Hiring for IT isn’t that different from hiring the right person for any other role in your company. You will need to develop the job description, publicly post the job, and conduct multiple interviews to find the right fit.
There are ways that hiring for IT-related positions is different from hiring for other jobs. Trends in IT staffing show that potential hires expect more competitive offers and newer technology to work with. Also, most do their own in-depth research on your company before interviewing. The more information they can find about the position, the better.
Here are some tips to simplify the IT hiring process and make it easier to find your newest employee.
Develop the job listing
Information Technology is a very broad field and what’s more, every company has its own set of specific requirements. There are a wide variety of IT positions: developer, project manager, network engineer, security specialist, data analyst, and more.
From the beginning, It can feel a little overwhelming trying to determine what kind of role you need to fill. Rather than focusing on the title, try focusing on the responsibilities. You are the expert here. You know the job. Start by taking the time to put these into writing.
Be sure to address the following key points:
Be sure to address the following key points:
- Introduce your business and its culture
- Identify the job’s role and responsibilities
- Include key hard skills (such as education and certification requirements)
- Include soft skills (teamwork, presentations, people skills)
- Proofread! Be accurate and avoid typos or embarrassing mistakes such as the wrong versions of systems or hardware.
Job applicants will see dozens of job postings so this is important. If you need help starting on the job description or if you just want to check how you did, you can reference other job description templates. Remember, you are selling your company and this position, so put the effort in to make it eye-catching and interesting.
List the job
IT people are going to be tech-savvy. It’s important to market the job in ways that will catch their attention. Use social media to widely share your posting with your already established base. Don’t neglect your own website because even if people see the job listing somewhere else, your website is the best way for potential hires to learn more about the role and your company.
Lastly, consider using a referral program to incentivize your current employees to help you in the job hunt. If you already have high-performing, highly specialized staff, odds are they may know other similar individuals in the industry. One of them might be just the perfect fit for that open position.
Prepare for the interview
Once you’ve reviewed resumes and cover letters, select the most promising candidates and begin to prepare for the interviews. Take time to consider what you want to glean from the interview process. Write down questions that you have.
Don’t forget to consider the following:
- Who needs to be a part of the interview? Is this a job with inter-departmental responsibilities or more independent?
- What skills and knowledge are important that should be discussed in person?
- Determine what specific technical questions you want to cover.
If you’re having trouble determining the questions you want to ask, here is a list of 225 IT questions generated by a cross-industry survey and divided up by roles from management to the technician.
Also, remember that an interview goes both ways and you should be prepared to answer questions from the candidate about the role, your company, the area and more. This is why it’s helpful to have people of different levels in the interview to give different perspectives on the role and how they enjoy working there.
Develop, develop, develop
Once you’ve made that hire, make certain you keep your new employee by investing in them. Remember, you’ll have more luck finding great people by treating the people you have well.
The last thing you want to do after you went to all the trouble of hiring someone is to do it all over again. Turnover can kill momentum for important projects as you have to stop, re-staff and re-train.
Start with a good onboarding process where you introduce your new hire to the company, their teammates and their role. You may be using a Managed Services Provider (MSP) to help handle your business support, but you’ll still need to include their roles in this process as well. A good onboarding is a sure way your new hire has a good first impression. Also, be sure to keep them engaged and provide them with opportunities to grow so they’ll feel compelled to stay rather than finding a new opportunity.
Staffing is always a tricky proposition. You’re starting a new relationship and you both have a lot of expectations. The process will go a lot smoother when you follow these tips above.
As you look for your employee remember to be clear with your offering, have a plan for interviewing and onboarding, and lastly don’t forget to invest in your most important asset, your employees. That can be a lot of work, especially if you are a smaller organization. If you don’t have the bandwidth to conduct a job search, remember you can get help from the experts who know both IT and staffing.