talent acquistion
Post on 20-Jan-2017
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P a g e 1
Modern Minimal Presentation
MARTIK
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Engineeringtalent is hard to findEven harder to retain. I am going to show case some techniques for startups to build an awesome team in adverse environment.
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Tech Architect @tokopedia
Supreet Sethi
Welcome to EV Hive!
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Not until it is absolutely required. Later in my deck, I will showcase 2 step formulae to workout who to hire and when.
Whento hire
“Three tools of systems engineering are Money, Time and Code in that order”
- Ted Dziuba (Co-Founder Milo)
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What happenswhen you pivot?
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When hiring, hire “the best”
It is co-founders responsibility to produce best outcome for consumers of their service, employees and investors. Technology
presents an option of creating 10x scale which is much desired outcome instead of 10%. “The best” does not come with high
percentile IQ or multi programming experience. “The best” is someone who can
optimize the business outcome.
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How to find “the best” Experiment. Come up with several channels of hiring, not unlike marketing channels. Assign each one quality value on basis of previous hires. Pick top two for further hiring.
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Company History
Frequently, your initial font choice is taken out of your hands; companies often specify a typeface, or even a set of fonts, as part of their brand guidelines. Occasionally you’ll find a job has specific requirements, such as
limited room that might require a condensed face, or a lot of legal text that might require
When selecting a typeface for body text, your primary concern should be readability. Don’t concern yourself with personality at this stage.
JOHN BINDER
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EXAMPLE 2
Social Media
Generally it is hard to find a singular genius individual. Often there is a group of individuals
who study, play or chat on online forums together. Tap the right location to get an A level
team.
It works because…Birds of same feather!
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Whom to hire
Often hiring decision are made in following ways
• On Technology stack (PHP, RoR)• On availability (Campus hiring)• On seniority (Org Chart filling)• On size (Projected employee size)• On company vision (Target of being
no.1 Android app)
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Hire on basis Task at hand
Just in time hiring. A short 20 minutes exercise. Lets get our pen and paper out.
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Lets createa dependency tree
Only hire the most key dependency branches and hire next based on their opinion
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Interview Process
Interview is a place for “first and lasting impression”. Interview process should
candidate into comfortable position first. The process in the end should provide opportunity
for candidate to express their thoughts and experiences.
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Removeanything even remotely
intimidating from the process
Intimidating process can remove painfully high amount of good candidates from
organizations talent pool
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Have a sensibletraining program
Often new employees are expected to start being productive without an proper training. It
does more harm than good.
MARTIK
Even McDonalds have a training program in patty flipping. We are talking knowledge workers
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NakamaAcademy
At Tokopedia, we have a 2 week long Nakama Academy which covers
Culture Fit,Tech knowledge,
Business processes
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Have sensibleEmployeeSupport• Leave management• Office environment• Subsidies on tools (laptop, software)• Value Addition (further learning)• Entrepreneurship opportunities
supreet.sethi@tokopedia.com +62-8111916113
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Clean Design
We’ve packed all the features you could want
into one awesome
Service 2
Clean Design
We’ve packed all the features you could want
into one awesome
Service 3
Clean Design
We’ve packed all the features you could want
into one awesome
Service 4
Clean Design
We’ve packed all the features you could want
into one awesome and stu
Service 1
Awesome Features
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S W
O TThreats
Weakness
Does not provide the safety net and IT department in a bank will provide
Not having a vision for betterment of the
employees.Competition for
same talent pool
Opportunities
Strengths
Offer great culture where the individual can quickly evolve
Creating a friendly env i ronment that becomes a v i ra l selling point
Analysis of hiring position of startups
P a g e 20Rich startup culturefor Indonesia
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