January 22nd, 2016
The most effective way to meet your staffing needs is to hire good performers and then retain them. In the IT industry, both parts of that are tough: There are lots of people with superficial knowledge of technology but fewer with real expertise. And there’s lots of demand for staff with real expertise, so top employees know they’ve always got the option of taking a new position somewhere else. In order to keep your best employees, you need to make sure they continue to find their jobs rewarding.
The bottom-line reward for many employees is simply their bottom line. Salary surveys are published in the technical press and by technical recruiters, so your staff will know if they’re being fairly paid and what kind of increase they can achieve if they leave. So it’s important that you provide competitive financial rewards, starting with base salary and an annual increase that bumps pay to keep up with inflation and industry trends. In some industries, bonuses and stock options may be routinely expected. Other financial rewards include retirement plans, insurance coverage, and paid time off.
Most technical staff enjoy working with current technology, so make sure they have the opportunity to develop new technical skills each year. This means letting people work on different projects; tempting as it is to keep the “expert” assigned to their current project, let them move to a new project. You’ll still be able to ask them questions, which you can’t do if they get too bored and move to another firm. Also budget for your staff to take training, and don’t limit training to technologies you have immediate plans to use.
Make sure staying with your company long term aligns with your talent’s career goals. Don’t assume what those goals are; make a discussion of goals part of the year-end review process. Create a development plan that addresses the employee’s wishes, whether that means they want to become a technical expert, they want to understand the business better, or they want to develop leadership skills and move out of the individual contributor role.
Before you can retain top IT talent, you need to hire top IT talent. InReach IT Solutions has connections to a deep pool of IT workers who can meet your needs. Contact us to learn how we can help you hire workers you’ll want to retain.
September 25th, 2015
An interview with a candidate is all about finding the next right person for a position. Sometimes several candidates do well during their interview, and you need to make the hiring decision based on subtle differences between them. Sometimes one candidate stands out so strongly they’re the obvious hire. And sometimes a candidate can stand out strongly in the wrong direction. Here are four red flags that let you know this likely is not the right person for the job.
- They give evasive answers. If you’re not getting straight answers to your questions, the candidate may be trying to hide something. Candidates should be able to provide supporting details and examples that back up the skills, experience, and job roles they listed on their resume. If they give evasive answers, it’s possible they don’t really have the strengths they claim. Ask follow-up questions to push for further information and get beyond rehearsed responses to judge whether the candidate really knows their stuff.
- They don’t know anything about your company. No candidate will know the details of your specific department, but you should expect them to know the basics of your business and industry. With the Internet, it’s no more than a few minutes for anyone to learn your company’s mission and what distinguishes it from its competitors. Candidates who haven’t done that may be lacking initiative and curiosity about this opportunity.
- They treat staff disrespectfully. You need your new employees to fit in with your organization. This means treating all your staff respectfully, regardless of gender, race, or their role in your firm, so make sure the interviewee meets with people at various levels and take all their feedback into consideration. Even whether the candidate shows up on time gives you input into how they will interact with your staff.
- They disparage former employers. There are two reasons to pay attention to how candidates talk about their former employers. First, you want to see whether they blame the employer for any problems or difficulties on the job, or whether they take responsibility for the challenges they faced. Second, if you become this person’s employer, you may eventually become their former employer as well. If they badmouth former employers in this interview, in the future they may treat your company the same way.
One of the advantages of working with a staffing agency is that we pre-screen candidates so you don’t waste your time speaking with candidates who raise these red flags. Contact In Reach IT Solutions to find out how we can help you find your next employee.