The Trouble with Hiring that 1st IT Employee – Part One
If your IT talent leaves, what happens to your IT?
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The Trouble with Hiring that 1st IT Employee – Part Two

You managed to make it through IT interviews and hired your first IT employee, congrats!  Now the real fun begins.

Learning on the Job

Some places are totally okay with learning on the job for the one man IT operation.  That’s great!  Great employee’s should always be given the chance to learn.  The question for the employer is what are you willing to sacrifice for that person to learn?  Are you letting your one man IT learn on the job?  Most likely you are.  With IT, learning on the job has similar issues, but additional things can pop up.

  • They’re learning, but they’re also creating your IT infrastructure for the foreseeable future.  Long term.  You say, “Hey Jim, can you research a solution for backups and put it in place.”  Great!  Jim researches all around, puts a solution in place for the budget you gave him.  Was it the right solution? The best solution?  The easiest one to learn?  One he was already familiar with?  You’re about to find out, hopefully not the hard way.
  • Your IT is going to be band-aided together, one system at a time.  Does everything work together, nicely?

Everything is Great

We’re part optimists, part realists over here at DTS.  Let’s say that new hire has been there for months and has got everything seemingly working great.  There’s no major issues, other than desktop stuff here and there.  Now what?  Leisure time is what’s up.  IT professionals are notorious for surfing the web during down-time.  A couple thousand cat pictures later, they get back to work just in time to go home for the day.  If you have an in-house IT employee working for you 40 hours a week. I’d say they’re actually working closer to 10 hours.  Here’s the questions you should ask yourself…

  • When there is downtime, what is that employee doing?  And are you paying for it?
  • Is a full-time salary with benefits worth 10 hours a week?