Many problems surface, become apparent and are resolved during team member recruitment. When potential team members hear about an opportunity to be a part of your team, take time to communicate the nature of your project. Very importantly make sure they are aware of the framework you will be using for the project because some frameworks are better suited for certain individuals. Agile frameworks are better suited for individuals who like the high-speed development style, co-location of teams, face to face to face communications, etc. Some members will gravitate towards more of a traditional framework and they like the design first, build then test last scenarios. Help your team upfront to understand your expectations and also share how participation in your project will be a rewarding experience. When you promote your project and framework properly, the likelihood of having a pool of quality volunteers is high.
Here are a few guidelines when you are creating a team from pools of volunteers.
1.Publicize the need for project personnel through your company’s communication mediums, internal recruitment: company newsletter, e-mail, company intranet, bulletin board postings, memoranda, word-of-mouth. External recruitment: newspapers, the Internet, professional associations, colleges, universities, external networks.
2.Define the purpose, objectives, expected time duration, and deliverables.
3.Identify duties of each project team member; use a job description to define responsibilities for each project team member. If you are using an agile framework the duties for each member will be extensive, there are no specific duties when using agile frameworks everyone chips in.
4.Identify how each project team member will be enriched because of the experience. Communicate the benefits of working in an agile framework and what as a team member you will gain in knowledge, skill set, and experiences.
5.Be honest with each team member in terms of potential risks and conflict.
For projects that management deems unattractive (large, complicated, long) management often performs a selling job on potential team members. They emphasize the positives and downplay the negatives. This type of communication creates resentment.
Hopefully, however, you will find that an outstanding group of volunteers come forward and want to participate in your project. What is the next step?
Suggestions:
1.Review an applicant's resume or application.
2.Conduct interviews. (one on one and team)
After you complete these steps, compile and compare an inventory of an applicant's skills and competencies.
If and when you find a perfect project team member applicant, what characteristics would this individual have?
•Possesses the desired life experience.
•Reflect a desire to learn.
•Demonstrates initiative, creativity, and flexibility.
•Have a good grasp of project management and process improvement tools.
•Possesses excellent communication skills.
•Understands the value of teamwork.
•Can work in a disruptive, chaotic environment.
•Can work independently and demonstrates follow-through to completion.
•Possesses a good business sense and an understanding of the big picture.
•Have high standards for work.
•Maintains a high energy level.