Anova IT Blog - A Company's MVP - Finding the right one

Your Company’s MVP

There are so many articles discussing recruiting, retaining and nurturing high performers. And we would agree…who doesn’t want the best of the best when it comes your staff?  Especially the team responsible for your company’s IT infrastructure.

Companies are becoming increasingly reliant on their IT department for many needs. With the rapid advancements made for technology hardware and software and the fact that all of our business is digital, we certainly understand the reliance on IT staff.  From data management to help desk issues and everything in between, the IT department has become the nucleus of most companies.  At times the staff that fills these roles might not have the breadth of knowledge and/or the time to do their job successfully.

Top Tips for Recruiting & Retaining High Performers

Here are tips from Entrepreneur magazine on how to acquire a stellar team for your company (for the complete article visit Entrepreneur online).

  1. Develop accurate job descriptions – Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they’ll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.
  2. Compile a “success profile.” – In addition to creating job descriptions, it’s important to develop a “success profile” of the ideal employee for key positions in your company that are critical to the execution of your business plan.
  3. Draft the ad, describing the position and the key qualifications required – Although some applicants will ignore these requirements and respond regardless, including this information will help you limit the number of unqualified applicants.
  4. Post the ad in the mediums most likely to reach your potential job candidates – Of course, the Internet has become the leading venue for posting job openings, but don’t overlook targeted industry publications and local newspapers.
  5. Develop a series of phone-screening questions – Compile a list of suitable questions you can ask over the phone to help you quickly identify qualified candidates and eliminate everyone else.
  6. Review the resumes you receive and identify your best candidates – Once you post your ad, you’ll start receiving resumes…sometimes many more than you anticipated. Knowing what you’re looking for in terms of experience, education and skills will help you weed through these resumes quickly and identify potential candidates.
  7. Screen candidates by phone – Once you’ve narrowed your stack of resumes to a handful of potential applicants, call the candidates and use your phone-screening questions to further narrow the field. Using a consistent set of questions in both this step and your face-to-face interviews will help ensure you’re evaluating candidates equally.
  8. Select candidates for assessment – Based on the responses to your phone interviews, select the candidates you feel are best qualified for the next step in the process.
  9. Assess your potential candidates for their skills and attributes using a proven assessment tool – A resume and phone interview can only tell you so much about a job applicant, so you’ll need a dependable assessment tool to help you analyze the core behavioral traits and cognitive reasoning speed of your applicants. The success profile you created for each position will help you determine which behavioral traits are important for that position. These assessment tests can be administered in person or online. Online testing and submission of results can help you determine whether the applicant should be invited for a personal interview.
  10. Schedule and conduct candidate interviews – Once you’ve selected candidates based on the previous steps, schedule and conduct the interviews. Use a consistent set of 10 or 12 questions to maintain a structured interview and offer a sound basis for comparing applicants.
  11. Select the candidate – Make your selection by matching the best applicant to the profiled job description.
  12. Run a background check on the individual to uncover any potential problems not revealed by previous testing and interviews

  13. Make your offer to the candidate – The information you collected during the interview process will provide you with important insights as to starting compensation levels and training needs.