By John Davenjay

The hiring process isn’t always easy for cloud services providers (CSPs) in need of new talent. It requires a unique set of skills — and sometimes a new hiring manager. With a little help, a never-ending search becomes a company routine.

Take a look below to learn more about the hiring process and how it applies to you and your business as a whole.

1. There is value in outsourcing your hiring.

Whether your company is large, small or somewhere in the middle, hiring is a process, and it’s usually not a short one. Many companies simply don’t have the time or resources to commit to the process on a full-time, consistent basis, while performing their primary job responsibilities.

2. The right candidate is out there … somewhere.

Finding the right candidate for a position can require going through literally thousands of applications. You heard right — thousands. That can be a formidable number when each candidate still needs a phone call, brief Q&A, scheduled interview and reference check to gauge their real potential for the position.  

Don’t get discouraged. Going through applications, making phone calls and conducting interviews can take a week or more, depending on the size of your application pool, and rushing the process may save you time now, but wastes it in the long run if you hire the wrong person. It’s easy to see a killer resume and want to hire on the spot. Fight that urge. Finding your next great employee takes time.

3. Screening employees is a process.

It’s a long process, and one that should be continual. If you are waiting until you have an open seat to fill on your help desk before leafing through a stack of resumes, you may find yourself rushing. Rushing to either get hiring off your plate or to ensure your client has coverage. Both reasons have larger ramifications and expended energy to fix than slowing down and hiring the right person the first time. Be proactive and partner with a local staffing firm. Just be sure the staffing firm has a reputation for solving hiring problems with companies in your industry and a price point that adequately reflects the value.

4. Companies aren’t built on superstars.

Every employer loves the entire package — an IT support prodigy. Your clients love them, and they fit perfectly into your company culture. The one perfect candidate may be out there, but it’s much more likely that numerous, very good candidates are waiting to interview with you. The best employees are the ones who are of good character, reliable, consistent, eager to learn and easy to teach. Remember: talent can be cultivated and developed. But even an exemplary and technical all-star is of little value, if they can’t show up to work on time or play well with others.  

5. Hiring is a full-time job.

See above. If you need to be working through thousands of applications on a rotating basis, consider where else those man-hours could be going. Consider hiring someone specifically to do this job for you. If you can’t hire someone to tackle your hiring for you, consider how to split those duties with a colleague.  

6. Have a hiring plan in place.

Know whose responsibility it is to write job postings, and where they will be posted.  Know who will be going through applications and when. What resources will you be diverting to ensure that you always have a good pool of candidates. If these questions aren’t being considered, it can be difficult to establish a hiring process and assign responsibility.

7. Have a Plan B.

Keep in mind that just because someone has put in an application does not mean they are waiting with bated breath by the phone. Even if they would really like to work for your company, it is unlikely that they have put all their eggs in one corporate basket — so neither should you. When you get ready to hire new talent, always have a back-up plan. If that perfect candidate is given a better offer or has simply moved on to better things since putting in an application, resources must be in place to fill that spot quickly.

8. Know what a good resume looks like.

Also realize that a resume isn’t everything. People inflate themselves on resumes, so look for the following:

Remember that a resume can give you a quick snapshot of a potential new hire, but it is never the whole picture.

9. Push the benefits.

Many people leaving companies for a new one, cite “lack of professional development” as their number one reason for leaving. Good candidates are willing to make lateral moves to find the path to upward mobility. During the interview process, explain how people move up in your company.   Highlight examples and stress continued education in formal training, such as certifications, or hands-on training, such as working alongside engineers on interesting projects.

10. Build company culture.

This last one is less to do with hiring and more to do with being able to articulate your company culture to someone who genuinely cares. New talent, especially those from the millennial generation, cite “company culture” as one of the most important factors when seeking employment. Remember, if you don’t provide an attractive environment, your new hires are likely to find one somewhere else.

Hiring can seem like a daunting task. When growing a company or a division, remember that good employees often lead to better clients or least less headaches.

What kind of questions do potential employees ask about your company during an interview? Are they mainly concerned with professional development, company culture or both?