A leadership position that recently opened up in Publix's enterprise data warehouse group needed an updated job description. Because Burke had been working with the group and knew its strategy, she and senior IT management were able to quickly define the position's scope as well as required and preferred qualifications. "There's a nice dialogue that happens before the job posting so we're on point," she explains.
Marilyn Talbot, chief human resources officer at Ascension Health Information Services (AHIS), agrees that knowing the company well is key to making great IT hires.
The IT organization that serves Ascension Health, a Catholic healthcare system, AHIS employs nearly 3,000 IT associates. Two hiring specialists, including recruiter Kraig Whittenberg, handle the 225 IT job openings that AHIS averages each year.
Asking the right questions and figuring from the answers whether candidates will fit into the IT culture, where they'll best serve IT, what managers they'll best mesh with, and where they might move within the company in the future -- that's the real art of recruiting, Whittenberg says.
"It's not just knowing the skill sets, it's understanding the overall picture," he says. "And the better you can be at that, the further ahead you are."
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