3 Ways to Properly Vet Your IT Staff
Every once in a while, a bad hire comes along. It happens to the best of interviewers: Someone seemingly qualified gets hired, then turns into a hot mess on the job. So just how do you make your hiring process foolproof?
You might not be able to make it so that no bad candidate ever gets past the interview process. But you can implement quality control checks that help you figure out if the person you're looking at is actually capable of doing the job. Along with being able to work well with the team and make a good fit. Following are three ways you can vet your potential IT hire and avoid problems.
Create a Test
IT people have to be creative thinkers in order to find solutions to their problems. Giving a test in that particular tech focus is a good way to determine if the candidate has actual experience. But even the best IT person needs to search online for an answer at times. Combining a test of questions with theoretical scenarios and how the candidate would handle it is a good way to judge character. And letting the candidate have access to a search engine for tougher questions shows critical thinking skills. It's one thing to find an answer. It's entirely another to apply it.
Avoid using a personality test if at all possible for IT candidates. A diverse group of IT people makes a department function better than one that's got all like-minded people working together.
Have IT Sit in on Interview
IT people know their fiefdoms and can tell if a candidate knows the job along with determining if they're a good fit. Have someone from IT sit in on the interview or use a panel-style interview process if possible. The IT person can either observe or interact depending on the role and what the company needs in terms of a new hire. In-house staff has the opportunity to get a feel for the person being interviewed and determine if they'll fit within the corporate culture or not. Going this route reduces the potential for a personality clash from the outset.
Use a Probationary Period
If everything seems to go well during the interview process but you're still not completely sure, use a probationary period. It's a non-committal way to figure out if the new person works well, knows their job duties, and can perform like they said they could. The employee also knows that they won't last past a certain amount of time if they don't put in the effort. It's beneficial to both parties in that no damage is done if the situation doesn't work out.
Hiring new people for IT is always a bit of a gamble. These three tips help you reduce your odds to an acceptable level. It can also reduce turnover because you hired the right candidate for the job. You save money on training and bring in a solid new member of the team who's worth the investment.