pattern/cultural-change-through-hiring (#82)

Draft of "Culture Change through Hiring" pattern

Co-authored-by: Nick Yeates <nyeates@redhat.com>
Co-authored-by: Sebastian Spier <github@spier.hu>

Author: 3 people

README.md

@@ -88,6 +88,7 @@ This is why we keep these patterns at the bottom of the list.
 * [Share Your Code to Get More Done - Likely Contributors Variant](patterns/1-initial/share-your-code-to-get-more-done.md)
 * [Code Consumers](patterns/1-initial/code-consumers.md)
 * [Explaining InnerSource to Management by anchoring it to Agile / DevOps / Lean](patterns/1-initial/concept-anchor.md)
+* [Culture Change through Hiring](patterns/1-initial/cultural-change-through-hiring.md)
 
 #### Donuts (needing a solution)
 

patterns/1-initial/cultural-change-through-hiring.md

@@ -0,0 +1,65 @@
+## Title
+
+Culture Change through Hiring
+
+## Patlet
+
+TBD
+
+## Problem
+
+Getting any sort of ground swell behind an InnerSource project or program is hard when very few people in the company have experienced and internalized the InnerSource ways of working.
+
+While training existing staff is often part of an InnerSource program, it does take a long time to get to a critical mass of people with hands-own experience in InnerSource.
+
+The problem is made harder by a lack of collaboration between Engineering and the Recruitment team (HR), as InnerSource or Open Source skills aren't part of the interview process nor the personal development process of the employees.
+
+## Context
+
+> Where does the problem exist? What are the pre-conditions? **Unchangeable** before the solution goes into place. The content here is often tied to the applicability of the pattern for other readers: "Do I have this same particular situation?"
+
+* Engineering and HR collaborate when hiring new engineers
+* Work done on InnerSource was not part of official performance review because HR was not on board.
+* some InnerSource projects are already happening but HR is not aware of those projects or considering the required InnerSource skills while recruiting.
+
+## Forces
+
+> What makes the problem difficult? What are the trade-offs? These are constraints that **can be changed** at a cost. The solution might change one or more of these forces in order to solve the problem, while also in-turn changing the context.
+
+* InnerSource projects have a hard time finding employees who already know InnerSource or Open Source methodologies.
+* InnerSource as a concept is not well known
+
+## Solutions
+
+* Engineering and HR make a concerted effort to identify the skills that they want to recruit for in new employees and train the existing staff in
+* A handful of key-hires need to be identified, to act as evangelists for the InnerSource way of working
+
+## Resulting Context
+
+* InnerSource intentionally looped in during all HR interactions.
+* Engineering is looping in HR both in recruiting and retention phase of employee engagement.
+
+## Status
+
+Initial (Extracted from [this issue](https://github.com/InnerSourceCommons/InnerSourcePatterns/issues/37) and associated PR)
+
+## Appendix
+
+These are notes from the old pattern that we can work into the pattern structure above, if possible. Otherwise we will delete these when the PR gets merged.
+
+### Benefits
+
+* InnerSource can be a selling point for a company
+* InnerSource is going, but we are not intentionally leveraging in HR strategy.
+* 10% time is not taken up and used; sometimes culture is only taken up by hiring the right people
+
+### Notes
+
+* Ramping up InnerSource; semi-existent
+* On-boarding guidelines
+* HR is affected by InnerSource
+  * Problem: How to sustain the InnerSource culture, even once new hires come in. How to keep existing employees who support and encourage InnerSource? Filling the ranks with new InnerSource-friendly and InnerSource-excited hires can be difficult.
+* Company perception is drab and boring engineering culture; large company
+  * Company is not attractive, or people are leaving, or hiring is difficult.
+  * Company has trouble attracting developers who are interested in open source and InnerSource.
+* Keep everyone updated on how the communities work, both from culture and technology perspective.