Although there's still a serious IT staffing shortage in hot areas like database management, helpdesk, IT operations and networking, more IT professionals are on the job hunt now than last year. Companies are looking for more well-rounded IT candidates with strong interpersonal skills and a knack for the business side, not just technology. Organizations also want IT professionals who can work closely with users and vendors. A networking specialist who can work comfortably with other departments and match the technology to their day-to-day job requirements, for instance, is a hot commodity. And he or she has more career growth potential.
The stakes are getting higher, and the sales part of the interview usually makes candidates most nervous. IT professionals who understand the skills companies want and are able to show how their qualifications match will be most successful.
Although cutbacks and layoffs on the vendor side and in consulting services have hit networking hard, many positions are still available nationwide, just not as many as last year. Employers are getting choosier, and it's mainly experience that sells. So what does an IT professional have to do to demonstrate his or her skills and land the job?
The Sales Pitch
Selling oneself to a potential employer is probably the hardest part for most people. Don't be afraid to spell out your experience and skills, whether it's LAN or WAN, IP or ATM, even if these skills are already listed in black and white on your resume.
That means emphasizing technical skills directly related to the position, as well as skills you've acquired in previous positions. Give examples of your experience with these skills, as well as of your typical day's activities and projects, such as how you assisted the HR staff in deploying its new PeopleSoft software, for instance. Be prepared to discuss your experience with technology not directly related to the position and link it to what you're doing now. If you're applying for a network technician job and have experience with Unix, Oracle or Lotus Notes, say so. That will show the interviewer your range of the skills and your growth potential.
And organizations increasingly are looking for employees with skills like basic financial knowledge, negotiation, presentation and management. Typically these don't go hand in hand with IT training, but IT professionals are now expected to work closely with employees in other departments as well as with clients and vendors. If you have worked as a liaison to the accounting or finance department, for instance, or if you have worked on a budget, be sure to mention that in your interview.
Gone are the days when the technical professional could get away with having little or no interpersonal skills. IT professionals now must have strong verbal and written communication abilities. Companies need IT employees, especially in networking, who can write and deliver training materials for end-user training sessions or negotiate with vendors on contracts.
What to Ask and When
The question and answer portion of the interview can be challenging. You must know what questions to ask and when. And remember, don't ask questions about benefits and compensation until after an offer is made.
Here are some key questions to ask during the Q&A (see chart, above):
>> Is the organization relatively flat, or is there a distinct hierarchy? How do the various functional areas exist -- separately or cross-functionally?
>> Is work done individually or as a team, or a combination? How are the reporting relationships structured?
>> What are the organization's vision and mission statements? What are its short- and long-term goals? This can be asked for both the whole organization and IT specifically.
>> Does the organization offer learning and growth opportunities for IT workers? Do employees have development plans to encourage their growth? Is a mentoring program offered?
>> How much travel is involved for conferences and trade shows, client visits, and working with other locations within the organization?
>> Determine whether the organizational culture fits your own values and interests. Is the organization constantly evolving, or is change discouraged?
>> Besides salary, what other incentives are offered, such as matching of 401(k), stock options, tuition reimbursement and performance-based bonuses? Does it provide flex time, telecommuting or on-site day care?
>> One way to break the ice is to ask the interviewer when he or she began working for the company, his or her impressions of it, or why he or she wanted to work there in the first place.
Fitting in
Today, more organizations are conducting interviews with technology, including the use of teleconferencing and streaming video for interviewing candidates from afar. No matter how they're conducted, consider all interviews equally important. And if you have a particular skill listed on your resume, be ready to be tested on it.
A company will generally hire someone with whom it feels comfortable, so the "fit" matters, as well as the technical experience. Tailor your responses to demonstrate how your skills and personality fit the organization, whether you are in a face-to-face or a videoconferenced interview.
Despite the continued IT talent shortage many organizations face, IT professionals shouldn't assume a job offer is a sure thing. The pressure is on the candidates these days, and the interview is a foot in the door to an increasingly competitive job market. It pays to be prepared.
Carrie Picardi is a research analyst for Executive Services at Meta Group, Stamford, Conn., who specializes in human capital management. Send your comments on this article to her at careers@nwc.com.
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