How To Be Strategic With Your IT Hiring

June 18th, 2014 | Posted by Sarah Jones in Guest Blogs

NVTC is inviting members and industry leaders to serve as guest bloggers, sharing insights and information on trends or business issues relevant to other members. In the below post, Marc Berman of member company Vector Technical Resources shares strategic steps for managers when hiring an IT staff.

Hiring tech talent can be a serious challenge for many organizations. Depending upon where your company is located, you may be competing with shinier, flashier tech
companies that can offer massive salaries, on-site gym memberships, free daycare, and other perks. Conversely, you may be operating in a rural area where new IT talent is hard to come by.

The (somewhat) good news is that no matter where you are or what your organization does, you are not alone. The Technology Councils of North America conducted a survey in 2013 that found nearly 70% of participating executives believe there is a shortage of quality tech talent in the marketplace. They feel that “all the good ones are taken,” and it can be difficult to attract and hire the right people.

Making Strong IT Hiring Decisions

This climate can lead companies to make poor IT hiring decisions. Hiring managers may feel pressured to jump on the first candidate with the appropriate skill set. But even if an IT candidate’s skills match up with your needs, there are other things to consider before making an offer.

Here are some tips to help you make strategic IT hiring decisions:

  1. Documented Work – An IT candidate can claim certain skills and accomplishments, and it may be possible to glean their expertise from an interview, but it is important to get documentation of previous projects.
  2. Look for Broad Experience – Specialization can be beneficial for certain positions, but more often than not, your organization will depend upon IT pros with a broad knowledge base. When someone focuses narrowly on one specific skill, it can lead them to be less effective at solving large problems.
  3. Match Personality with Company Culture – Employees must be happy in order to do their jobs well, and if the culture of the organization isn’t a good fit, your new hire won’t feel comfortable or happy. For example, individuals with a laid-back attitude and work history in casual environments may feel stifled in a workplace with a more rigid corporate structure.  Be sure to take personality and your company culture into consideration before making an offer.
  4. Don’t Make a Panic Hire – Making a fast hiring decision out of sheer panic rarely turns out well. If the position is so critical that it must be filled immediately, it’s worth it to take a breath and move deliberately, because a bad hire will ultimately force you back into a desperate situation. Never hire for an IT position after one interview.  Always conduct a phone screen first. This can help narrow the field before you potentially waste your time and the candidate’s time on an in-person interview.
  5. Include the Team – If an IT professional will be reporting to three managers, include all three managers in the hiring process. It is important that everyone gets a sense of a candidate’s personality and work style, so that they can feel comfortable bringing that individual on board.


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