How Do You Evaluate IT Skills for Hiring
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@John-Nicholson said in How Do You Evaluate IT Skills for Hiring:
@Carnival-Boy said in How Do You Evaluate IT Skills for Hiring:
@scottalanmiller said in How Do You Evaluate IT Skills for Hiring:
- You must have someone doing the hiring that is dramatically more skills and experienced than the person you are hiring. This is the case for all jobs, not just IT. If the person interviewing is confused because the interviewee knows way more than them, they will just as likely think that the person is an idiot as a genius because they don't know enough to know if the person is right or wrong (seen this a lot.)
How? Are you suggesting firms should employ you to do the hiring or something? That's not normally practical.
Cost to hire a bozo and not fire him for 90 days.
Use cut rate recruiter who charges 10% = $8K
20K Salary.
7K Benefits.
40K to operations being impacted (outages, work not getting done).Cost to hire me to interview candidates and help you go thru resumes ($250HR, for 30 hours) ~$7500
One of these looks a HELL of a lot cheaper to me....
I'm an IT Manager and recruitment is a key part of my role. I've recruited loads of IT staff over the years and have yet to hire a bozo. Sometimes their character turns out to be wanting, or they can't fit in to the company culture, but that can be very hard to identify during recruitment. But technically they've all been fine.
In small firms where there is no in-house IT expertise and they're trying to recruit then employing you makes great sense. How else can they identify if the candidates no anything about IT? But as an IT Manager recruiting and running IT teams, if I had to pay you to identify competent staff over bozos then I'd have question why the hell I'm doing my job. That was the original point I was making.
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@John-Nicholson said in How Do You Evaluate IT Skills for Hiring:
My last 3 times getting hired...
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Recruiter sets me up with a meeting with the CEO and IT Director. Talk to IT director for an hour, get an offer. No HR involvement.
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Former Vendor who remembered having a good talk with me about VOIP and storage calls and asks me to go to coffee. Go to coffee with VP of company.
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Chief Technologist for BU messages me on Twitter asking if I'd be interested in a roll. Makes sure I get an interview with Hiring manager. Recruiter involved, but more to see if I was interested and work out logistics for my flights.
I've had similar experiences. I'm interested, in those interviews was there anyone who was significantly better skilled in the role than you?
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@Carnival-Boy said in How Do You Evaluate IT Skills for Hiring:
I'm an IT Manager and recruitment is a key part of my role. I've recruited loads of IT staff over the years and have yet to hire a bozo. Sometimes their character turns out to be wanting, or they can't fit in to the company culture, but that can be very hard to identify during recruitment. But technically they've all been fine.
But that's one of the problems. How do you know they aren't a bozo? I see people say this all of the time while hiring people that are clearly not cutting it by industry norms. Unless you are very senior, how do you know when someone is technically fine unless they are much lower level than you?
Look at SW again... how many people have CEOs that hired them and think that they are doing a great job in IT yet if we audit what they are doing, we'd call it reckless or even sabotage. People totally not doing their jobs, not functioning at the level we'd expect from entry level people, collecting paychecks for work they didn't do or actively destroyed. Companies without good IT struggle to evaluate the results of the IT that they have. Often they don't know "what good looks like" and have no concept of success.
Lots of people on SW say "it worked for me" but we can easily demonstrate empirically that from a business perspective, that's not true.
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@Carnival-Boy said in How Do You Evaluate IT Skills for Hiring:
In small firms where there is no in-house IT expertise and they're trying to recruit then employing you makes great sense. How else can they identify if the candidates no anything about IT? But as an IT Manager recruiting and running IT teams, if I had to pay you to identify competent staff over bozos then I'd have question why the hell I'm doing my job. That was the original point I was making.
I believe all IT people in small shops should question this. I don't see any role for internal IT below very large companies because there is no way to be compensated for your value while providing good value to the firm. Either you get paid more than you are worth to the firm, or less than the job should be worth to you. Or meeting in the middle somewhere.
