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Top 10 Interview Questions

Top 10 Interview Questions

Top 10 Interview QuestionsTop 10 Interview Questions – As recruting for strong IT professionals, what are the questions that need to be asked.  In Janco’s Interview and Hiring Guide there a many tips and best practices that should be followed.  Incuded are a number of top 10 lists of things to do.  The Top 10 Interview Questions are:

  1. What is your greatest strength?
  2. What is your greatest weakness?
  3. How do you handle stress and pressure?
  4. Describe a difficult work situation / project and how you overcame it.
  5. How do you evaluate success?
  6. Why are you leaving or have left your job?
  7. Why do you want this job?
  8. Why should we hire you?
  9. What are your goals for the future?
  10. What makes you the best fit for our organization?

Other Interviewing tools

Each of these questions opens up the interview process and provides the interviewer an insight in to the candidate they are intervewing.

ncluded in the Guide are specific questions to ask in several areas including:

  • Prior employment
  • Position the candidate is interviewing for
  • Education and training
  • If this is a remote worker
  • Decision-making and creativity
  • Management and leadership
  • Non-work activities and interests
  • Questions that should be avoided

To make the recruiting and interviewing process meet the criteria set by world-class organizations, included are:

  • Questions the interviewer should be prepared to answer
  • Screening resumes best practices
  • Phone screening best practices
  • Interview top 10 best practices
  • Hiring best practices

Also included are electronic forms for:

  • Interview Questionnaire
  • Background Check Authorization

Read on Order Interview Hiring Guide Download Interview Guide Selected Pages

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Women Career Opportunities

Women career opportunities in high growth positions

IT Hiring Kit address Women Career OpportunitiesWomen Career Opportunities are on the rise with both an improved economy and the increased role women play in many organizations. In addition, 3 of the 10 top growth career areas are in IT.

In the IT recruiting process, there now are more women that are in the mix. That includes jobs from CIO to blockchain developer.  Recruiters need to be cognicant of the implications of that. To that end, the IT Hiring Kit address the issues associated with recruiting and retaing qualified female IT Professionals.

Women career opportunities

Based on data provided by the BLS and with Janco’s analysis, it is exceedingly clear that IT will play a major role in the advancement of many women.

Sexism is dead in IT – we think

Of the top 10 growth careers for women 3 are in IT.  Many women career opportunities are in these three career areas are:

  1. Software developers, application, and software systems is projected to grow by 12% by 2026 and currently has a median salary of $89,804.
  2. Computer and Information Systems Managers is forecasted to grow by 24% and currently has a median salary of $85,593.
  3. Management Analysts should grow by 14% and current occupants of that position are paid a media salary of $74.734.

All of this point to a bright future for women in the technology.

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SME High Paid IT Pros

SME High Paid IT Pros in a hot job market

SME High Paid IT Pros

SME High Paid IT Pros all make over $100 according to Janco’s IT salary survey

SME high paid IT Pros in a job market that shows no sign slowing down.  More companies are looking to invest in new technology.  This results in high demand for can-do professionals.  In additions salaries for these information technology professions is on the rise.

The highest paid IT Pros in the SME job market are all over $100,000.  Janco predicts that the median salary for all IT Professionals in SMEs will be over $100,000 within the next year.  The top paid individuals are:

  • Vice President – Chief Information Officer – $165,494
  • VP – Security (CSO) – $142,525
  • VP – Technical Services – $138,881
  • VP – Consulting Services – $138,213
  • Director – Systems & Programming – $133,190
  • VP – Information Services – $133,094
  • Director – Production/Data Center – $115,651
  • VP – Administration – $108,785
  • Project Manager – Distributed Systems – $107,203
  • Manager – Systems and Programming – $106,870

IT Salary SurveyOrder Salary SurveyDownload summary salary survey

Comprehensive IT Job Descriptions

Along with the salary data provided in the IT Salary Survey, there is an option to get full job descriptions for each of the positions surveyed.  In addition, as an option, all 300 plus job descriptions that are published by Janco are available.

Recently the firm updated it IT Hiring Kit which contains the latest salary data and job descriptions.

Options available for getting the latest compensation data along with job descriptions. In addition, this kit comes with the Interview and Hiring Guide

IT Hiring KitOrder IT Hiring Kit

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Top 10 Millennial Considerations

Top 10 Millennial Considerations for Recruiting Managers

Top 10 Millennial Considerations change the way companies recruit.   There are factors that are different that recruiters and managers need to consider.  We have identified the top 10 things factors when look at this portion of the labor pool.

