While hiring new employees for any job poses both a challenge and risk, this is especially true for IT jobs. You may likely need to entrust these new employees with access to sensitive data. This is why you have to be extra careful when it comes to IT staffing.
Technology staffing companies offer a bit of a filter when screening potential candidates, but this obviously won’t catch every potential problem employee that could come your way. The interview is your best opportunity to spot red flags indicating that the candidate is not right for your company.
The following are some of the most common – and important red flags to be wary of when conducting interviews for IT jobs.
1. Lack of confidence.
It’s sometimes a good idea to ask a candidate outright how long they think it will take them to contribute positively to the company when conducting IT staffing interviews. If they can give a solid answer, it can show that they’re both confident of their abilities, and have a good understanding of the job they’re applying for. If they can’t, it may be a sign that they lack the confidence you’re looking for.
2. In it for the short term.
Besides having a history of only holding down previous IT jobs for a short period of time, candidates may give this trait away by mentioning career aspirations that your company doesn’t offer, or mentioning wanting to one day relocate somewhere far away.
If you ask them directly what will keep them at the company in a year, their answer may be very telling.
3. Lack of communication skills.
It has become increasingly vital for those with IT jobs to communicate effectively with those in other departments to keep everything running as it should.
When conducting your IT staffing interviews, pay attention to candidates that talk too little, talk too much, don’t make eye contact, or have trouble talking about non-technical things. If you feel unfavorably about a candidate after an interview but can’t figure out exactly why, it could be due to a simple lack of good communication skills.
4. Poor performance.
In the current economic climate, many have been laid off from technology staffing companies due to downsizing and other situations beyond their control. However, it’s no secret that some employers use this to cut out poor contributors to their IT staffing team when the axe has to fall somewhere.
One technique to gain more insight into whether poor performance was a factor is to ask them how many people from their team were laid off. You probably won’t be able to tell conclusively from this question alone, but if they were the only one, it could be a sign that there was more than simple economics involved.
5. Holds grudges.
IT jobs come with a lot of power and responsibility. An angry employee with access to passwords and other sensitive information could do a lot of damage if they have a bad attitude and lack self-control. Look for signs that they are holding a grudge against previous employers or technology staffing companies.
If they were let go by a previous employer, ask them why they think that is. This may prove to be insightful into any resentment they may not have otherwise expressed.