What kind of scrum Master do you want to recruit?

Have you ever noticed any recent ads to recruit Scrum master? Some recruitment advertisements make PMP certification a necessary condition for applying, and some recruitment conditions indicate that if you can complete a project within a specified amount of time or meet the needs of a particular customer, you can provide additional bonuses. Some recruitment conditions require candidates to complete the entire team's recruiting plan, or to manage the customer's needs. Some recruitment conditions require candidates to create teams of multinational members, or worse, to create multiple teams in different countries. Some conditions also require candidates to assume the responsibilities of coaching. All of these recruiting conditions are called the same name-"Scrum Master".

I understand that every agile team faces a different situation and understands that every scrum master works a little differently. But will there be such a big difference? Obviously, the backgrounds of these positions are completely different. Because while the people they recruit are called Scrum Master, they are not looking for the same job. And not just because the job title is the same, it means that the job is the same.

How to complete the recruitment goals?

The recruitment of technicians has been a bit confusing. Although the HR department is dedicated, it often does not understand the technical work. They know that some common job descriptions can be used for some other positions, so they suggest hiring managers: "Can't you write a generic job description?" "And those hiring managers without management training would think," Well, the HR Commissioner thinks this is a good idea, and she must be right. "So they will create generic job descriptions for the people who can't be replaced." One of the errors.

The HR department also values the role of various certificates. In fact, it's clear to me that even the most advanced certifications just mean that you've learned something at a certain stage, and you know that knowledge when you pass the test, that's all. Certification does not mean that you can skillfully apply the knowledge to the new environment, but the HR department is still happy to take the certification as one of the screening criteria for job applications. The wrong two.

Scrum is one of the most well-known and advertised in the current agile approach, but does not necessarily mean that it is suitable for your environment. So how do hiring managers and HR departments sift through them? They are just scrum Master, regardless of whether the position is suitable for the company. The third mistake.

Rather than doing a full range of job analysis, using a generic job description, valuing certification, or taking scrum master itself as a job description, these approaches do seem easier to implement. But in fact, the whole process is quicker and simpler than using a generic job description or certification screen that you may not need, and if you are conducting a job analysis and figuring out what skills are needed for the position you are recruiting.

Now let's do a simple job analysis to see what information we can learn from these job ads and decide: If Scrum Master is not the right name for the job, what is it actually?

Start with the job analysis first

If you're not overly obsessed with job titles, but starting with job analysis, you'll be more likely to find the right person and make it easier to fill in the job openings you need. The following are the job analysis templates that my site uses:

First answer the following 4 questions:

Who is interacting with this position at work?

What role does this person have to play in his work?

What level of salary is the company willing to provide for this role?

What management content does this person have to undertake?

The next two issues reach a deeper level, which focuses on the content of the work and the objectives of the work:

What is the job content and objectives of this position?

What are the periodic results necessary?

If you ask yourself these questions, your findings may surprise you.

Here's a quote from a hiring manager, Ruth:

As we begin to enumerate the various interactions, roles, tasks, and goals of the position, our needs are very clear. We need a project leader. And we still need to be able to define the free play of this project for one person, which is also the actual motivation for the whole project. We need him to attract the interest of corporate investors. We require project management to show how the portfolio level works because not all projects have been moved to agile. So what we need is a project manager, not just a scrum Master. We need scrum master to bring energy to the whole team, but we also need a project manager. The real question is: do we need two or one person?