The AGILE methodology has been around for a while in the software and product development space but has begun transcending into other aspects of business. The AGILE principles were part of the inspiration of Sprint Recruiting. The very first principle of AGILE has helped enhanced organization’s ability to iterate during the sprint and is one of the four principles of Sprint. It’s perhaps one of the most powerful ways to enhance your recruiting processes and candidate/manager experience.
“Our highest priority is to satisfy the customer through early and continuous delivery of valuable software.”AGILE Manifesto
One of my favorite companies to learn about is Netflix. I guess since I have been addicted to their product since 2008, I am always curious as to how the company continues to raise the bar. One of the product deliverables I am obsessed with as a client is the ability of the platform to know what I might want to watch next.
Think back to a time before Netflix. Maybe you just finished a series about the English dynasty that led to the crowning of Elizabeth the I. You might find yourself a little depressed that the series came to an end but decide to find something equally as appealing. Prior to Netflix, clients would stand in the isles of a Blockbuster, aimlessly looking at titles to find something of interest. Some might engage an employee to get recommendations but the value of that recommendation was largely dependent on a mutual love for royal drama series. The chances you would walk out of the store with a series you would enjoy was roughly 50/50.
Now, let’s think about how Netflix approaches this problem. The platform recognizes that you completed a three season series on the subject in a recent binge watching weekend. Rather than hopelessly scouring the list of titles in the Netflix library, the platform suggests five new series that are similar to the one you just completed.
You didn’t have to ask anyone for help or wonder how in the world you’d replace the characters you fell in love with. Netflix just knows what would be the best recommendation for you. For me, it saves me time and the headache of trying to determine which series I should binge next. It’s right there on the screen and all I have to do is play.
Iterative feedback is one of the transformational behaviors organizations have experienced when implementing Sprint Recruiting. The feedback loop in the recruiting process is critical to the success of the sprint. It must be as quick and efficient as possible to ensure the sprint is successful. When you place feedback requirements and deadlines, you will begin to notice slight efficiencies early on. It’s when both the recruiter and the hiring manager solidify their partnership and commitment to achieving success in the sprint that the fun really starts.
- Managers become trained to know that in order to see more candidates, they have to open slots in the WIP limit with feedback.
- Recruiters become addicted to moving candidates through the process to close positions and collect points so they create innovative ways to hold managers to the deadline.
- Candidates benefit the most by enjoying a quicker hiring process or by receiving the necessary feedback to grow in their career.
Each sprint, we meet with our client to discuss the following:
- What worked last sprint that we can scale?
- What were the obstacles we need to address and avoid in the future?
- What did we learn as a team to apply to future sprints?
This agenda never changes so the ability for our clients and recruiters to meet bi-weekly to discuss provides the organization the opportunity to iterate quickly. This principle allows us to respond quicker to market changes, business needs and candidate feedback. A broken feedback loop only complicates your recruiting process and can have serious effects on your employer brand.
A commitment to feedback and continuous delivery of value to your clients will allow you to become more like Netflix and less like its predecessor Blockbuster. Moving quickly can be a great competitive edge but only when you’re quick to move on feedback received during the sprint. It’s allowed organizations who use Sprint recruiting to not only iterate but innovate and accelerate their recruiting success.
and Sprint Recruiting
I joined the HR industry in 2004 after working as a sales leader in the Financial Services Industry for eight years. After spending his first couple of years in HR trying to fit in, I found my voice. Now I leverage all of the things I once hated about HR to become a consultant and invaluable partner to the businesses I support. I contribute to the HRGazzette and to DataDrivenInvestor on Medium. WARNING: my writing style is raw and in your face, not what you would expect from an HR executive.
I also have a resource center providing helpful templates, dashboards and other material related to Sprint Recruiting.