Gentoo Recruitment: How do we perform?
A couple of days ago, Tomas and I, gave a presentation at the Gentoo Miniconf. The subject of the presentation was to give an overview of the current recruitment process, how are we performing compared to the previous years and what other ways there are for users to help us improve our beloved distribution. In this blog post I am gonna get into some details that I did not have the time to address during the presentation regarding our recruitment process.
Looking at the previous graph, two things are obvious. First of all, every year the number of people who wanted to become developers is constantly decreased. Second, we have a significant number of people who did not manage to become developers. Let me express my personal thoughts on these two things.
For the first one, my opinion is that these numbers are directly related to the Gentoo’s reputation and its “infiltration” to power users. It is not a secret that Gentoo is not as popular as it used to be. Some people think this is because of the quality of our packages, or because of the frequency we cause headaches to our users. Other people think that the “I want to compile every bit of my linux box” trend belongs to the past and people want to spend less time maintaining/updating their boxes and more time doing some actual work nowadays. Either way, for the past few years we are loosing people, or to state it better, we are not “hiring” as many as we used to. Ignoring those who did not manage to become developers, we must admit that the absolute numbers are not in our favor. One may say that, 16 developers for 2011-2012 is not bad at all, but we aim for the best right? What bothers me the most is not the number of the people we recruit, but that this number is constantly falling for the last 5 years…
As for the second observation, we see that, every year, around 4-5 people give up and decide to not become developers after all. Why is that? The answer is obvious. Our long, painful, exhausting recruitment process drives people away. From my experience, it takes about 2 months from the time your mentor opens your bug, until a recruiter picks you up. This obviously kills someone’s motivation, makes him lose interest, get busy with other stuff and he eventually disappears. We tried to improve this process by creating a webapp two years ago, but it did not work out well. So we are now back to square one. We really can’t afford loosing developers because of our recruitment process. It is embarrassing to say at least.
Again, is there anything that can be done? Definitely yes. I’d say, we need an improved or a brand new web application that will focus on two things:
1) make the review process between mentor <-> recruit easier
2) make the final review process between recruit <-> recruiter an enjoyable learning process
Ideas are always welcomed. Volunteers and practical solutions even more ;) In the meantime, I am considering using Google+ hangouts for the face-to-face interview sessions with the upcoming recruits. This should bring some fresh air to this process ;)
The entire presentation can be found here