Today, data and information are critical to running a successful business. In a global marketplace, you need the right team in place to keep you competitive. Hiring an information systems specialist can help your company.
But what exactly do these professionals do? And how can you ensure that you’re hiring the best person for the job? Here are some guidelines that HR managers can use to fill this position.
The Job of an Information Systems Specialist
Before starting the hiring process, become familiar with the job duties that will be required. While information systems existed long before the advance of information technology (IT), most information systems specialists today work in IT.
Some typical job descriptions and duties for these professionals include:
- Information systems managers are in charge of your company’s data and information needs, including allocating the proper resources to manage them. These encompass computer and network systems, data management, email campaigns, and more.
- Your information is likely in a secure database. If not, it should be. Database administrators help set up and manage this robust tool to manage customers, assets, and other information while protecting your data.
- Computer systems analysts and administrators help organize and set up your firm’s computer systems, servers, and network. Computer analysts research your needs and work with the business department to acquire hardware and software. Administrators manage and maintain these systems once they are in place.
- Information security analysts are responsible for keeping corporate data and computer systems safe and secure.
Salaries for these positions have a wide range. Make sure your budget is in line with your needs before looking for applicants
Attracting and Recruiting the Right Candidate
According to the U.S. Bureau of Labor Statistics, the demand for information security analysts will grow quickly by 2030. Many will be attracted to this high-paying field, as well as other IT and information careers. HR departments must sort through the onslaught of applications they receive for each job post to find that ideal candidate.
One way to cut through this is by putting artificial intelligence (AI) to work in your hiring software. AI can use keywords and advanced algorithms to streamline processes such as:
- Targeting the best job-seeker sources for the positions you are filling.
- Analyzing a candidate’s online presence to see if they are a good fit.
- Using chatbots to engage applicants and keep them up to date on the hiring process.
- Removing barriers such as unconscious bias to ensure a more equitable workplace.
When you have found candidates, it’s time to focus on the interview process.
Asking the Right Questions
Information specialists provide a vital function. They contribute to the safety and integrity of your corporate assets and data. It’s critical to ask the right questions during the interview to ensure you hire the best candidate.
First, make sure you know what technical skills they must have. These will funnel your candidates down to those with qualified hard skills.
It’s also important to ensure they have the right soft skills. Interview questions for information system specialists should cover more than just experience. Technology and information change at the speed of light. Candidates should be able to think on their feet and be adaptable. Ask potential hires how they stay current with developing technologies and new data systems.
To get a handle on how they work now, ask them about the tools and systems they use to manage data for employees and customers. You may want to also provide complex or difficult scenarios to see how they would handle them.
Finally, no interview is complete without ensuring the candidate is a good fit for the team and your company’s corporate culture. Interview questions about communications skills, teamwork experience, and how they work in different environments are critical.
Managing Modern-Day Interviews
In the past, interviews consisted of a call to an applicant followed by one or more face-to-face interviews. Often, there would be one with HR and a second round with the department head. Today, there are far more interview options available to find the best candidate.
For example, applicants can expect multiple interviews with key people both in their team and with other adjacent departments. Another possibility is interviewing with a panel. Candidates are questioned in a conference-like setting by the various people they will deal with on the job.
Another popular option is recruiting through an agency, which saves a lot of time and money. This is a wise choice when selecting a high-level candidate like a manager.
While in-person interviews are still very common, Covid-19 has impacted hiring and even the interview process. Many people are still hesitant to come into the workplace. Your ideal hire may prefer to work and interview remotely.
Since the pandemic, education and qualifications are not as important as getting the work done. Skill-based hiring is far more important than education or similar qualifications for online workers.
Remote work and recruiting are important trends in human resources today. Hiring managers must adopt HR technologies that will automate recruitment and make your company friendly for remote-only workers. For example, interviews using video conferencing tools are replacing both traditional phone and in-person interviews.
As a practical matter, virtual hiring and remote work options benefit hiring managers by providing a global pool of applicants, improving your ability to run a diverse and unbiased workplace. It also protects the company from closing should another lockdown or crisis occur.
Information systems specialists are a vital part of managing and protecting your corporate data. This keeps your company competitive. Using AI and modern-day recruitment techniques helps you select the best person for the job.
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