A Hire Calling: How to Assemble an IT Dream Team

 
 
By Dennis McCafferty  |  Posted 01-26-2016 Email
 
 
 
 
 
 
 
 
 
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    A Hire Calling: How to Assemble an IT Dream Team
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    A Hire Calling: How to Assemble an IT Dream Team

    Hiring IT candidates who possess specific core attributes can help CIOs create a dream team of talent.
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    Integrity
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    Integrity

    Deceptive employees can sink a team—or an entire organization. Look for inconsistencies/exaggerations as candidates tell their story during interviews and/or in their resumes/cover letters.
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    Interpersonal Skills
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    Interpersonal Skills

    Find out whether potential hires can blend in effortlessly within a team of diverse personalities and backgrounds. Assess whether they shirk from opportunities to work with people from outside IT, or relish such occasions.
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    Persistence
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    Persistence

    Does an applicant take initiatives (handwritten thank-you letters, for example) that others don't? That's the sign of potentially valuable self-starter.
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    Resiliency
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    Resiliency

    Ask direct questions that force candidates to reveal key moments of failure, and what they did to come back stronger.
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    Natural Curiosity
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    Natural Curiosity

    The best IT employees have an insatiable thirst for knowledge. During discussions, provide plenty of opportunity for interviewees to ask good questions. Examine what they've done to incorporate continuous learning in their professional lives.
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    Enterprise Thinking
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    Enterprise Thinking

    Do candidates think only in terms of tasks and technologies? Or do they understand how tasks and technologies contribute to organizationwide processes and strategies?
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    Business Savvy
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    Business Savvy

    Potential team members should immerse themselves into the needs of business, and convey an in-depth understanding of industry trends and challenges. Determine whether their relationships with business influencers are deep and meaningful, or shallow and opportunistic.
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    Sound Judgment
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    Sound Judgment

    Can candidates deal with novel, complex situations for which there is no industry, corporate or department history—and make sound decisions without a roadmap?
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    Customer/Stakeholder Focus
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    Customer/Stakeholder Focus

    Find out how a potential recruit recognized an unaddressed need, and then overcame obstacles to get the best possible product/services to customers and stakeholders.
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    Risk Tolerance
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    Risk Tolerance

    Do candidates avoid challenges in the interest of playing it safe? Or do they seek to raise the bar of accomplishment through knowledge-supported risk-taking?
 

When interviewing IT job candidates, why simply fill vacancies when you can bring on a dream team of well-rounded players? By assessing candidates for strengths that extend far beyond a simple command of job description-based tech skills, you'll recruit employees who can make meaningful, lasting impact throughout your entire organization. In the book, Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition (Wiley/available now), authors David E. Perry and Mark J. Haluska reveal best practices—as well as pitfalls to avoid—in landing future stars who will unleash innovation while generating enviable ROI for your department. (Thus, elevating your perceived value in the process.) In one section, the authors list a number of "core attributes" of winning team members, and we've adapted the following from that list. As a managing partner at Perry-Martel International, Perry is a veteran recruiter of senior executives—and has also closed more than $300 million in deals on five continents with a 99.97% success rate. Haluska is a highly sought executive search pro.

 
 
 
 
 
Dennis McCafferty is a freelance writer for Baseline Magazine.

 
 
 
 
 
 

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