How to Hire IT Professionals
If you've struggled with connectivity problems, lost files, viruses, or poor IT support, you know how quickly IT issues can destroy your team's productivity. As technology becomes indispensable for most companies, having a good IT specialist on staff is vital to keeping your business running smoothly and helping you stay competitive. Hiring an IT specialist can be a challenge, especially if IT isn't your area of expertise. So where do you start?
An IT professional is responsible for managing and overseeing the technology needs of a business. This can include creating a well-functioning website, managing and maintaining computer systems, or even developing and implementing new software applications. An IT professional may provide basic user support for computer and network issues, or they may be responsible for more complex tasks such as developing new computer systems. The role of an IT professional can vary depending on the size and needs of the organization. In small businesses, the IT professional may wear many hats and be responsible for a wide range of tasks. In larger organizations, the IT professional may specialize in a specific area, such as network administration or website development. Put simply, an IT professional works with businesses to ensure that their technology needs are met in a way that is efficient and cost-effective.
Just as technology is indispensable for most businesses, having the right talent to keep your computer systems, networks, and databases running smoothly is essential. An IT professional can provide a number of benefits to your business. These include:
Maintain IT operations and processes, including data backup, data storage, security, user email and access, software and hardware, equipment, servers, networks, different operating systems, etc.
Save time and money by streamlining your technology processes
Proactively identifying and solving issues before they cause major disruptions
Implement and maintain security controls such as antivirus software, firewalls, application updates, etc.
Research and implement new technology that can improve your competitiveness and efficiency
Offer expert advice on how to use technology to meet your business goals
Before you start the hiring process, take the time to identify exactly what you need from an IT professional. Do you require someone who is well-versed in all things IT, or do you have specific needs like website design or coding? Ask yourself the following questions:
What specific tasks or projects do you need help with?
Do you need someone who can handle all of your IT needs or just certain aspects?
What qualifications and skills are required to complete these tasks or projects?
There are numerous types of IT professionals, each with a specialized skill set ranging from software development to database management to cyber security. By taking the time to identify your specific needs, you can narrow down your search and target candidates with the right skills and qualifications.
Not sure if you need web developers, cyber security specialists, network engineers, or help desk specialists? For more information on common IT job titles and their responsibilities, see our IT Job Titles page.
One of the first steps in hiring an IT professional is establishing an IT budget. This will help you determine how much you can afford to spend on this position and what salary range you should be looking at. Take time to research the average pay rate in your area for the job title you are looking for. IT professionals are in high demand, and you will need to offer a competitive salary if you want to attract top talent. If your budget is limited, consider what other compensation you can offer, such as remote work options or a strong benefits package. If you are newly establishing an IT department or looking for an individual to manage all IT operations, include room in the budget to purchase new equipment, software, and other necessary supplies to get your systems up to date and running smoothly.
Once you've identified the correct job title and responsibilities of the IT professional, it's time to write a compelling job description. This is your first opportunity to attract qualified candidates and set expectations for the role. The description should be clear, concise, and easy to understand. Be sure to include:
A brief overview of your company and what you do
A detailed list of the tasks and responsibilities of the position
The qualifications and skills that are required for the role, including experience with specific software, programming languages, and platforms
The salary or salary range for the position
The location of the job (be sure to clarify if remote or hybrid is an option)
Any employee benefits or perks your company offers
When writing job descriptions to use in an ad, be as concise as you can and use a format that is easy to read with headings and bullet points. Job seekers are sifting through many job ads a day and aren't likely to read through long paragraphs to see if they are interested in a position. Don't feel like you need to have every minute task, but make sure the most important responsibilities are included in the job postings. Research keywords that are relevant to your job description and include them in your ad. This will make your ad more likely to be seen by relevant candidates. Finally, sell the position to prospective candidates by highlighting perks such as a great work culture, flexibility, work-life balance, benefits, etc. You want to make sure your job ad stands out from the crowd and attracts top talent.
Recruiting on your own is time-consuming, expensive, and challenging, particularly if you're trying to fill a role that is outside your area of expertise. An experienced IT recruiting firm like redShift Recruiting can be extremely helpful when searching for an IT specialist. IT recruiters have access to a large pool of candidates and can help you find the best fit for your company. They will also handle all sourcing, screening, coordinating, and reference checking for you so that you can focus on running your business. As experts in recruiting for IT positions, they know the right questions to ask to confirm that candidates have the necessary skills and experience to meet your needs. Additionally, they can offer invaluable insight into what IT professionals are looking for, what salary range is competitive, and other aspects of the current job market.
If you prefer to start sourcing candidates on your own, you will need to advertise your position. In addition to posting the opening on your company website, advertise it on job boards and promote it on your company's social media pages. Although job boards have their flaws, they can be a good way to quickly get applications, especially if you are looking for a more generalized IT position. Some popular job boards for IT professionals include Dice, The Ladders, Glassdoor, Indeed, and Monster.
