{"id":1647,"date":"2016-01-10T03:33:11","date_gmt":"2016-01-10T11:33:11","guid":{"rendered":"https:\/\/addison.lwh.dev\/insights\/finding-strong-scrum-resources-in-a-less-than-standardized-world\/"},"modified":"2016-01-10T03:33:11","modified_gmt":"2016-01-10T11:33:11","slug":"finding-strong-scrum-resources-in-a-less-than-standardized-world","status":"publish","type":"post","link":"https:\/\/addisongroup.com\/insights\/finding-strong-scrum-resources-in-a-less-than-standardized-world\/","title":{"rendered":"Finding Strong Scrum Resources in a Less than Standardized World"},"content":{"rendered":"\n<p><em>Contributed by AIM Consulting<\/em><\/p>\n\n\n\n<p>More and more companies are turning to Agile to improve their project  success&nbsp;rates and scrum is the most popular methodology. The problem is  that as you transition your company to a scrum environment it is a  challenge to find candidates with a legitimate scrum background. Due to  the flexibility of scrum and the eagerness of many to obtain scrum  experience, a lot of the resources are not actually qualified to work  within a scrum team, especially in transitioning environments.<\/p>\n\n\n\n<p>That may sound a bit negative, but I\u2019ve seen a lot of scrum team \ncandidates in my time. After interviewing a scrum business analyst \ncandidate claiming five years of experience who couldn\u2019t tell me what a \n\u201cstory\u201d was, I\u2019ve become skeptical. So how do you find the right people \nwho are going to move your company forward?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1. Test the Terminology<\/strong><\/h3>\n\n\n\n<p>The easiest and most basic way to determine how much experience a \ncandidate has is to have them feed you some of the terminologies. I \nspent a good 15 minutes with the aforementioned business analyst asking \nher in multiple ways \u201chow are business requirements captured in a scrum \nenvironment?\u201d Ask questions that force the candidate to give you the \nterminology. They may give you different answers like calling the \ntime-boxed development a sprint or an iteration, but both show \nknowledge.<\/p>\n\n\n\n<p>Here are some other sample questions that should work for any team member you need:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>What are some of the artifacts in the scrum process? (Answer: sprint backlog, product backlog)<\/li><li>How is team progress measured? (Answer: velocity)<\/li><li>How are increments of work sized? (Answer: story points or t-shirt sizing)<\/li><\/ul>\n\n\n\n<p>If they\u2019re using the terminology, make sure they\u2019re using it \ncorrectly. I once had a resume come across my desk that said the scrum \nmaster candidate managed the \u201cburnout chart\u201d. The correct term is \nburndown chart. Although I have been on teams where burnout was an issue\n and a chart mapping it may have been a useful tool, the scrum \nprescribed burndown chart is more effective.<\/p>\n\n\n\n<p>A candidate with experience should have no problem with this test. If\n they do, they haven\u2019t worked in scrum. You really don\u2019t need any more \nevidence before moving on to the next candidate.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Ask about how their team works<\/strong><\/h3>\n\n\n\n<p>If your candidate has passed the first step, it\u2019s time to drill in a \nbit deeper. The next step is to determine if your candidate really knows\n how to work in a scrum environment. The tricky thing here is many times\n the candidate doesn\u2019t realize they <em>haven\u2019t<\/em> worked in a real scrum environment.<\/p>\n\n\n\n<p>With so many companies wanting to say they\u2019re agile, you\u2019ll find \nthere are many different flavors of scrum being used today. It\u2019s good \nthat companies and teams are able to adapt the scrum process to their \nenvironment, but many times these adaptations have nothing to do with \nscrum. Sometimes they are more of a waterfall adaption than a scrum \nadaptation.<\/p>\n\n\n\n<p>To determine if the candidate is right for your company you\u2019ll want \nto understand how the candidate\u2019s current environment works. Many \ncompanies say they\u2019re doing agile, but they\u2019re really just doing some \nkind of iterative development. As a development team they\u2019re \nsoft-planning a time increment with no product owner, no artifacts, no \ndemos. All the team has done is added a time increment to their delivery\n without any of the other processes. For companies looking for \ndevelopment resources, this is a real caution. Hiring a developer for a \nscrum team that has been working in a scrum environment that is less \nstrict is almost the same as hiring someone with no experience. When \nscrum processes are placed on these type of resources, they\u2019ll have to \nadjust to the transparency and reporting that will be required. If all \nother factors are positive, you\u2019ll need to be aware that this resource \nwill need some adaptation time. When transitioning your environment to \nagile, stay away from these type of resources. You\u2019ll want new hires to \nbring in strong scrum knowledge and these resources really won\u2019t have \nit.<\/p>\n\n\n\n<p>Another clarification would be to ask the candidate about their team \nmake-up. Are they used to working with embedded business analysts? Are \nthey working with a product owner participating in their team meetings? \nHow are the stories defined? Do they work with UX resources? I\u2019ve \ninterviewed business analysts that have no idea how to work within a \nscrum team and developers who couldn\u2019t tell you who their product owner \nwas. This question actually helps you on two levels. You\u2019ll understand \nif they have worked in a legitimate scrum team and also to what extent. \nNot all companies have been able to incorporate their UX and business \nanalyst resources. This question will let you know their experience with\n that.