Slides from Bridget Harris, CEO, YouCanBookMe's talk at Business of Software Conference 2017 on hiring the right people.
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16. the right people
“We wanted people that were insanely great at what they
did - the neatest thing that happens is when you get a core
group of ten great people, it becomes self-policing as to
who they let into that group...
17. the right people
..so I consider the most important job, for
someone like myself, is recruiting.”
31. Create a company that you
want to work for, and aim to
hire people who want
similar outcomes as you
32. Then document it, describe, defend it,
and talk about it, share it, hire to it, fire
on the lack of it, judge people on it,
make decisions based on it.
35. Where do people work?
How much do people get paid?
How do decisions get made?
How many hours do people work?
How does fun happen?
How are people rewarded?
How much do people know about
how the company spends money?
What are the priorities for work?
Can people speak freely?
Does the company allow
for exceptional time off?
If staff were unhappy, what would
they do?
Do you know what everyone thinks?
Does everyone know what you think?
Do people know what you stand for?
How often do people work together?
How do you handle crisis?
Do people feel safe?
How do you define
performance?
Where do you draw the line?
Are people in your company your
friends, colleagues, or a family?
When do you exclude?
How do you include everyone? How do you define
performance?
How do you define
performance?
Do you socialise as a team?
Do you know what everyone thinks?
Do people feel safe?
How much do people get paid?
What’s acceptable
humour?
Would people be able to clearly
articulate what the values of the
company are?
Would people be able to clearly
articulate what the values of the
company are?
39. contractual agreements
daily task and activities
project management
line management
team interaction
salaries and benefits
hiring
policies and procedures
performance
Be able to
describe
every
stage
40. Money
accountancy
revenue recognition
VAT
NEXUS
EU Services Sales Tax
dunning
P&L
refunds
Credits recharging
corporation tax
local sales tax
balance sheet
management accounts
people
performance appraisal
professional development
training
policies and procedures
Grievances
Profit share
Salary rates
disciplinary
401k
health insurance
unpaid leave
unauthorized leave
sick leave
Non exempt federal workers
people and money
46. This is the most
open company
I’ve ever worked
for.
I have never worked somewhere before where
it so clear what the values of the company are.
In my past jobs, I had seen things that made
me feel uncomfortable, but I didn’t feel
confident enough speak up - now I would.
53. Tolerance & respect
Find and share the
solution
Confidence in
transparency
Simple is beautiful
Curiosity & optimism
Commitment to
excellence
You need to hire (and
fire) based on your
stated values
54. On shortlisting candidates create anonymized
questionnaires (track and score responses)
Allow every interviewer to offer a ‘fresh pair of eyes’
on the candidate
Avoid the momentum you’ve built up for yes
57. Send the referees the anonymised survey,
collect quantitative responses
Create a questionnaire scoring
them 1-10
Before any offer, as candidate for at least 5
emails from previous colleagues / managers
Look for discrepancies, follow up
with both candidate and referee
Use words, questions and
scenarios based on your values
58. Tolerance & respect
Find and share the
solution
Confidence in
transparency
Simple is beautiful
Curiosity & optimism
Commitment to
excellence
82. “We are on a mission to...
...redefine the cup of tea...give everyone better gloves...See. Smarter....change what fish do...talk more. By listening more....open and close every door.