In addition to advertising your job, ask for referrals. Your current employees may know people in their networks who would be a good fit for the position. A good word from a current employee is also a strong recommendation for your business, making referral candidates more likely to accept a job once it is offered.
Other ways to source candidates include attending job fairs or, if you need to fill a large number of positions, hosting recruiting events. If you are willing to consider entry-level candidates, submit a professional job posting to local college job boards, especially those with a strong IT program.
When reviewing applications and resumes, remember that experience is often more valuable than education in IT. While a four-year degree or certifications are certainly beneficial, they are not always necessary for a candidate to be successful. Many IT positions can be learned on the job or self-taught, so don't rule out a candidate who may not have a traditional college background. Focus on finding someone who has the right skills and experience to be successful in the role and know the difference between skills you would prefer a candidate has and skills that are essential to the position. If your hiring manager is not sure what skills to look for, consult with an IT recruiter. Some things to look for when reviewing IT resumes include:
Relevant work experience
Experience with technologies that are relevant to the position and/or similar to what your company is currently using
Technical skills necessary for the position
The ability to troubleshoot and solve problems
Experience working both independently and as part of a team
Demonstrated ability to communicate well with both other IT professionals and nontechnical team members
Ability to evaluate emerging technologies as well as an openness to learning and growing in their field
An educational background in computer science, information technology, or a related field, or applicable certifications
There's only so much you can learn about a candidate from a resume. Some of the best candidates may do a poor job of formatting and writing their resume, while other candidates may use all the right technical terms and phrases without having the knowledge or skill to back up their claims. The interview process is crucial to identifying which candidates have what it takes to be successful in the role.
When interviewing IT candidates, start by asking general interview questions about their experience and then move on to more specific technical questions. These questions will help you assess their skills and knowledge. For example, ask them to explain how they have used a particular application or technology, or have them explain a complex technical topic in simple terms. This will help you assess whether they have a true understanding of the subject matter instead of just knowing the right technical jargon while also demonstrating their ability to communicate complex concepts to nontechnical people. These skills are particularly important for jobs that require the IT professional to train users, provide IT support, or explain why a particular technology or process is necessary to management.
The ability to quickly learn new technologies and adapt to change is essential in IT. The IT industry is constantly evolving, so you need to hire someone who is willing and able to learn new things. During the interview process, be sure to ask questions that will assess a candidate's ability to learn and adapt, as well as gauge their passion for their work. Asking them about the technology they use in their home or how they have set up their personal network or computer systems may provide insight about how passionate they are about their field.
Soft skills are often just as important as technical skills for a successful candidate. Ask questions that will verify the candidate has the soft skills necessary for the position. These could include the ability to work both independently and as part of a team, strong communication skills, a proactive and self-motivated attitude, and other key skills such as time management, problem-solving, and critical thinking. The flexibility to adapt and work well under pressure is also important in many IT positions, where the productivity of an entire office can grind to a halt if an IT problem isn't fixed quickly.
For many HR professionals and hiring managers who are not IT-focused, assessing the skills of an information technology professional can be a daunting task. Familiarize yourself as much as possible with the position and relevant technical terms. If possible, have an employee who has a similar skill set to the position you are looking to fill participate in the interview. Administering skill tests can also be helpful in determining whether someone has the required skills for the job.
Once you've found the right candidate, it's important to make a competitive offer to ensure they accept the position. When negotiating salary, keep in mind the skills and experience the candidate brings to the table, as well as the average salary for similar roles in your area. If you're not sure what a competitive rate of pay is, consult with an IT recruiter or spend time researching websites like Glassdoor, Payscale, or the Bureau of Labor Statistics. You may also want to consider offering additional incentives in the offer letter, such as signing bonuses, stock options, or extra vacation days.
In addition to salary, there are other important benefits that can attract IT candidates. These can include flexible work hours, the ability to telecommute at least part of the time, an excellent work culture, a comprehensive health insurance plan, and a retirement savings plan with employer matching. If your company offers these types of benefits, be sure to highlight them during the interview process.
Once your chosen candidate has accepted your offer, it's important to set them up for success in their new role. Make sure the onboarding process is smooth and the employee has the equipment and supplies they need to do their job, such as a laptop, business software licenses, and access to any necessary systems or databases. As with all new employees, introduce them to the team and make them feel welcome. For remote employees, this is especially important to help them feel they are a valued addition to the company. Take the time to help them understand the company culture, current processes and procedures, and your expectations for their role. If you are just establishing your in-house IT department or their role is a new one for your company, keep in mind that they may want to make some adjustments once they have had time to assess your business needs. Allow them the flexibility to make recommendations and implement changes where necessary, and be open to these modifications. You hired them for their expertise, so trust them to make the decisions necessary to help you meet your business objectives while enabling your company to run more smoothly and efficiently.
A strong IT team is invaluable for any business, big or small. Hiring an IT professional doesn't have to be a challenge. By following the tips above, you can find your ideal candidate and get the IT expertise you need to support your business goals and objectives. With the right team in place, you can focus on what you do best and leave the IT worries to them.