Yesterday I’ve used another opportunity to hang out with something other than my laptop at HR PechaKucha organized by Impact HUB.
Audience was mostly HR’s / recruiters from IT.
A few highlights below:
- Oleg suggested to scale a business as a number of types of services it provides rather than volume. It should keep customer relationships warm and people employed where the fit is the rightest
- Mariya from Bavarish House
- surprised me that they actually teach people to talk English. She was also the one to break the PechaKucha rules by starting her speech with 2.5 mins long video
- Kateryna from Luxoft
- among other things shared an interesting case where a priest attended their training center interviews and was actually the best in that batch
- Konstantin revealed to me that:
- there are people which actually enjoy 2.5 hour long personality tests even before talking to a company representative
- there are companies sacking people based on personality tests
- + bunch of funky tests: Thomas test, Keirsey, Motivation by Gerchikov, Burnout by Rukavishnikov
- Julia from NetPeak sold their company’s idea to me
- I’m amazed by anyone who know what is the need for corporate values (naming all of them for your company makes you an evangelist in my eyes).
- she also had awesome slides
- Chatting with her afterwards I’ve also learned that the internal processes are developed and maintained by the employees, not evasive manageme
- Olga confirmed that Lohika does have training labs as well as a mysterious development center in Romania (yay, vampires!)
- I was ranting about the recruiters misconduct in “Recruiters guide on how to properly repel candidate developers”
- was invited to speak for a company (so others can line up, please!)
- Sasha was closing the event and shared a few tricks HUB Volunteer Service NGO uses to motivate people:
- I loved the most the idea of paying with celebrities time
- although there was a guy eager to do work in exchange of a bike (so Sasha lent him a one just to make the world better)
- Before the event we had a chat with Max and he shared an awesome strategy for aspiring yet-to-be-developers: create a Djinni profile
Special thanks to Svetlana Bugay and her soft skills training which inspired me to challenge my chicken-hearted developer soul with some public speaking.
This Saturday I’ve participated in a recruitment training by Vika Prydatko(also known for her HR-Maverick blog). I was lucky enough to join them just for half of the time(day 2) and as one of the two developer guinea pigs(I can’t remember a single other IT HR event advertising live devs being invited so it was kind of special already).
Disclaimer: I like her as a personality so that well be an influencing factor : )
TLDR: I can summarize the thing as “Recruitment with purpose”.
For a long time I felt like most of the recruitment contacts reaching out to me did that with the pipeline model in their head(e.g. mindlessly spamming more people –> more candidates respond –> more offers accepted –> more bonuses –> more Goa trips).
The training makes me think the situation is not that hopeless – identifying and matching candidates(and companies) needs and core values were the cornerstone of everything. I can confirm that surprisingly this works in longterm – I’m more willing to talk and try projects suggested by recruiters respecting my interests.
Apart from having alive devs(us) to validate / elaborate on the points being made, Vika prepared a few nice practical games : ) Overall it was more of a facilitated discussion with lots of real life cases, so spending the whole day there was easy as a pie(why I never had that in my university? :'( ).
It also made sense to take notes as people were sharing lots of ideas, tricks and models. I loved the training a lot!
A few field notes:
- The simplest way to make candidate feel better about the company is to suggest a nice sandwich — I never had that experience and imagining that makes me agree 110%
- Psychotests are ~20-30% valid so relying just on them(or making people spend an hour filling them) is not the most efficient strategy
- Myers Briggs tests are kind of nice – you can have fun applying that to yourself : )
- Herzberg motivation theory
- Spiral dynamics
- Money dust cartoon
- Funky “Forgot to feed the cat” notebook
- Standard hackneyed interview questions can be reframed into something of a higher meaning: “Why you’d like to work for our company?” –> “From the things I’ve told you about the company so far, which were the most interesting to you?”
- <3 Some people/companies do propagate interview feedback meaningfully back to a candidate
Experimental from the ground up, this event is quite unusual landmark on Ukrainian IT scene.
Imagine 50+ IT dudes networking simultaneously at the beginning:
Later on continued with a series of Lightning Talks – we’re not on schedule, but people are happy and engaged. “Troll me, please” – the speakers request.
What do we do with engaged audience in Ukraine? We make them vote! We’ve picked a technology area to evaluate in groups and done a quick research on that.
Lights out! For real :) But that’s still not a problem. I love it.
SEO piece: Java networking, networking java, networking. When you are a Java and you do a networking – join us. Beware! We do networking without any sockets here ;)
I imagine networking taken to a different level next time: a few technologies picked, leads are chosen and teams do work remotely for a while to reconnect at the event and share the findings and embrace each other in a real world now.
To organizers: two weeks passed since the event, and I’m still inspired – thank you. Please-please-please! Let’s do that again?
[ More photos ] [ Event page ]