If you have visited other parts of our site such as the Potential Employees page or the Message from the President page, you may have noticed how highly we value our employees. In our line of work, the developers and network engineers are our largest asset which makes finding the right people vital. In my experience of sifting through candidates to find the right fit for both a specific technical position and our organization in general, I have developed these five criteria that may come in handy to other I.T. managers looking for hiring advice:

1. Aptitude. Whether it is a programmer or networking person, aptitude is our most important trait in a potential hire. Even if they do not know the language or networking platform at hand, high level of aptitude will allow them to become what their assignments need them to be technically. It will also serve them well in an industry that is constantly evolving.

2. Communication. Communication is a two-way process, but listening skills are stressed. Understanding assignments and the business rules that surround that assignment are paramount to success. Being able to clearly communicate statuses, feedback, concerns, and ideas is also important.

3. Experience. Obviously someone who has worked in the field longer has had opportunities to learn the best way possible — by doing. Along with experience comes the “gotcha” moments, the feel for interacting with clients and coworkers, and the understanding that a single technology is not always the answer.

4. Training and Education. Finding people that have had focused training on specific technologies can make a big difference when moving the company to a new challenge. In addition, broad training that comes with several certifications and a college degree show exposure to multiple technologies. It is also a sales tool for our organization to be able to show clients certifications that specific employees hold on their technology.

5. Intangibles. How well do we feel the person will fit on our team. Is the personality the right fit for our organization? Did the interview process go smoothly? These basics are considered, especially when deciding between a final two or three candidates.