In this paper, our task is to tailor a structured job interview for hiring a new employee in the sphere of IT Systems Analysis. In particular, it is necessary to pose several questions that would help to assess the suitability of the applicant for a particular job. Yet, prior to doing it, we should first discuss the functions, which an IT systems analyst has to perform. On the whole, this is the person who helps to incorporate or introduce new technologies in the company. His duty is to keep the firm up-to-date. In turn, this member of the staff may have to design new IT systems or to upgrade already existing ones. The scope of the responsibilities is extremely wide; it includes tests, maintenance, and adjustment of programs to specific needs of the enterprise. Furthermore, we should point out that this employee has to be well-informed of various innovations, which occur almost on a daily basis. He must also be versed in various types of software such as accounting, finance or engineering solutions (Wallerstein, 2004).
But only professional skills are not sufficient. In this case, we need to speak about psychological and personal characteristics. Certainly, it is of crucial importance for him to be communicative, sociable, and capable of coping with stress situations. Yet, there is another gift without which, an applicant cannot meet the standards for an IT Systems analyst. This is the ability to prioritize; during his working hours he will have to switch from one task to another, and these tasks may differ in terms of their complexity, deadline, duration, and so forth. Thus, one is simply obliged to reduce the loss of time and effort to a minimum.
Now that we have briefly discussed the nature of this job we should pay extra attention to structuring job interview. It aims to evaluate not only proficiency, knowledge, and skills but also ability of the person to adjust oneself to the conditions of the given organization. As a rule, this is somewhat one-sided conversation that comprises the following constituent parts 1) warm up stage, 2) exchange of information; 3) conclusion. There are many rather formal elements like greeting, handshake, introduction, etc. We intend to pause on that aspect which usually shapes the outcome of the interview, namely, behavioral and situational questions (Hersen, 2004). They are supposed to grade the decision-making and resilience to pressure of a would-be worker. We need to draw some examples.
- What are the methods that you use in order to keep track of new technologies and software solutions?
- How would you define the scope of your duties in this company?
- What steps will you take in order to upgrade already existing IT system?
- Provided that you have to carry out seven different tasks during a day, how would you set your priorities?
- If you are a quick-tempered person, how do you cope with stress and pressure that may continuously increase?
- What are the criteria according to which you evaluate your efficiency?
- Name those aspects of your future job that are least pleasant to you
Therefore, in this paper, we have endeavored to put those questions that should be used during similar interviews. Of course, we have not listed all of them; still the above-stated questions may be helpful in order to decide whether a person is appropriate for the position in IT systems analysis.
Bibliography
- Immanuel Maurice Wallerstein (2004). World-systems analysis: an introduction. Duke University Press.
- Michel Hersen (2004). Comprehensive Handbook of Psychological Assessment. John Wiley and Sons.