Evaluating an IT Candidate’s Personality

March 4th, 2016

Sometime in the future, robots may replace all workers, even IT workers. When that time comes, employee personality won’t matter. If a robot worker doesn’t fit in, you’ll just have them reprogrammed. Until that time comes, though, employees are people, not robots. Personalities can’t simply be reprogrammed, and an employee whose personality doesn’t fit in can have a surprisingly large impact on the rest of the team.

Conflict With Employees and Job Responsibilities

There can be a personality conflict between employees and their bosses, between employees and their co-workers, and even between employees and their customers. All of these conflicts make it difficult to work together to achieve the goal of a project. Conflicts with customers can even result in a company’s losing business.

Even if an employee’s personality doesn’t cause conflict with others in the workplace, it can get in the way of performing the job. For example, a very introverted worker wouldn’t be a suitable fit for a position that requires lots of public interaction, even if they are experts in every technical skill the job needs.

Assess Personality Before Hiring the Candidate

To ensure the candidate has the right personality for the job, make sure your hiring process doesn’t focus only on technical skills. Certainly, keywords on a resume may suggest you should bring in the candidate for an interview, and the interview should prove the candidate’s expertise in those skills. But the interview is also a time to evaluate the candidate’s soft skills and interpersonal capabilities.

Personality tests can rate candidates on measures including intro- or extroversion and ability to lead or propensity to follow, and behavioral interview questions can help you understand how the employee would react in specific situations they’re likely to encounter at work. You can also learn about the candidate’s personality by finding out how they spend their free time away from work.

Because the candidate will likely work as part of a team, have more than one person interview them. Getting multiple perspectives from different members of the team will give you a sense of how well they’ll fit in to your organization.

Work With a Staffing Agency

Staffing agencies like InReach IT Solutions understand both the formal qualifications needed for a job as well as the personal characteristics needed to succeed. With our 20 years of experience and a deep pool of potential hires, we can help you find a candidate who will excel both technically and personally. Contact the Dallas IT staffing professionals at InReach IT Solutions to learn more about our services.

The Difference Between Leaders and Managers

January 8th, 2016

Once technical workers move out of the individual contributor role, where the main responsibility is to work hands-on with the technology, the technical career ladder offers leadership and management roles. Projects may have project leaders, technical leads, team leads, as well as project managers. Every company can define the job responsibilities differently, but there are similarities between all the “leadership” roles. The difference between a lead role and a manager role can be subtle, but it’s important to understand in order to identify the best worker for the position.

Project Leader Responsibilities

In technical projects, roles with “lead” titles usually aren’t fully hands-on but aren’t completely removed from the technical work either. Individuals in these positions know the details of the technology. They have a vision for how the project should be executed and how the product should develop over time. They make key decisions regarding choice of technology and the architecture and design of the system being built. The project leader usually assigns specific tasks to other members of the team and oversees their work, but doesn’t have the administrative responsibility for performance reviews. Project leaders are responsible for identifying when a project is in trouble and reporting problems to the project manager; while they can propose solutions, the project manager is usually the one with the responsibility of speaking with customers to reach a resolution.

Project Manager Responsibilities

Project managers have overall responsibility for a project that extends beyond the technical details. They work closely with the business to make sure the functionality being built will meet business needs. They make sure the project is staffed appropriately and the budget for tools, training, and other needs is spent wisely. Their staffing responsibilities include performance reviews and making hiring and firing decisions. When there are issues that affect the ability to deliver on schedule, they coordinate with the business to make sure a change in scope, budget, or delivery date is acceptable. While the project leader works with the quality assurance team to address quality issues, the project manager will typically make the decision of whether the quality is acceptable for shipping the product or not.

Whether you’re hiring a leader or a manager, working with a staffing agency like InReach IT Solutions can speed the hiring process. Our experience lets us screen candidates to make sure their skills fit the position. Contact us to learn how we can help you find the right people to fill your open jobs.