ul><li>An opportunity to get unscripted answers </li></ul></ul><ul><ul><li>Probe areas that require additional discussion </li></ul></ul>Interview/ test drive Hire

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The test drive <ul><li>Objective – find the one(s)! </li></ul><ul><li>How? </li></ul><ul><ul><li>Hire to team </li></ul></ul><ul><ul><li>Set a maximum number of hours they can bill </li></ul></ul><ul><ul><li>Assign the exact same project to your top candidates </li></ul></ul><ul><li>Why? </li></ul><ul><ul><li>See the candidates in action - gain full visibility into their work diary </li></ul></ul><ul><ul><li>An opportunity to see if your working styles are compatible </li></ul></ul><ul><ul><li>Competence evaluation </li></ul></ul><ul><ul><li>A small cost that signals to the providers that you value their time </li></ul></ul><ul><li>Keep the most promising providers </li></ul>Interview/ test drive Hire

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Sample test projects <ul><li>Analysts: </li></ul><ul><ul><li>Analyze a data sample and present their findings </li></ul></ul><ul><li>Software developers: </li></ul><ul><ul><li>Port a small open-source program from one language to another </li></ul></ul><ul><li>Customer service/support reps: </li></ul><ul><ul><li>Assign 3 support tickets to candidates and listen in on their phone conversation or chat with the customers </li></ul></ul>Interview/ test drive Hire

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Hire <ul><li>Congratulations! </li></ul><ul><li>Summary of this presentation could be found at the oDesk blog: </li></ul><ul><ul><li>Hire a Better Online Team in Less Time, Part 1: http://www.odesk.com/blog/2009/08/hire-a-better-online-team-in-less-time-part-1/ </li></ul></ul><ul><ul><li>Hire a Better Online Team in Less Time, Part 2: http://www.odesk.com/blog/2009/08/hire-a-better-online-team-in-less-time-part-2/ </li></ul></ul><ul><li>To get started, sign up at www.odesk.com </li></ul><ul><li>Check out the oDesk Learning Center: http://www.odesk.com/help/help/learning-center/learning_center_buyers </li></ul><ul><li>For help, contact Customer Support: http://www.odesk.com/help/ticket </li></ul>Hire