IT hiring strategies: Finding the right person for the job

... consist solely of the technical interview. Create a series of hands-on technical tests and administer them to the applicant.

For example, suppose you are looking for a developer who is proficient in C# and TSQL. In this case, you may want to consider designing a test that integrates the two technologies. Give candidates a strict time limit in which the tests need to be completed.

The results of these tests will give you valuable insight into the technical background and knowledge of the candidates. For your technology test, measure the applicant against the list of metrics I mentioned earlier. Human Resources will like this approach because it ensures that you compare your applicant's skills on a level ground. In addition to providing you with information regarding technical skills, a technology test for your applicants will give you insight into their ability to follow directions, and their ability to perform under pressure. Use the tests to whittle down the list of potential employees.

For example, you won't want to have a face-to-face session with an applicant you want to hire as a C# developer if they don't know the language; a technology test can shed light on the qualified candidates for you.

Once you have a list of candidates that did well on the technical exam, it's time to have face-to-face sessions with them. I always find it to be advantageous to have applicants speak about their experience listed on their resume, because I want to make sure the topics listed haven't been fabricated. If the candidate doesn't have real-world experience, have him or her talk about projects completed in class.

During the interview, I like to place the applicant in a variety of business situations to see how they'll react. For example, here is a question I typically ask an aspiring database developer:

"What actions would you take if the report you created regarding financial estimates was viewed by the business owner as being inaccurate? How can you remedy the situation?"

With a scenario like this, there are literally dozens of ways to handle the situation. What you are looking for as the hiring manager is to see how the applicant plans to handle stressful situations.

The value of references
As the hiring manager, you want to be completely confident in the choice you make when you hire a new employee. If you still have questions about the applicant after the technical and traditional interview, consult references. References can give you a wealth of information regarding your applicants.

Of course, you must also be careful when consulting the references because you may come across a former employer that has a grudge against the applicant. All reference conversations must be taken with a grain of salt. Also, some companies have strict reference policies that require no information other than date of employment is given.

Incorporating a technology test in your hiring process has numerous benefits. Testing lets you gauge the applicant's technical skills, personal skills, and business expertise. If after testing and interviewing you are still unsure about your candidate, consult references for more information. When evaluating candidates, put technical expertise first, and personality a close second.