Job Interview and Hiring Guide includes Top 10 Hiring Best Practices as well as best practices for the interview candidate.
Top 10 Hiring Best Practices – the Interview id critical first step in building a world class organization. The Interview and Hiring Guide provides best practices that both the candidate and the entrerprise should follow.
In today’s employment market, it is critical to make every hire count. There is little room for error. It is crucial for senior-level leadership, human resources and hiring managers to all be on the same page and do the right things.
Top 10 Best Practices for the Hiring Process are:
Know how each job supports your organization’s key objectives
Consider both internal and external candidates for open positions.
Use objective evaluation criteria based on known outstanding performers in that job.
Ensure compensation is competitive, based on current market rates for the job.
Apply a consistent selection process to filling all positions.
Include key stakeholders in your employee selection process.
Train your interviewers in your employee selection process.
Give your interviewers guidance to help them probe deeper into a candidate’s suitability.
Review public social media accounts of all candidates.
Conduct comprehensive reference and background checks on job candidates.
Ensure that your orientation process helps new hires become productive faster.
Supply of Qualified IT Professionals Low – Starting Salaries Higher
Supply of Qualified IT Professionals Low as CIO and recruiters look to add the skill sets necessary to meed the demands of seamless information flow via ERP and Blockchain. This shortage is not limited to these skill sets, programmers and business analysts of all stripes are also in high demand.
IT job market growth is marked bu shortages of qualified professionsal. Still Janco forecasts that over 89,000 new IT jobs will be created in 2019.
The political turmoil and lack of any material progress on the trade talks with China and the EU adds a level of risk on the direction of the economy. However, even with all those factors in play there still is positive IT job market growth. CIOs are still planning on expanding the size of their organizations.
Most of the hiring that is occurring is at staff levels. Based on our current data we believe the hiring that will be done this year will be completed by June or July. Demand for consultants and contract employees will still be above average, however, there is a tendency to move towards in-house staff. This data is compiled by reviewing public data, open/filled positions at our client organization, and interviews with selected CIOs, Recruiters and our clients’ internal HR staffs.
CIO Hiring plans for the next year show the focus is on meeting the skill shortage need at the staff level
In order to assist its clients, Janco has just released it 2019 version of the IT Hiring Kit – https://www.e-janco.com/ITHirePack.htm. the Kit contains the over 300 full IT job descriptions, the 2019 IT Salary Survey, and the Interview and Hiring which is packed full of electronic forms and best practices.
2019 Version of the HandiGuide contains 300 2 to 8 page job descriptions. They every position for CIO to Blockchain programmer and System Administrators
IT Job Descriptions HandiGuide was just updated to reflect latest compliance requirements. The HandiGuide was completed in 2019. It is over 800 pages; which includes sample organization charts, a job progression matrix, and 300 individual descriptions. The book addresses all mandated requirements, including the ADA, and is in an easy to use format.
Also included with the HandiGuide are tools to help you expand, evaluate and define your enterprise’s Human Resource requirements. Those tools include:
Job Evaluation Questionnaire
Position Description Questionnaire
Job Progression Matrix (Job Family Classifications)
Sexual Harassment and other key employment issues
Best Practices for resume screening
Best Practices for phone screening
Employee Termination Checklist (Electronic Form)
This offering is fully vetted by the IT Productivitive Center, the Society for Human Resources Management, and the 3 major accounting firms (in the U.S and the EU).
The eReader version of the job descriptions can be loaded directly on an enterprises “Intranet”, searched and printed directly via tablets and SmartPhones.
IT Organization is dependent a clear set of IT Job Descriptions and a career planning system.
IT Organization structure is dependent on clearly defined roles and career paths for all IT Professionals
IT Job Family Classification System – Both in an individual’s personal career planning and an enterprise’s staffing, promotion and compensation it is important to have benchmarks on the levels that individuals are at. To that end, one of the best objective ways to meet this goal is to have formal job descriptions and clear paths for promotion and compensation.
Over the past three decades Janco Associates and its principles have created a set of 300 IT Job descriptions that are viewed by many as the industry standard. As a natural extension of that offering Janco has documented its IT job classification system.
A job family classification system is one that defines how individuals can grow in to higher level positions over time by providing benchmarks milestones that need to be achieved as they advance over time. This in time impacts the compensation that is paid in a fair and objective manner.
The traditional job families within an organization does not have clearly defined promotion paths. In addition compensation levels are often driven by factors other than an individuals capabilities and performance.