HUMAN,RESOURCE,amp,#58,HOW,HIR technology HUMAN RESOURCE: HOW TO HIRE INFORMATION TECHNOLOGY
Active shredder safety technology for the small office. Shreds 15sheets per pass into 5/32" x 1-1/2" cross-cut particles (Security Level3). Patented SafeSense® Technology stops shredding when hands touch thepaper opening. Designated shredde The electronic cigarette is not new. People who buy electronic cigarette knows that this product has been in the market for years now. Despite some sectors apparently trying to shoot the product down from the shelves, the popularity of elect
The IT and IS community is huge. There are many different fields in the IT and IS communities just like a state has different cities. Since IT and IS are vast, there are many different job titles, not all of them make sense and this is what makes it confusing as to what type of job to apply for and who to hire.I will attempt to give the Human Resource (HR) folks tips on hiring IT and IS personnel, what HR should not assume, why HR should not think that a certification is a deciding factor in hiring someone, and bring to light some of the unrealistic qualifications I have seen on job boards.First thing is to ask an existing Information Technology (IT) or Information Systems (IS) employee to review the resume! They have a better understanding on whether or not the applicant can perform the job. If you have no IT or IS employees, find a consultant in one of the two communities try a company that has an IT or IS department.Try to remember these simple tips:-Ask which field within IT or IS the applicant is experienced or interested in-Most object-oriented programmers can pick up another object-oriented programming language in no time - just like assembly language programmers can pick up another assembly language in no time-Most graphic designers can learn another graphic software in no time-Dont assume that a network technician can design or develop your website (or want to)-Dont assume that a web designer or web developer can also take on network technician duties-Dont assume that a web designer is a web developer and vice versa although it happens oftenJust because an applicant has a certification does not mean a hill of beans. A lot of time, all this means is that the applicant could afford to take the test. There are many people out there who can do the job you have available. To hire someone just because of the certification is not only decreasing your chances of finding the right applicant, but you are excluding quite a number of people who can accomplish your mission. Don't get me wrong about certifications though, these people have more than likely studied hard to get them, but still, it should not be your deciding factor in hiring someone. How many of you have hired someone because the applicant had a certification only to wish you had not done so?Ive noticed that a great deal of companies are looking for SENIORS in every field. Well, you cant go on forever getting SENIORS if you dont start hiring some ENTRY LEVEL folks. Pretty soon, these SENIORS will have to retire, which will leave your company in a world of trouble later down the road. Dont assume that just because the applicant does not have commercial experience or just graduated from college, they do not have potential. Looking at some of the job postings, some companies are not paying enough to employ SENIORS anyway!If someone is self-taught, why do you feel they are less likely to accomplish your company's mission? Think about it: these people have motivation and determination to reach their goals. Isn't this what you really want, someone with determination and motivation? Think about it.Another thing, do you think you will find someone with 10 years of XP Professional experience? NOT!!! XP Pro has not existed this long!!! Do you really think that you will find someone with "no more than 2 years" of programming experience, but can program in 15 different programming languages? Whaaaa? I think you get my point. Be realistic in your qualifications you may find more potential or qualified candidates for your open jobs.In a nutshell, do your homework and think a bit deeper before you "don't" place that call for an interview or close the door in someone's face because they have experience, but no certification. Think about how you felt when you graduated. Think realistically before you write unrealistic job descriptions or job postings. I guarantee that if HR will keep this article in mind, it will make their jobs much easier and help some hard working unemployed folks out too.
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