The best asset for an IT organization is a team with solid technical skills. According to February 2019 statistics from bussiness2community, 81% of organizations recognize development of technical staff as their top priority. In the current technological landscape, one of main reasons why IT projects fail and companies lose clients is because team members are unskilled or technically sub-standard.
As the world is transforming digitally, some of the strong attributes that an IT professional should possess are good communication skills, networking skills to liaison with different teams and, of course, time management in a chaotic ecosphere. However, at the core, individuals with sharp technical skills still remain the problem solvers and form the base of IT.
Imagine you own a high-end, sports luxury car with the best air purifier, leather interior ceilings, bejewelled fuel caps and a first-class music system – there you sit on the driver’s seat and lo! The engine does not start. You just cannot get the car moving. What use are the state-of-the-art amnesties when the vehicle cannot take you from point A to point B? Similarly, in the absence of strong technical skills, an IT professional even with the best of communication and time management skills, cannot be considered as a good fit for the job.
Lack of right technical skills may have several skewed outcomes for an IT company:
IT teams that have on-boarded candidate after robust technical interviews soar higher. The reason is that the employees with superior technical skills contribute to an organization in various ways:
In today’s evolving IT industry, professionals should be equipped with all forms of technical skills. For a programmer’s role, an employer may look for a candidate who can code in different languages. Even for positions that are not specifically code-writing, like QA, candidates should have a good understanding of the coding process, in order to test a project. DevOps being a mandatory process, it makes a software engineer’s role expand from development to operations. An IT professional, even at an initial level, is required to be deft in skills like design and deployment in addition to coding, testing and automation.
As teams are shifting out of the silo modes and necessitate seamless communication, employers are keen on team members with high degree of technical agility. Technological acumen, domain knowledge and strong hold of software processes are the key aspects that an IT team can never do away with. So are these skills prudent for an individual looking to secure a seat in IT.
Technical interviews, therefore, are seen as a serious business in any IT company. They need to be meticulously conducted at several levels. Are IT companies well equipped to conduct technical scrutiny that they would want to? Do hiring managers employ structured interviewing process to select and hire tech candidates? Read on an elaboration of structured interview process in our next blog.
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