Given the interest and controversy in the recent topic Does GISP make a difference for GIS analysts? , it may be beneficial to hear specifically from the folks who are involved in the hiring of GIS professionals as to what they and their organizations value when choosing to hire.
Hiring is not a cut and dried science. Pragmatically, as a hiring manager, you have a limited amount of time to evaluate potential candidates. You are tasked to fill a need and there are usually many candidates to choose from for each position.
So how do you test/vet GIS candidates? Specifically, how do you figure out the best candidate for your organizations needs?
- Is a degree important? If so, what level, and does it have to be in GIS?
- Candidates portfolio?
- How the candidate interviews?
- How the candidate performs on a test you give them?
- Their recommendations from other professionals/professors?
- None of the above?
- All of the above?
What factors into your organizations decision? And overall, does the process yield good results, or are there other methods you think might be better?
Obviously this will vary by organization and position requirements, but it will educational for all if we get a cross-section of replies so folks can get a better understanding of the ways it is done. So if you are a manager hiring for a GIS position, how do you do it?
Chris Donohue, GISP