Last weekend, at GLSEC, there was a panel. At the panel, some managers bemoaned the fact they couldn’t find qualified candidates around a specific technology. They happened to be talking about SharePoint this weekend.
That was this weekend. Another year, another location, it would have been a different technology. The problem is if you can’t find the candidates, it’s not the technology, it’s you. You have other options. You need to realize you have other options. (Sorry for my blaming way of writing.)
Here the options I can see, and I bet you can see more once I show you these:
- Train everyone in the group in this technology. Now you have a surfeit of people in this technology. Once everyone is trained, everyone knows how to administer this technology, and maybe it’s not hard to use it.
- Transition to a new technology. If you can’t find an administrator, maybe this technology’s days are over. Find a new technology, and transition everyone to a new technology. Are people using it because it’s a good technology or are people using it because it’s the path of least resistance?
- Take your most experienced person in the group and train that person in the technology. Now, ask this person if the technology is worth that person’s time. Do they know of alternatives?
- Hire a new person and train the person in the technology. Ask the person if the technology is worth that person’s time. Do they know of alternatives?
If you can’t find people, you have to change how you work. You need to consider other options. It’s that simple. (Yes, there’s a chapter in my Hiring book about this.) Easy to say, not always easy to do.
Look, this management stuff is not easy. That’s why you get paid the oh-so-big bucks. (Ok, get up off the floor once you are done laughing.) But these are the management problems you need to solve. You can probably see other potential solutions that I can’t see that are much better than the ones I suggested. But you can’t say, “Oh, let’s just hire a junior person and turn that person into a SharePoint developer.” You can say that, but that’s only one option, and you need more options before you really understand the problem.
That’s why it’s so important to understand your hiring strategy before you start with a job description. Spend five minutes on your hiring strategy and save yourself hours on review resumes. And, you’ll know how to find those candidates.