Managing director, IT, U.S. Golf Association
If you’re lookIng for a future In It at the U.S. Golf As-
sociation, a “phenomenal personality” is a deciding factor, says
Jessica Carroll, managing director of I T at the USGA. Particu-
larly at the entry level, “it’s our No. 1 criteria,” she says. “We’re
looking at that more than technology experience.”
In fact, a candidate seeking a position as a technology support
specialist can expect to engage in a test scenario during the second
interview, in which the hiring team watches as the interviewee
helps a user through a scripted problem. This not only helps the
team determine whether the IT skills listed on the candidate’s
résumé are real; it also gives them a glimpse of the individual’s
people skills. “We want to see how you’d act if the phone rings and
someone needs help setting up an Access database or creating a
PowerPoint or navigating the Windows environment,” Carroll says.
The USGA often needs to fill three entry-level types of positions:
junior tech support specialist, network administrator and programmer. Here’s what Carroll ideally seeks in each of those areas:
n JunIor teCh Support SpeCIalISt
Handle support phone calls, computer setup and one-to-one desk-based user support. Interact with network team on troubleshooting
problems and reporting back to users. “Dream” qualifications:
1. A pleasant, energetic personality.
2. A true desire to help people and a willingness to go beyond
the call of duty.
3. Basic IT skills and familiarity with Microsoft environments, either through previous on-the-job experience or college
computer science studies.
n network aDmInIStrator
Maintain backups, prepare documentation and complete hands-on
setup and management of virtual or physical servers, as well as supporting the rest of the network team. “Dream” qualifications:
1. One to two years of networking experience, with a college
2. A pleasant personality.
3. Familiarity with Windows servers, Microsoft Active Directory, Enterprise Project Management, Internet Information
Services and Web applications.
Perform hands-on coding for various areas and initiatives, from accounting to communications. “Dream” qualifications:
1. Well-versed in Microsoft .Net and Active Server Pages.
2. Familiarity with the concept of Web services and XML.
3. Bonus: familiarity with mobile application development.
CIO, The Sedona Group
DavID Buzzell, CIo at the SeDona group, a staffing firm, sees
the job market heating up for I T professionals at the entry and
middle levels (the $40,000-to-$70,000 salary range). He says
two market forces are at play: a release of pent-up demand for
staff as the recession eases, and a decrease in the supply of candidates as the number of students pursuing technology degrees
declines. Buzzell’s impressions are gleaned from Sedona’s own
IT needs and from the requests that come in to the firm’s technical staffing unit.
“There are an increasing number of jobs for people with SQL,
C# and help desk support skills, be it from a two- or four-year
degree,” Buzzell says. Enterprise project managers are also in
high demand, he says, adding, “If they’re certified, we would take
as many as we can find.”
No matter what the position, “communication skills are
critical,” Buzzell says. “Typically, when you’ve got a developer
working on a project, you’ve got to bring in someone else to play
the middleman to communicate with the business partner, so
communication is really key.”
At the entry level, Buzzell sees demand for help desk person-
nel, network techs, and Web designers and developers with skills
C++, Oracle PL-SQL, SQL Server T-SQL and Visual Basic. Can-
didates should have good communication and customer service
skills, experience with testing and troubleshooting, and familiar-
ity with Windows 2000, XP Professional Home, Windows 7,
Vista, Cisco, PCs, cables, routers and switches.
At the midlevel, Buzzell sees demand for staffers who have both
business and IT expertise, can hit the ground running on new
projects and can manage projects. Here are the midlevel job areas