How to Find Good IT Professionals Presented by Allison Hutton & Jeff Hutton April 30, 2014  Our Background ◦ Over 30 years combined in the IT Staffing Industry ◦ Led recruiting departments that placed over 40 people per year in IT positions ◦ Supervised over 50 employees or independent contractors in a variety of disciplines ◦ Multiple presentations on best hiring practices, effective use of sub-contractors and how to best utilize 3rd party recruiters ◦ Actively involved in hiring IT talent today for a variety of industries and skill sets About Us Job Data Per Month in the US 7 6 5 4 3 2 1 0 The Scary Truths Per Million Projected 2018   4.6 years – median number of years that wage and salary workers had been with their current employer, in January 2012 70% - percentage of all US workers who are not engaged or are actively disengaged on the job ◦ 50% are not engaged ◦ 20% are actively disengaged Those Who Have Jobs    Ohio has more than 190,000 jobs open today, despite nearly 400,000 Ohioans looking for work 40% of businesses had unfilled positions for at least six months because they cannot find qualified applicants (nationally) 365 - number of Systems Administrator Jobs Open in Columbus Ohio What About Ohio? What’s the Problem?    Approximately 46% of new hires fail within the first 18 months Almost 50% of employers have settled for a candidate who is “just good enough” because finding the perfect candidate took too long HR does not equate Recruiting Hiring Practices Today Are Broken First Things First  A very good, very detailed, very focused job description (yes this is hard work)  WIFM  Know what a successful candidate is for your organization ◦ Consider past hires ◦ Competitors or similar organizations ◦ Current employees  Keep in mind many of the people doing the work at your company today probably don’t meet your hiring criteria and couldn’t get through your hiring process again! What Can You Do Differently?  Job Description, Required Skills and Responsibilities: Technical Skills Required: Configuring Servers, Support on Tickets, Netbackup, Avamar, EDL, VBR Provide engineering support for the Distributed backup environment which consists of the following: Configure new server backups Complete restore requests for existing backups Troubleshoot issues in the environment Work with vendors on support tickets Complete internal work requests (ITTL) Technologies used: Netbackup, Avamar, EDL, VBR Example Job Description    Systems Administrator / This resource is responsible for working with various vendors to balance the architecture of the client to the software requirements of XXXX packages. The work would include but not limited to architectural documents, server sizing requirements, troubleshooting technical issues in a distributed computer environment, connectivity issues, aspects of performance tuning, technical coordination between various groups. Years of Relevant Experience: 6 plus years ; 4 year college degree or equivalent technical study. Role Description: •Function as the liaison to the various support groups with whom the Software Production team interfaces. •Develop the technical infrastructure maintenance strategy. •Manage the system management resources. •Act as a system's management expert. •Analyze, determine, and document requirements in terms of system management needs and implement them. •Installs software with or without vendor support. •Troubleshoots technical issues in and around the software package (security, network, database, server, IIS settings) - works with the appropriate group(s) to resolve issues. Example Job Descriptions Systems Administrator—IT Project Portfolio System Reporting to the Portfolio Manager, the System Administrator’s role is to provide oversight and guidance to the IT project portfolio and portfolio and project management (PPM) system to support the strategic initiatives across the XXXX Family of Companies. This position will administer the department PPM to provide necessary reporting, data integrity, quality, and training to support overall portfolio governance. This individual will provide guidance and consultative support to project managers and leads in project management and PPM best practices. This individual will support management of a portfolio of IT projects and focus on driving continuous improvement of the portfolio and help to drive ongoing maturity in portfolio management. Specifically, the System Administrator will have responsibility for PPM administration, support and training, and portfolio mgt. Core Responsibilities: • Provide direction and guidance to users of PPM to ensure consistent project process and information. • Serve as administrator for department PPM system to provide maintenance, support, training and ongoing consultation to users and stakeholders. • Participate in the development and execution of technology project roadmaps. • Deﬁne, prioritize, and manage individual projects and the overall portfolio. • Provide ongoing status updates, visibility and communicate relevant information and metrics from the IT portfolio. • Assist in the development of key performance metrics to track portfolio performance. • Identify and provide support to improve performance of at risk projects. • Focus on continuous improvement of the IT project portfolio. • Work with key business stakeholders across the family of companies to prioritize business needs and opportunities. • Create and provide reporting on key portfolio metrics and information to support data driven decisions. Additional Responsibilities: • Contribute to short-term and long-term strategic and tactical planning efforts, budget information and allocation of resources to support the corporation. • Maintain knowledge of multiple company business functions and initiatives to identify where conﬂicts/synergies exist between technologies and business process. • Define and promote effective IT best practices. Example Job Descriptions Fish in the right pond  Seek out passive candidates (almost 70% disengaged)  Expand the pool  Fishing Techniques Employees (current and potential) are brand builders for your organization  Think about the: work, vision, opportunity, career path, impact, chance to make a difference  Respect for Millennials???? – VP by lunch  75% of job seekers are using mobile  Hiring is Brand Building     Put together a list of questions based on ability and aptitude and consistently ask them to every candidate Reserve all judgment for at least 30 minutes Look for “red flags” Most organizations hire on someone’s ability to GET the job not DO the job Interview Techniques Be professional and encourage the candidate to be truthful  Ask open ended questions  Examples  ◦ What is your most significant accomplishment in your career and why? ◦ What are you most proud of that’s not on your resume? ◦ Tell me about a time when you set a goal and didn’t achieve it? ◦ What in particular excites you about this opportunity? ◦ What gives you the most satisfaction from your work? ◦ What’s the most difficult challenge you ever faced and how did you overcome it? Good Interviews  Group interviews (oxymoron(s)) ◦ It takes skill and training ◦ Clarify expectations/roles ◦ Specific reason for being involved Interview Practices Full time, ongoing effort – ABR  Intuition is not a skill  Aptitude and Attitude are Great… but  Hiring is Really, Really Hard Work  Onboarding ◦ ◦ ◦ ◦ ◦  Consistent Current Documented Defined Followed Checks and Balances ◦ Trust and verify ◦ Protects everyone ◦ Slow to hire, quick to fire Hired! Now What? Allavanti Group Final Thoughts and Questions