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.
The rapidly evolving IT industry is one that requires organizations to hire the best talent in order to remain innovative and offer superior products or services to their customers. It could be argued that IT departments within organizations are the most instrumental in the success of the organization overall. Because of the heavy reliance on IT for success, it’s imperative that organizations staff their IT departments with the best talent they can get their hands on. The challenge that results is hiring someone with the necessary skills to do the best job.
Your IT department is an integral part to your organization. It’s not only a department; it’s a resource that your company depends on to run successfully.
An employee that you manage has come to you saying that they have a job offer from another company and are giving you their two weeks notice. This specific employee is hard working and valuable to your company. You counted on them being around for upcoming work that needs to be completed and rehiring and training someone for their position will take months. This is your chance to counteroffer and get them to stay, but should you?
Deciding to hire someone as an independent contractor or permanent employee is a big decision that can affect organizations in a major way. A variety of factors must be considered before making a determination and organizations must ask themselves many questions in order to ensure they hire the correct type of worker. The two major questions that must be answered are:
You’ve gone through the whole interview process – congratulations! But the hard part might not be over. You’ve got it narrowed down to two great candidates who both exhibit the strong qualities you are looking for and have similar work experience. Now you’re in a predicament. How do you pick one great candidate over another?
The importance of conducting an interview is to determine if a candidate is qualified to perform the essential functions of the job, while also understanding and avoiding a protected set of topics that you cannot make hiring decisions from. Interviewers are not allowed to ask questions about race, color, gender, religion, health and physical ability, country of origin, sexual preference, age, and marital/family status because they can be viewed as discriminatory. It is easy to make a mistake by asking relevant work related questions the wrong way. Below are some examples of illegal questions and how you can phrase them legally to get the information that you need.
Determining which benefits to offer is something that can cause major headaches for employers. The balancing act between offering attractive benefits while also attempting to keep costs down requires employers to research and strategize to determine the optimum benefits package for their employees. What employers sometimes tend to forget is that not all “benefits” have to be things that cost money. Instead of focusing on more tangible benefits such as medical insurance and paid time off, employers can focus on more intangible benefits that employees really want.
Retrieving truthful information about an employee’s experience at your company is key to fixing any problems or issues that may exist. Exit interviews are a great opportunity to retain this information, but how can you make sure what your exiting employee is telling you is how they actually feel? There are many things to consider when conducting an exit interview and implementing certain practices are more likely to get you the results you desire than others. Consider the three issues below: