Your MSP business is in a candidate’s market, which can make recruitment of effective tech personnel difficult. Even so, it’s essential that you be discerning in who you hire. You need to design a process of recruitment that is effective and reliable. Following are a few tips:
Optimize the Description of the Position
An MSP business will have many positions that have some crossover with others. If you’re going to operate at your peak optimization, you need employees enabled for the task through clear job descriptions which aren’t vague or subjective. Line out exactly what you expect from your new candidates, and you’ll have a higher likelihood of interviewing more qualified prospects. If you’ve got a general listing throughout the varying recruitment outlets available, don’t be surprised if you get some off-the-wall, totally inappropriate applicants who basically waste your time.
Screen Candidates Prior Interviews
There are a number of different ways to screen candidates. You need to look at resumes and portfolios. You can conduct phone calls. You may even provide slight little tech barriers in the application process which only a qualified candidate may notice. Be creative, don’t over-complicate it, and screen out the candidates who aren’t of any use to your MSP.
Interview the Best Prospects
Once you’ve narrowed things down, it becomes time to conduct an interview and hire the right people. Your interview should include the same questions. You should never hire the first candidate you interview, even if they end up being the most qualified one. A better idea is to consider at least five candidates. You’ll get a clearer picture if you look over twenty or more, but there are budgetary considerations. Figure out your best balance.
Design clear descriptions, screen candidates, and interview the best. An MSP business that has a more careful hiring process will acquire better candidates. These will become important components of your MSP’s operational machine.