Hot take? If 5% or less of your total employee count is in IT, SWD, etc... the hiring process should be different to onboard technical folks than the other 95% of employees. Example, A Logistics Company that employs hundreds of drivers, warehouse folks, safety, mechanics, etc... has a hiring process that involves interviews catered towards that business and the 95% of employees. Do we truly think that that process will also work to fill the Senior Cloud Security Engineer position? Could be wishful thinking, but a few minor changes in the interview process, who they "have" to meet with, may make the difference between closing out the position or starting back from square one. Is 5% a fair number? 10%?
Connor E.
2mo
Does the % matter? If it's your first IT hire or you're an IT service provider hiring your 900th engineer you should probably be interviewing & screening them differently than your finance person. This is definitely most commonly an issue with the first or second hire that a company makes in *any* domain What common mistakes do you see SMBs make when they go tomake that first or 2nd IT hire?
Dan Sandler
2mo
Folks, this is the staffing company value proposition. Can't judge/hire someone easily to do something for you if you don't already do the thing in question yourself.
Senior Full-Stack Software Engineer/Manager | C#, Unity, C++, JS/TS, PHP, Python, WPF, RDBMS | Ex MSGS SquareEnix EA Wizards Razer Logi zSpace | VR Developer, Enthusiast and Evangelist
2moSpeaking of this, I applied for a SWE role at UPS once. And they tested my ability to memorize 5 ZIP codes at the beginning of the 3-hour interview and recall them from memory at the end of the interview. I didn't remember a single one of them. And didn't get the job because of it. I asked what relevance it had to the SWE job, and they said "Memorizing ZIP Codes is everything here, if you can't do that you can't work here." Wow.