Let us say you want to build a home. You will have to plan in order to ensure that quality materials are used to build your home. Your primary end-result is to have your home last a long time with only minor issues to handle. Plan carefully.Now let us compare your home building to finding and keeping IT employees. Both tasks can be a headache, especially if you are not familiar with what you need OR if what you want IS what you need. Either way, you want
end-result to be to your advantage: quality IT employees to stay with your company long term, which will save you money from having to constantly re-hire people.
When seeking IT employees, don't set barriers such as: a) how long a person has been out of work or b) their credit history if you're not dealing directly with cash (not that they would steal from you). Background/Criminal checks would be more accurate and a better way to gauge if an employee will fit into your company's environment. Both of these barriers not only hurt potential employee, but can hurt your business if potential employee can provide what you need. Credit history and how long a person has been out of work are severely decreasing your chances of finding employees - especially in this economy. Many people have financial problems at some point in their lives. Count your blessings if you have never been out of work for a long time.
Now let us get to planning, researching, analyzing, and writing an IT job description. You're probably thinking, "Who has time for this?" Well, if you want quality IT people, and to make a good hiring decision, taking a few days to plan, research and analyze before writing a job description will lead to one of your greatest investments. See steps/tips below:
I.PLANNING & RESEARCH 1.Write a summary of your business and goals 2.Write brief details of what you want your new hire(s) to accomplish 3.Seek out IT consultants - not an IT recruiter at this point 4.If necessary, seek out an IT recruiter after you have finalized all details or post job on a job board
II.ANALYZE 1.After your IT consultant has assessed your needs: a.ask questions if you're unsure of IT terminology b.ask if your needs require more than one IT career field, and which ones (job titles) This part is important so that you can increase your chances of finding qualified candidates. Example: If you have a need for server setup and maintenance, a website designed for your business, and you need someone to assist your customers with questions regarding your product/service, you will need multiple employees. It would be to your disadvantage to hire a website designer and expect him/her to design your website and perform system administration duties - their skill sets are not same ordinarily and results will not be same. c.ask your IT consultant about salary ranges or visit salary.com to search for job titles in order to be more accurate in salary you set. If your employees are eligible for food stamps or even close to it while working for you, expect them to leave as soon as a better offer presents itself. Remember, your goal is to keep your IT employee(s) long term.
