Often, I found myself in a middle of discussion about how to write a great job position to hire a great Scrum Master.
Of course, sometimes, what my interlocutor calls a great Scrum Master is… well… let’s say it’s not what I consider a great Scrum Master should be.
So here are some advice I usually answer to hire a great Scrum Master:
- Make the team write the job description
And… that’s pretty all.
Make the team write the job description
Making the team write the job description is important because the team will be in charge to find its own Scrum Master. WHATEVER *you* think a Scrum Master is or should be.
The team should think about why *they* want a Scrum Master for, and write about that.
Let the team meet with candidates and then choose the Scrum Master they want. Maybe they will choose badly, an expert in recruitment could help the team, coach them, but at the end of the day, *they* will have to live with this Scrum Master.
When the team does not exist yet
Then why would you want to hire a Scrum Master?
It seems, in this case, that you choose how the team will work (scrum), even before the team exists!
Maybe the team will not want to work according to Scrum, maybe they don’t know Scrum, or they don’t know what Scrum really is, and they will look for a Scrum Master that is not a Scrum Master. They will look for a servant leader.
Maybe you could challenge them to find a servant leader instead of a Scrum Master?
And maybe this person would lead them to use Scrum, or not.
Are you ready for that?