This post also appeared in The Tennessean, where Concept Technology has a bi-weekly feature in the Business section.
Many employers make hasty decisions when hiring technology professionals. Here are six tips to keep your technology recruiting in tip-top shape.
Hiring managers often look at what job prospects have self-reported on their résumés about work experience and projects, and make assumptions about what a particular candidate knows and what he or she will be able to do. The only way to actually discover an applicant’s technical knowledge is to test it.
2. Test for skills. Equally important as testing for technical knowledge is testing for skills. If your company is hiring a Cisco network administrator, the candidate must not only have a mastery of Cisco hardware and software, but also design, problem-solving and project-management skills.
You may be faced with a job candidate who’s a great architect but can’t troubleshoot. Or someone who can follow predefined procedures but can’t innovate. If your open position requires quick thinking and coming up with inventive solutions, you need to test for these skills as well.
3. Trust, but verify outside recruiters. Technology recruiting firms provide a valuable service by accessing talent that your company may not have access to, but when using an outside firm, you need to remember that the firm has revenue goals and sales quotes, too. A recruiting firm’s primary goal is closing business.