Top 10 Millennial recruiting considerations identified

Top 10 Millennial Considerations

Recruiting Millennials was a key factor is the redesign of the IT Hiring Kit

  1. Millennials typically are not looking for long-term career positions. Many are looking to gain knowledge that they can leverage in their next position. The company, the product, or the service provided is not as important as what the millennial can gain for their experience. During the recruiting process, care must be given to understanding exactly what the millennial is looking for in a position,  Will it be a short employment opportunity or one they can stick with for a 3 to 5 year period?
  2. The company website is one of the first places that millennials will look for information before they do anything else.
  3. Millenials prefer to submit electronic resumes and apply for positions via the internet (company website) or Social Media accounts.
  4. Social media reputation is a key consideration in their decision to accept or reject a job offer.
  5. Millennials prefer companies that are forward-thinking and digitally tuned. Social media presence is important.
  6. They often will not consider an environment where they are at a desk in football field-sized office versus a telecommuting environment.
  7. Communication and training are key components of the culture that millennials need to understand. These individuals look for companies that have an experience base they can learn from, Typically, millennials do now what to create from scratch.  Therefore, they need to have a way to connect with those who have gone before them.
  8. Millennials expect and require modern technology to do their jobs and will specifically look for employers that offer cutting edge tools.
  9. Millennials require that they are in-the-know on company performance and how their contributions have helped the company meet its goals and objectives.
  10. People in this group place person life over work life.  Work is only a means to make a living, a long-term career with a company is not the top priority.

Recruiting Process Readings

IT Hiring KitOrder IT Hiring Kit

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Product Updates March 2019

Product Updates March 2019

Product Updates March 2019Product Updates March 2019 were made to a number of products.

  • Interview and Hiring Guide  was updated to include the Top 10 Interview Best Practices. All of the electronic forms were updated and two job descriptions were added.  They are Manager Human Resources and Human Resources Specialist.   This was also added to the the IT Hiring Kit and to CIO HR Staff Management Kit.
  • IT Hiring Kit was updated with the the latest IT Salary Survey, Interview and Hiring Guide, the latest IT Job descriptions.
    IT Hiring Kit Versions

    Versions of the IT Hiring Kit all are available with 1 or 2 years of subscription service

     

  • CIO Infrastructure Policy Bundle was updated with the latest Record Classification, Management, Retention, Disposition Policy and the BYOD Access and Use Policy.

If anyone has ordered and of these offerings within the last month or has an active subscription they download them from our subscription page.

You can also see the recent product reviews:

Detail job descriptions were presented as well

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Top 10 Interview Best Practices

Top 10 Interview Best Practices

Top 10 Interview Best Practices – In every employment market, candidates need to say yes when they are offering a position.  It is up to the company and its recruiters to create an environment that will assure that when they provide an offer it is accepted.

Top 10 List

Here are the top 10 things that recruiters need to do when they are hiring.

  1. Top 10 Interview Best Practices

    Top 10 Interview Best Practices is just one of the many tools contained in the Interview and Hiring Guide

    Make the right first impression. Job candidates know to put their best foot forward, but companies in hiring mode can forget to do the same. That includes everything from seeing that the office receptionist greets the candidate and treats them with respect, to company employees smiling and saying hello as the candidate walks to and from the interview. Creating a recruitment-friendly atmosphere is the job of the whole company. You should never underestimate how important a compelling company culture is to the overall hiring process.

  2. Have a complete and accurate job description. If the position is not clear to the hiring manager, they will not be able to explain it to the candidate. The description should have a good summary that is posted or placed in the ad in addition to the full one which would be understood before the interview starts.
  3. Have the candidate review the job description before the interview. if the candidate knows the roles and responsibilities of the position they will be much more likely to provide a better picture of how they could fill the role.
  4. Communicate to the candidate what the interview will entail. Let the candidate know that they will be spending x time in the interview. If there is any testing of any sort they should be aware of that especially if there is a personality or physiological testing process.
  5. Be prompt. if the interview is scheduled for 3:00, start it at that time. Have a replacement interviewer ready in case the scheduled recruiter is called away for any reason.
  6. Allow no interruptions. Focus on the candidate. Turn off your cell phone and email notifications. Put your office line on Do Not Disturb. Do not have anything between you and the candidate like a computer display.
  7. Prepare for the interview. Know who the candidate is and have a set of questions ready to be asked.
  8. Have materials to be provided to the candidate available. If the recruiter is going to provide any materials see that it is on hand. Put a post-it note on the materials with the candidate’s name on the materials. That will show the candidate that they were important enough to cause the company to have materials pre-prepared.
  9. Be enthusiastic. he recruiter should be positive and enthusiastic not only about the job that is being filled but also about the company.
  10. Provide a set of next steps at the end of the interview. Tell the candidate what will happen next and when. Do not take too long to decide on hiring or removing from consideration and or schedule a follow-up interview.

Order Interview Hiring GuideDownload Interview Guide

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Top 10 Reputation Management Rules

Top 10 Reputation Management Rules

Top 10 Security Management rules

Top 10 Security Management rules are defined in Janco’s Security Manual Template.

Top 10 Reputation Management Rules are defined in detail in Janco’s Security Manual Template.

Without constant vigilance, your company is vulnerable to attack. The first step to take is to assess your current security stance, then make a plan to increase security with proper best practices and technologies.

