Making the right hire for your IT group is never easy. First, you need to find that perfect set of skills for your Python programmer, SAP expert, network engineer, security analyst, etc. Then you have to negotiate the package, train on your business, manage integration to the team, and start focusing on retention. All of this points to why we’ve started thinking more broadly about hiring criteria.
We prioritize attitude, raw talent, and a combination of commitment, interest, and energy over all other criteria.
Specifically, we prioritize attitude, raw talent, and a combination of commitment, interest, and energy over all other criteria. In short, we make what we call “culture-focused” hires.
To be clear, we don’t just hire a “nice” candidate if we don’t think they can do the job. But we only hire someone who can do the job if we also think s/he can add to our culture from day one. It may take a little time to come up to speed on some component of the tech stack we have in-house, but every new hire is expected to be a positive influence on the culture right from the start.
3 challenges in our new IT hiring strategy
This approach has risks. First, we need to be sure we are not building an unhealthy, uninspiring monoculture. That is why we use words like “adding” to our culture and having a “positive” impact over simply “fitting in.” At Broad Institute, we work in biomedical research at the intersection of academia, life sciences, health care, and high-tech. In this environment, we have a high tolerance for creative debate, the interplay of many different ideas, and a clear focus on the ability to get things done.
Source - Read More at: enterprisersproject.com