Your MSP business is going to need top-tier, professional, skilled personnel for the most effective operation. Getting them will require interviews that weed out the poor choices, and don’t miss the good ones. However, there are a lot of anachronistic ideals to the interview process which you would do well to avoid. Additionally, many hiring myths abound.
You don’t want to practice antiquated interview practices built from supposition rather than observation. Sometimes, the most common hiring practices are built around total myth. Following, we’ll briefly explore three hiring tactics that are often misunderstood:
- Job Ads Don’t Need to Carefully Detail Duties
When it comes to a given MSP business, duties of staff will be diverse. Sometimes a software engineer may have to take a call from a customer, sometimes a salesperson may need to answer extremely technical questions about support. The ads you place for your positions shouldn’t attempt to fully list potential work duties, or you run the risk of overwhelming potential applicants until the desperate apply.
- Job Hopping Will Not Always Be Red Flag
Sometimes, people hop jobs because they’re the sort of maverick personality that’s exactly the right kind for your MSP. Sometimes, they hop jobs because they’re a bad employee. The job hopping itself isn’t an indicator either way. It’s worth taking into account, but it’s not going to tell you if you should or shouldn’t hire someone, so don’t use it as a shortcut.
- Experience Isn’t Always Equatable to Acumen
There are plenty of experienced IT professionals who don’t really have all that much skill. Likewise, there are newbies that have talent practically oozing from every pore. Don’t use experience to indicate acumen in the hiring process. Have little relevant tests and challenges available for applicants to try.
Getting the Right People
When your MSP business creates employment advertisements that draw in the right potential personnel, doesn’t misidentify red flags, and values actual acumen over supposed acumen, you’re more likely to get the right people on your operational team.