Top ten commandments of security management for CSOs, CIOs, and IT Managers

  1. Limit access to information to those who need to have it. People can’t misuse information that they don’t have.
  2. Conduct frequent and deep security audits. Identify who has access to what – and how their actions could weaken the protection of valuable data/information.
  3. Set limits to information access. Do not exclude all information from access – data exclusion locks down access. Limits set authorizations so specific people can do specific things under specific circumstances.
  4. Limit administrative rights to as few individuals as possible. Very few individuals need them to do their jobs.
  5. Ignore organizational hierarchy when setting access capabilities. Access and authorization should be based upon responsibilities, not position.
  6. Make Security Invisible. Minimize extra commands, screens, pop-ups for employees; if an action is allowed, just let it happen.
  7. Analyze Security End back doors. Compliance logs reveal threat patterns, and show how security steps are hurting productivity.
  8. Monitor information access and updates. User-initiated application information updates can invite vulnerabilities.
  9. Educate everyone on security policies and procedures. The more that people know about the rules the better
  10. Make security best practices the watch word for everyone. IT and the general workforce must address the constantly changing nature of security breaches.

Security Manual Template

Security Policies and Procedures Manual for the Internet and Information Technology is over over 230 pages in length. All versions of the Security Manual template include both the Business & IT Impact Questionnaire and the Threat & Vulnerability Assessment Tool (both were redesigned to address GDPR, CaCPA, ISO, Sarbanes Oxley and CobiT compliance).

Security Manual TemplateOrder Security ManualDownload Selected Security Manual Pages

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10 Point Power Checklist Disaster Recovery and Business Continuity

10 Point Power Checklist Disaster Recovery and Business Continuity

10 Point Power Checklist Disaster Recovery and Business Continuity

10 point power checklist that adddresses the issues associated with power after an event that disrupts a network, availability of power to recover and run the network often is critical.

10 Point Power Checklist Disaster Recovery and Business Continuity needs to be incorporated into the disaster recovery – business continuity plan. The Disaster Recovery Business Continuity template contains many checklists and best practices to follow. The checklist  includes:

  1. Electricity, water, broken wires do not mix. Review all electrical and plumbing plans in detail.
  2. Understand the minimum power requirements to be operational.
  3. Have an adequate fuel supply to operate backup power sources. If the outage lasts for more than 30 days will the faciulity be ale to continue operations.
  4. Set reasonable response times for standby generator.
  5. Maintain your equipment and test it operations. Test at least once a quarter and review supplies on hand.
  6. Understand your environment and geography.
  7. Set up generators in an “open environment”. Carbon monoxide fumes can build up and poison people.
  8. Quarterly review your load.
  9. Meet all mandated compliance requirements. See Compliance Management Kit.
  10. Optionally contract for a rental power source.

A full description of each of these is contained in the template.  If followed, the chance the plan will be a workable one, are significantly improved.

 

Disaster Recovery Plan TemplateOrder DRP BCP TemplateDownload Disaster Plan Sample

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Top 10 Hiring Best Practices

Top 10 Hiring Best Practices

Top 10 Hiring Best Practices - Job Interview and Hiring Guide

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.

IT Hiring KitOrder IT Hiring Kit

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.

 

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Cloud Outsourcing

How to Guide for Cloud Processing and Outsourcing 2019 Version Released

How to Guide for Cloud Processing and Outsourcing 2019 Version Released with new fearures. It now is available in ePub format.  The version is provided with the basic product.

As interest in cloud computing continues to gain momentum,there is increasing confusion about what cloud computing represents. Without a common, defined vocabulary and a standardized frame of reference, organizations cannot have a cogent discussion about cloud computing. The practical guide for cloud computing outsourcing addresses this challenge by providing a context for productive discussion and a structure for planning, both short and long term, for a successful implementation.

In a recent study, Janco identified the 5 major reasons why CIOs, and enterprises in general, are moving towards Cloud and Outsourcing as processing solutions.

Cloud Oursourcing

Cloud Outsourcing – Reasons why CIOs recommend Cloud and Outsourcing Solutions

The top five reasons and percentage of CIOs who gave these reasong for are  selected are:

  1. Application development (86%) is one of the primary reasons.  Development is easier and resources are scalable.  At the same time costs are variable.
  2. Infrastructure Support (63%) includes the ability to have portable backups and, for example, support disaster recovery and business continuity process.
  3. Gain Specialized skills – (61%) there is no need to create an operation environment to try  a new technology.  In addition it provides and ability to prototype.
  4. Service Level Improvement (45%) can be inproved with flexible capacity.
  5. Cost Savings (34%)  is still a reason for many CIOs to select these options.

New with the 2019 version of this how to guide:

  • GDPR Mandate requirements defined
  • Added Application & File Server Inventory
  • Updated the included job descriptions to be compliant with all mandated requirements
  • Updated all the included forms to the 2019 version
  • Added eReader format (ePub) for the core document

Order Cloud Outsourcing TemplateDownload Selected Pages

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