The Refresh Orlando Heirs

The IT and IS community is huge. There are many different fields
in the IT and IS communities just like a state has different
cities. Since IT and IS are vast, there are many different job
titles, not all of them make sense and this is what makes it
confusing as to what type of job to apply for and who to hire.

I will attempt to give the Human Resource (HR) folks tips on
hiring IT and IS personnel, what HR should not assume, why HR
should not think that a certification is a deciding factor in
hiring someone, and bring to light some of the unrealistic
qualifications I have seen on job boards.

First thing is to ask an existing Information Technology (IT) or
Information Systems (IS) employee to review the resume! They
have a better understanding on whether or not the applicant can
perform the job. If you have no IT or IS employees, find a
consultant in one of the two communities - try a company that
has an IT or IS department.

Try to remember these simple tips:

-Ask which field within IT or IS the applicant is experienced or
interested in

-Most object-oriented programmers can pick up another
object-oriented programming language in no time - just like
assembly language programmers can pick up another assembly
language in no time

-Most graphic designers can learn another graphic software in no
time

-Don’t assume that a network technician can design or develop
your website (or want to)

-Don’t assume that a web designer or web developer can also take
on network technician duties

-Don’t assume that a web designer is a web developer and vice
versa - although it happens often

Just because an applicant has a certification does not mean a
hill of beans. A lot of time, all this means is that the
applicant could afford to take the test. There are many people
out there who can do the job you have available. To hire someone
just because of the certification is not only decreasing your
chances of finding the right applicant, but you are excluding
quite a number of people who can accomplish your mission. Don’t
get me wrong about certifications though, these people have more
than likely studied hard to get them, but still, it should not
be your deciding factor in hiring someone. How many of you have
hired someone because the applicant had a certification only to
wish you had not done so?

I’ve noticed that a great deal of companies are looking for
SENIORS in every field. Well, you can’t go on forever getting
SENIORS if you don’t start hiring some ENTRY LEVEL folks. Pretty
soon, these SENIORS will have to retire, which will leave your
company in a world of trouble later down the road. Don’t assume
that just because the applicant does not have commercial
experience or just graduated from college, they do not have
potential. Looking at some of the job postings, some companies
are not paying enough to employ SENIORS anyway!

If someone is self-taught, why do you feel they are less likely
to accomplish your company’s mission? Think about it: these
people have motivation and determination to reach their goals.
Isn’t this what you really want, someone with determination and
motivation? Think about it.

Another thing, do you think you will find someone with 10 years
of XP Professional experience? NOT!!! XP Pro has not existed
this long!!! Do you really think that you will find someone with
“no more than 2 years” of programming experience, but can
program in 15 different programming languages? Whaaaa? I think
you get my point. Be realistic in your qualifications - you may
find more potential or qualified candidates for your open jobs.

In a nutshell, do your homework and think a bit deeper before
you “don’t” place that call for an interview or close the door
in someone’s face because they have experience, but no
certification. Think about how you felt when you graduated.
Think realistically before you write unrealistic job
descriptions or job postings. I guarantee that if HR will keep
this article in mind, it will make their jobs much easier and
help some hard working unemployed folks out too.