• Look for the right temperament-the brightest, most innovative IT pro will hurt your company if he is not relaxed and people-oriented. The days when other employees blindly accept the word and quirks of eccentric MIS managers as Gospel are dwindling.
  
  
• Strong documentation skills are essential-the successful candidate will both understand existing documentation and have the ability to clearly document all new processes. This documentation will be your roadmap for this hire and any subsequent IT hires to follow.
  
  
• Ability to communicate ideas and translate techno-speak-must be able to communicate in terms that are easily understood by users. Remove the mystery and maintain some of the magic while setting reasonable IT expectations for the organization.
  
  
• Consider placing more importance on experience than education-we all know that technology advances more quickly than curriculums. A field tech with a solid base of experience as well as a demonstrated ability to quickly learn and adapt to the latest advances in technology, may be far more valuable than a candidate with a string of degrees.
  

Basic hiring strategies for the long- and short-term:

• If your hiring plan is long term, you may opt for under-experienced-providing a better chance to retain as you bring the employee along and develop and tailor them to your needs.
  
  
• When hiring for the short term opt for over-qualified-this person will accomplish work that will be the foundation for future IT successes. Your current staff will also take advantage of their knowledge.
  
  
• Supplement permanent IT help with consultants for specific projects-ensuring mistake-free, timely and effective action for your project. You again gain the added educational benefit for your current staff.
  
  
• Consider permanently outsourcing part or all of your IT functions-when turning to consultants or specialists in outsourced IT services your company will benefit from a knowledge base and expertise that is far too expensive to maintain in-house.
  

Mistakes to avoid at all costs:

• Don't underpay your IT help-competition is fierce and although money should not be your only differentiator, it is true they can get more down the road.
  
  
• Don't skimp on IT workstations-technology people love the latest and greatest technology, so use it as a perk. Even if you don't need, or can't afford this throughout your organization, your techs need to stay in touch through and work with the best you can afford.
  
  
• Don't demand adherence to a 9-5 schedule-be flexible. Plenty of opportunities will arise for night and weekend work. Your IT employees will be as flexible as you are.
  
  
• Don't exclude IT representation in business planning and development-IT input is key in setting realistic business goals and including IT personnel creates a sense of teamwork.
  

Simple ways to prevent burnout:

• Provide ample educational opportunities-these may include formal courses, providing manuals and software, on-site seminars and in-house training courses as well as other venues suggested by employees.
  
  
• Make vacation time mandatory-one week off per quarter is not out of line for IT professionals who are virtually on-call all the time. Other strategies include a predetermined number of on/off days or mandatory time off after a major undertaking.
  

Although there are not guarantees in the hiring process, there are certain ways to increase the success rate. By incorporating some of these suggestions into current hiring practices, eliminating preconceived ideas about 'how IT professionals are,' and creating an environment that attracts talent and reduces burnout, your company can make sound hiring decisions and retain the valuable IT employees you are investing in.


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