Your MSP company is going to have enough trouble with the right tech people helping things operate as they should. These are highly skilled professionals; that means they’re likely eccentric, idiosyncratic, and quirky. It’s their ability you’re after. Quirks can be tolerated if output is facilitated. In order to get the right people for your business, you need to look at all angles. Following are three considerations to help you more effectively induct the right people:
Know the Culture of Your MSP
Your MSP company has its own unique culture. Some tech agencies are more outgoing, some are more professionally motivated. You need to have a clear idea of your corporate culture. This needs to be communicated during outreach, screening, and interview processes. You’ve got to have an extremely specialized position to buck corporate culture in the hiring process— but keep in mind: that may additionally be necessary. Homogeneity in operations does not yield breakthroughs.
Ensure Job Descriptions are Properly Comprehensive
When you describe jobs, use this as an opportunity to help facilitate screening. Get deal-breakers right out there on the table. This will save you interviewing totally unqualified candidates— for the most part. There are always cranks out there.
Test Candidates On and Beyond Their Resume
Once you’ve got a group of qualified candidates, you want to test them in the duties they’ll be performing. Don’t give them work that is essentially unique to your business if you can’t swiftly train them to see how they function. Do give them that which is reasonable to expect. Additionally, pick several remarkable features of their resume and quiz them on it to ensure authenticity. People lie on their resumes all the time; you want to catch such deception before it impacts your business.
An MSP company that uses corporate culture, comprehensive job descriptions, and candidate testing is likely going to acquire more appropriate candidates, and accordingly, better employees.