<\/p>\n\n\n\n<p>This category is not as easy to eliminate a candidate, but you need \nto know where you\u2019ll need to supply more support. If there\u2019s too much \nextra time required, maybe another candidate would be more suitable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Ask about how they work in their team<\/strong><\/h3>\n\n\n\n<p>Your candidate has flown through the first two filters, but there\u2019s \nstill one more hurdle for scrum resources: how do they work in their \nteam?<\/p>\n\n\n\n<p>A scrum master candidate should say something like, \u201cI work with the \nproduct owner to develop a plan and remove roadblocks.\u201d If they say, \u201cI \nmake sure all tasks are completed,\u201d warning: you have a traditional \nwaterfall candidate on your hands. Agile teams are supposed to be \nself-managed with scrum masters acting as servant leaders, not task \ncheckers. PMs that can\u2019t step away from managing all the details and \npull back to removing roadblocks don\u2019t translate well into scrum.<\/p>\n\n\n\n<p>When interviewing developer candidates, they should talk about things\n like potentially shippable product, working with the business analyst \nand product owner to understand stories, self-organizing team, relative \nsizing, etc. Developers who don\u2019t mention the way the team works and how\n the product is delivered differently could also potentially be coming \nfrom more traditional project environments where they could disappear \nfor months on end to develop what they understood the feature to be.<\/p>\n\n\n\n<p>Although not necessarily always a factor, you can also listen for \nwords like \u201cI\u201d vs. \u201cmy team.\u201d People who have worked on scrum teams for a\n while will adapt the \u201cteam\u201d phrasing because individual efforts become \nteam efforts. Of course it is an interview and the resource is trying to\n inform you on their skills, but if they\u2019re also using \u201cmy team\u201d to \ndescribe their contribution, you\u2019ll know they\u2019re on a team that was \nunified, which might make them a good candidate.<\/p>\n\n\n\n<p>Determining the nuances of the candidate\u2019s background can be \ndifficult, but each filter will help you determine more about how well \nthe resource will succeed. Come up with questions to assist you in \nunderstanding how the candidate will fit in your environment. If you \nfind candidates lacking in this category, you\u2019re going to spend time \nre-training them in how to work within a scrum team. They\u2019ve potentially\n been trained incorrectly or they are just not a good fit for scrum. The\n scrum master in my scenario above had no more interviews because I knew\n she had no idea how to be a good scrum master.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4. What are their scrum observations?<\/strong><\/h3>\n\n\n\n<p>Your candidate has done well up to this point and if you were hiring \nfor a general scrum resource, you\u2019d already be working on the offer; \nhowever, for this role you need a bit more. You are looking for a \nresource to take a leadership role in the team. This may be a \ndevelopment lead, scrum master or product owner. How do you make sure \nthey have \u201cthat something more\u201d that can bring a lot of value to the \nteam? Ask them about their scrum observations.<\/p>\n\n\n\n<p>This is a chance for the candidate to really show their experience \nand commitment to scrum. Here\u2019s where you\u2019ll hear things like:<\/p>\n\n\n\n<p>\u201cScrum enables my team to plan better by\u2026.\u201d<\/p>\n\n\n\n<p>\u201cTo help us manage scope within iterations we\u2026\u201d<\/p>\n\n\n\n<p>\u201cOur product owner is not engaged with our team and that causes\u2026\u201d<\/p>\n\n\n\n<p>I really enjoy the responses to these questions. I get to hear how \nthe different disciplines see things from their perspectives. You\u2019ll \nknow when you hear these answers how strong a leader your candidate \nwould make.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Summary<\/strong><\/h3>\n\n\n\n<p>Finding the right candidate is never easy, but scrum requirements put  a unique spin on what is needed. The flexibility that companies  appreciate also creates challenges as these resources transition from  company to company. Hopefully these steps provide you with a framework  to assist in your search.<\/p>\n\n\n\n<p><a href=\"https:\/\/aimconsulting.com\/insights\/blog\/finding-strong-scrum-resources-less-standardized-world\/\">Read Finding Scrum Resources in a Less Than Standardized World on AIM Consulting&#8217;s blog<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Contributed by AIM Consulting More and more companies are turning to Agile to improve their project success&nbsp;rates and scrum is<\/p>\n","protected":false},"author":9,"featured_media":1648,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[109],"tags":[],"post_function":[],"post_audience":[],"class_list":{"0":"post-1647","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-recruiting"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Finding Strong Scrum Resources in a Less than Standardized World<\/title>\n<meta name=\"description\" content=\"Finding the right candidate is never easy, but scrum requirements put a unique spin on what is needed. 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