I'm about to recruit an entry level IT Support person - initially they'll be doing admin stuff and moving on to 1st level support call resolution ASAP.

It's a very responsible job, though a way into IT Support, as the initial duties will include administering the backups and checking the AV on the servers, so I need to get the right candidate from the off.

Sadly my current report was not up to it, and I'd just started the last stage coaching in the hopes she could improve, but she's resigned so in some ways saved me some grief (or maybe success?). I didn't recruit her, but this is my chance to get the person I need.

I'll be listening to the relevant casts this week, but all advice on entry level recruitment is very welcome as this is my first management post.

As I've not been on the internal HR interviewing course (I've only been with the company since June), I'm not allowed to interview alone - have to have an HR babysitter, but I'd really love to have some MT Forum feedback.


Mark's picture
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Congratulations on the start of a new chapter in your career.

Sorry to hear about the HR minder. Stupid idea.

Primary advice: hold out for whom you want. Set a high bar, and interview over and over. Don't settle.

Keep us posted.


juliahhavener's picture
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I don't know what your relationship is with your HR department. Mine was invaluable when I prepared to start interviewing. They modeled interviews with me, helped me find better phrasing and flow to the conversation, and pointed out areas where I could better get what I (and the interviewee) needed.

The 'Quick and Dirty Interview' podcast also helped. It really let me get a handle on the fact that the interview isn't just about me finding my ideal candidate, but also on my ability to sell the company TO that ideal candidate!

I'm getting ready to start a new round of hiring working very closely with my lead. I'm really looking forward to it and getting his input and perspective on our candidates. We will be doing many of the interviews together but I think this gives some additional information that I wouldn't necessarily have all by myself.

jhack's picture

Structure your questions to focus on the behaviors you want in your new hire: "tell me about a time when you had to solve a problem under pressure" or "how did you organize your notes and papers while studying for your degree?"

The key is to get "stories" about how they have acted in the past. Your questions can be structured to be answerable by someone with limited professional experience, but to reveal the underlying skills you're looking for.

Check out the June 2007 members-only podcast on interview prep, too.