Hiring technical employees for your MSP business has traditionally followed a standard route of choosing interviewees from a pile of resumes and picking the successful candidate from there. Usually, recruiters will look at the pedigree of the college attended, maybe even GPA, and might be swayed by any large, well-known companies that the applicant has worked for. This may be good practice or it may not, because when an employee begins working for you it is their technical skill that is most important to you day to day, and the information on a resume doesn’t help with this.
It makes sense, therefore, that technical skill should be the key attribute used to choose candidates for interview. The tricky aspect is finding out what that is before you meet with them.
How to Change Your Recruitment Process
There are so many different aspects to technical skills that can barely be touched on in a resume, and a huge bank of technical people to choose from who will be applying for jobs. There are many technical people out there, the trick is to get the right ones working for you, and the best way to do that is to get them to solve a problem for you before you even see their application.
This problem-solving can be in the form of answering or solving a technical problem you have that applies directly to your company, or a technical test that can show their expertise as it relates to issues that may come up in their working life if they were to be employed by you. Once applicants have answered, weeding out inaccurate or unacceptable answers should be a great deal easier, and you are just left with the cream of the crop. From these, it shouldn’t be too difficult to select a small number to interview and then a perusal of the resume may be justified to further refine your choices. In this way you can move forward from a huge pile of resumes to just a handful, and then you can at least be sure that someone with the exact experience and technological know-how will be joining you in an interview.
What Aspects to Consider
Different companies within the MSP business sector will have different requirements, but the main skills you need your employees to have will usually be encompassed by the following topics:
- Knowledge of algorithms
- Being able to write professional code
- Understanding of low level systems
- Understanding of back-end web processes
- Architecture skill
- Applied problem solving
- Ability to communicate clearly
Depending on the requirements of the particular job you are advertising, your ideal candidate will need to have extensive knowledge of one or more of these areas. The final point, an ability to communicate clearly, is probably universal but depending on the specific role you want filled, some of the others will be more or less important. The key is to tailor your test to show aptitude in the specific areas that you need that expertise in, and by doing so you should be able to weed out candidates that may seem ideal but are lacking in the exact technical area that you want.
Are you an MSP business that has used traditional hiring methods up until now? If you want to try to lessen the disappointment that comes with hiring a candidate that looks great on paper but has had little experience with problem solving, then maybe trying to recruit on the basis of technical knowledge might be the way forward. Your perfect employee is out there somewhere, and if their technical skills are excellent and a perfect fit for your business, does it really matter which school they went to?