How to Hire for AWESOME Scrum Masters | Five Scrum Master Recruitment, Interview & Hiring Tips

      I think in today's I'm gonna talk about how to recruit awesome Scrum Masters from the job market. The reason why I want to talk about this topic is that last week when I was in Melbourne somebody asked me to have a chat over coffee, and he asked me what are the things to look out for when recruiting for Scrum Masters from the job market. During the conversation, I didn't have any kind of list or criteria, the conversation just emerges and flows through. After having that conversation I jot down the list, the things that I've been using when I'm looking out for Scrum Masters from the job market over the past few years. So this video is going to be about tips on recruiting for awesome Scrum Masters from the job market. If this is something for you don't go anywhere. Stay on this video. So when looking for awesome Scrum Masters from the job market look for learning rather than successes. As courage is one of the Scrum values, awesome Scrum Master fails a lot because they experiment a lot. Awesome Scrum Masters do not take the norm, they're willing to go to the unknown. They have an empirical mindset rather than the predictive mindset. 

      During the interview, ask the Scrum Master: What was the biggest failure that you have experienced? When was it? How did you cope with that failure? What did you learn from that failure?. You can be the judge how much learning they have based on the answers they have given you. When recruiting for awesome Scrum Masters from the job market, look for Scrum Masters who have the product mindset. Awesome Scrum Master is oriented towards product success. So during the interview, you can ask them: What are the success indicator of Scrum? If they tell you it's on time, on the scope, and on budget, you know they still have the project mindset and you should move on to the next candidate. If they tell you that it's velocity, you should also move on to the next candidate because velocity is a bad metric as a product success indicator. Awesome Scrum Masters should know Evidence-Based Management (EBM) metrics. I have made a video on Evidence-Based Management, click the link up here to watch the video. Awesome Scrum Masters are servant leaders at heart. They naturally want to serve people so that people can become the best version of themselves. They're not centered towards themselves. They know it's not about their personal achievement or their personal greatness. It's about leveling up the organization or the team to the next level. During the interview, you can check whether they're centered towards themselves, or they're taking it back to the team or the organization and use the servant leadership stance and the coaching stance so that the organization and the team can self-discover what is best for them rather than what is best for the Scrum Master. When recruiting for awesome Scrum Masters from the job market, look for Scrum Masters who can coach. Awesome Scrum Masters uses several stances to improve the organization's agility and one of those stances is the coaching stance. I have made a video on Scrum Master stances. Click the link up here to watch the video. After interviewing hundreds of Scrum Masters, I have found the majority of them do not know what coaching is. 

      In fact, they confuse coaching with mentoring. To test whether the candidate really knows what coaching is, ask the candidate to give you a sample coaching session for around 10 to 15 minutes during the interview. When recruiting for awesome Scrum Masters from the job market, look for those who have coached at the organization level or those who have coached the management. According to Scrum Guide, the Scrum Master makes systemic changes at the organization level and does not only serve the Scrum team. Focusing on the Scrum team only will lead to sub-optimal results. However, many Scrum Masters in the job market only focused on making changes at the team level. That's why in that kind of scenario the organization feels the need to put another layer of coach and the organization calls it an organization or Enterprise agile coach. During the interview, you can ask the candidate: When was the last time you coach the management or anyone outside the Scrum team?. And as a follow-up question, you can ask them: What triggered you to coach them?. So that is all from me today folks. Singapore's weather hasn't been really friendly to me in the past few days but I still hope you found today's video valuable to help you recruit awesome Scrum Masters from the job market. If you have any other tips to recruit an awesome Scrum Master from the job market, leave a comment down below.

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