As companies round out their 2015 workforce strategies, undoubtedly a plan for competing for the best IT talent tops the list. We know IT skills continue to increase in demand while supply is not keeping up. Heading into the New Year, two of the keys to attracting and retaining the best tech employees are providing them with professional development training and a healthy work culture.Read More
Hiring a new employee for your IT Department can be a big challenge. Getting approval, creating a well written job description and posting it on the job boards is a big task by itself. And once you start interviewing candidates, the pressure only mounts. You want to make sure that you’re prepared in the interview to qualify candidates to find that perfect employee. After all, hiring a new employee is not only time consuming, it can also be a large cost to your company’s bottom line.
Synergis has launched a new branch office in San Francisco, CA.
Tags: Information Technology
As companies grow and expand, the amount of data contained within the company will do the same. Emails, documents and presentations start to gather and take up room and before you know it, you're running out of space. Asking your employees to constantly clean out their files and inboxes gets old and buying additional space and equipment can be costly.
It’s no secret that the IT industry is a fast paced, ever-changing industry fueled by bright minds and constant innovation. It’s also no secret that the managers responsible for facilitating that innovation and developing those bright minds play an important role in the overall development of the entire industry. These individuals are required to handle many different duties including hiring, training, employee development, project management, and budgeting, to name a few. Being involved in so many different areas can require managers to devise solutions to problems that arise from all directions.
If you’re a human resource professional, reviewing resumes and conducting phone screens is second nature. Unfortunately, determining qualified candidates for specialized technical positions usually proves to be more difficult than for other positions.
During his annual State of the Union address, President Obama noted that “Growing industries in science and technology have twice as many openings as we have workers who can do the job.” Bringing this information in front of a national audience emphasizes the immediate importance of finding qualified candidates to fill specialized technology based positions. The high discrepancy between job openings and qualified candidates puts added pressure on companies to quickly seek out, qualify, and hire candidates before their competition can do so.
Cloud computing is becoming more and more popular with more and more companies starting to implement it. If you're not using cloud computing yet, it's likely that you will be within the next few years. But why has this technology taken off? And what benefits will you see in your company from using it? Below are the top four reasons to implement cloud computing at your organization.
Tags: Information Technology
1. Know what you’re looking for You need to understand the position you’re trying to fill better than anyone. What are the skills required? What is the dynamic of the team this person is being hired to fill? If you are the hiring manager, what kind of an employee would complement your skills? If you know what you’re looking for going in, it will be easier to evaluate interviewees in real time, and have a sense of where they rank afterwards.
2. Be unexpected After you get over the small-talk, try to avoid the most predictable questions, like, “How would you describe yourself?” Instead frame a question (even as simple as that) to allow the interviewee to talk about their personal experiences, like, “Tell me about an experience that challenged your integrity and how you reacted?” Or, instead of asking, “How do you like working on a team?” ask, “When have you been on a dysfunctional team before? And what did you do to fix it?” If you can get your interview off the beaten path, it will be revealing.
3. Stay within the lines It should go without saying that as a hiring manager or Human Resources professional, you need to be aware of the legal ramifications of interviews: absolutely no asking discriminatory or derogatory questions. Contact your HR partner if you are unsure about these guidelines.
4. Represent your company well Not only does the interview screen potential applicants, it also serves as a potential employee’s first experience with a company. You should aim to be courteous and forthright about the corporate culture and department the interviewee is looking to work for. Being honest is important; if you sugarcoat the job you’re only going to ensure that there will be unhappy employees down the line.
5. Let them turn the tables Allowing time for the interviewee to ask questions is a vital piece of a great interview you don’t want to skip. Not only does it give a chance for the interviewee to have any concerns answered, it also reveals to you what’s on their mind. The questions an interviewee asks could indicate if he or she is over concerned with salary, wary of working in a team, self-absorbed, resistant to authority or perpetually unhappy, among other characteristics.
No two interviews are the same, but if you follow these basic steps you’ll be your way to a great interview.
Need help getting technical for those IT interviews? Learn more about Synergis' services here or schedule a free consultation with us today!