The increase in demand for low-cost and interactive Web
based business application and growing IT infrastructures, are leading many
companies to build competencies in IT and related services. To cope with the
challenges of changing landscape of communication and customer responsiveness,
IT resources are needed at companies, large or small, to extend support,
improve business operations, and stay competitive in the market.
Hiring IT resources is an intricate process. If donewrong it
can be really damaging for the organisation concerned. Conversely, the right IT people can boost
overall productivity of any organisation, in a matter of months, through
improved business infrastructure, seamless client communication, and interactive
collaboration within and outside the company. No doubt, IT hiring is a crucial
task and requires dedicated hours and strategic planning to execute properly.
For optimum hiring, it is important to analyse current and future needs of the
organisation, define a clear and concise job specification, and strategically
market that job position through the appropriate platform/media to attract the
right pool of candidates.
Here are FIVE secrets to help you hire Right IT resources:
1.
Strategise
Hiring –Hiring capable IT people allows an employer to set
strategic goals and directions for the organisation. Whether you wish to hire
an apprentice or an experienced professional, plan hiring. Analyse short-term/ long-term requirements of
the organisation, define hierarchies, and know whom, when, and from where to
find the best suitable candidates.
2.
Prioritize
Skills – It might be tempting to hire a versatile IT
candidate with additional skills or experience in diverse markets, but often it
is not a good idea. Focus on specific skills required for your organisation to
be successful and meet corporate goals.
3.
Realise
Specific Work Achievements – While you evaluate a potential candidate, do
consider his/her previous work record. Required experience should be defined in
terms of particular accomplishments in the skills relevant to the job position,
not in terms of years. Use a critical incident interviewing method to gauge and
discern capabilities of a candidate. For instance, a Network Engineer, with
over 10 years of experience in Network maintenance and big-business
credentials, might not align well with the business needs or work environment
of a SMB or vice versa.
4.
Recognise
Capabilities – Once you have shortlisted candidates from the pool,
test their abilities to get a sense of their approach towards work. There is no
better way to evaluate performance of a potential hire than the direct
assessment of work. Some employers ask candidates to troubleshoot model
networks or design mock-ups before selection. If the work sample does not meet
standard criteria, reject the candidate and move on. Pre-testing helps
employers know what to expect from the hire in the time coming.
5.
Emphasise
Persistence – The times are evolving pretty fast in the world of
Technology. To stay on the leading edge of IT, It is important to hire
candidates who have persistent drive to embrace challenges and who do not get
discouraged easily from unexpected setbacks. Do necessary checks and
collaborate with previous employers to ensure that the candidate has the
competitive drive and ability to manage frustration well.
