All businesses have information technology (IT) needs.  For small businesses, meeting these needs with a full-time IT pro may be a financial impossibility.  Some IT needs can be met in-house by tech-savvy entrepreneurs or their employees, but others are simply too large or involved.  For these jobs you'll need to call in a hired gun.  Selecting a qualified candidate is key, but can be tough when IT is not your industry.

Qualities of the best IT pros

• The ability to speak in layman's terms
  
  Communication is essential when working with an IT pro to fill business needs.  However, the IT industry is chocked full of jargon that is indecipherable by outsiders.  Effective communication requires translating this IT lingo into plain English. It also requires relaying IT concepts by way of analogy or example.  The IT world might not be one you know well, but the best pros will help you understand how your business needs will be met. 
  
   
• Anything is possible
  
  When it comes to IT solutions the world is truly your oyster.  Given unrestricted resources and time nearly anything can be accomplished.  However, many IT pros will limit their solutions to something already in their bag of tricks.  The few that are willing to learn new tricks and examine all options will find the solutions which best fit you.
   
• The customer is always right
  
  Customer service is surprisingly tough to find, especially when contracting IT services.  The best of IT candidates want a tough customer – it ensures that their solutions best meet your business' needs
   

Qualities of the worst in IT

• Intellectual arrogance
  
  Beware the candidates that believe their IT deeds are pearls to the swine.  These candidates will implement solutions they way they see fit, not the way that best helps your business.  These candidates believe that IT is the highest form of art and will not be burdened by the petty realities of your business.
  
   
• Brute force problem solvers
  
  

  Some IT practitioners design, plan and fully understand the greater goals they are pursuing through their solutions.  Others solve problems in a run-and-gun fashion, pounding on problems until they go away rather than understanding them and finding an elegant solution.  Be careful of the immediate results charm of these candidates – eventually the lack of understanding and planning will come back to bite them and your business.

Interview questions to ask candidates

• Ask follow-ups on experience – Cause the candidate to answer some deep questions.  This will give you insight into their reasoning and problem solving abilities.

• Ask how your needs can be met – This will force your candidate to show their ability to apply IT concepts in order to solve your business needs.

• Ask about similar experiences – This will give you some insight into the candidate's familiarity with your industry, type of solution you'll need and tools used to accomplish them.

• When possible, witness some work – This can be difficult but there is really no substitute.  If a candidate can perform some work in an interview setting it is a testament to skill and ability to work under pressure.

• Follow up with previous employers – There are no two ways about it, you must call references and check up on résumé line items.  Résumé shenanigans run rampant in IT.

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