Who will I hire?

Disclaimer – I’m not an HR professional.    Okay, that covers that.

So, I’m diverting a bit from information security today.  I’ve read a lot of comments and questions recently related to what a hiring manager is looking for in interviews for IT and InfoSec jobs.  For instance, a reader question at IT World was submitted by a person who has “had a lot of first interviews but not many second interviews.”  The reader asked “what is the biggest turn-off for hiring managers in an interview?”  While a lot of the application and interview process is common sense, too often I see both recent grads and professionals shoot themselves in the foot.  While I can’t speak for others, here are my pet-peeves and thoughts on what I look for in a new hire…. you may be surprised (or maybe not).

1. Follow instructions!   If the job posting asks that you submit a cover letter, resume and 3 references, DO IT!   Promising resumes have ended up in the trash because the person didn’t submit a cover letter as requested.  If you take shortcuts in the application process, you’re likely to take shortcuts at work.  I don’t want you no matter how great you think you are.
2. Shine your shoes!   IT and Information Security requires attention to detail.  An old boss of mine said he always looked at candidate’s shoes as a measure of their attention to detail.  While not a deal killer, terribly scuffed up shoes may just help you stand out…. in a negative way.
3. Be creative!   Most hiring managers have read the “career advice” websites too.  If your answer to “what is a weakness” is as canned as the question then you’re boring me.  It’s amazing how many times you’ll hear “I work too hard or too much” as a weakness.  Blah, blah, blah.   Try something new.
4. Do your homework!  Nothing is more disappointing than a candidate that doesn’t know the first thing about the company s/he is applying for.  A candidate who knows about a project or news item that was in a press release is more impressive than a candidate who says “you sell widgets”.   I don’t expect anyone to know details.  It’s the demonstrated effort and interest that scores points with me.
5. Ask questions!   If someone told you there is no such thing as a dumb question… they were lying.   Ask meaningful questions.  Are there specific projects this position will be responsible for or engaged in?  How does the organization encourage professional development (not “do you pay for training”)?  What does the interviewer like/dislike about the company?  Be engaging… don’t be the candidate that just wants to be done with the interview.  Those who treat it as an interview for them AND for the company really shine.

For me, I’m interested in candidates who demonstrate passion.  While there is an expectation that the person has sufficient knowledge to meet the requirements of the job, I’m most interested in people with enthusiasm and talent, not a know-it-all.   Are they going to work well in the environment or well they be grating and disruptive.   If you are engaging, stay away from canned answers, and show that you are truly interested in the company rather than just landing a job, you’re going to improve the likelihood of a second interview and offer.  At least with me.