I've been conducting an IT Manager's survey. I'll be using the results of as part of an effort to understand how personality and natural talent can be leveraged to improve one's career. The responses will be aggregated with the answers from other managers, and I'll post the final results here sometime in the futre.
I was previously a supervisor of a development team, and have my opinions on how developers can improve themselves and their career, but I want make sure I accurately represent the breadth of IT managers. The responses from other managers will help ensure this. Below is the survey.
1. What vehicle do you prefer for candidate leads?
B. job posting and interviews
C. recruiters and interviews
2. On the range of 1 to 5, with 0 being no experience with a technology and 5 being significant production-level experience, what significance would you give a interviewee if they had used the technology you're looking for a prototype at work, working demo or test application at home?
A. 5 - Equally significant. Understanding the technology can is the same whether done as part of a complex production or a working demo on a dev machine.
B. 4 - Significant. Of considerable value.
C. 3 - Minimally significant. Of little value.
D. 2 - Somewhat insignificant. Of almost no value.
C. 1 - Insignificant. Making a demo or test application is of no value in getting experience of applicable worth.
3. If a candidate had a blog, would you read it? Would a blog factor into requesting an interview or your evaluation of candidate ability and match for the position?
A. 5 - Very significant factor. I would take time to read the blog and give them equal weight with the resume.
B. 4 - Significant factor. Glad the candidate is sharing their knowledge and views. I would likely review some or most of the blog.
C. 3 - Not really a factor. Good for them that they're blogging, but I most likely would not even go to the blog.
D. 2 - Somewhat insignificant factor. Of almost no value. I would not go to the blog.
C. 1 - Insignificant. I couldn't care less that the candidate has a blog.
4. Besides technical skills and previous positions, what traits do you look for in a job candidate?
Please mark no more than 4.
self-starter works well independently team player
good communicator problem solver innovative
dependable calm leader
energetic organized creative
follows directions works well without structure Other:
5. Describe the attitude of your best employee. What does he/she do?
6. If you could have your typical developer change or grow in some way, what would it be?
7. What's your most common complaint, problem with a developer?
8. What do you look for when you have an opportunity to promote someone?
9. Describe one of the best workers you've recently (or still) have.
10. Describe one of the worst workers you've recently (or still) have.
11. What would you recommended to a programmer (or other IT worker) looking to advance in his career?
12. Could you list three to five basic traits, skills, or talents (such as strategic, responsible, decisive, persuasive, high achiever, adaptable, disciplined, quick learner, positive, or any others you choose) that define or describe the following roles:
13. Have you read about or been involved in training regarding personality styles, temperaments, traits, or strengths, and if so, what was the material or organization?
14. How did you get into your current position?
A. Hired into the position from another company where I was a manager/supervisor
B. Hired into the position from another company where I had a leadership role
C. Hired into the position from another company where I did not have a management or leadership role
D. Transferred within the same company into the position from another group where I was a manager/supervisor
E. Transferred within the same company into the position from another group where I had a leadership role
F. Transferred within the same company into the position from another group where I did not have a management or leadership role
G. Promoted within the same team