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tech staff

If you are referring to remote staff then you should do a live video interview. However best staff is in house staff as you can actually monitor those employees and track their performance.
 
When hiring a technician we :
1)check their resume and ask him to tell about his experiences and skills that he has mentioned in his resume.(asking him to tell about his previous job, what where his responsibilities, how he handled those responsibilities ets.)
2)give him some task to do at the interview
3)Probation period at least 2-3 week's

Have a nice day:classic2:
 
Obviously you want somebody who is competent and someone who has good writing skills. I always try to hire locally, one your support the local economy and two you actually get to meet the person face to face.
 
In this industry, the best staff is no staff. Nobody will do ---- correctly, or do things the way you want it done. When you hire people, make sure its for menial or general labor jobs. You know, the easy crap that a drunk one-eyed monkey could do. For the tasks that you want done right, and done right the first time, do them yourself. I've learned that over the years... the hard way.
 
deeplist said:
In this industry, the best staff is no staff. Nobody will do ---- correctly, or do things the way you want it done. When you hire people, make sure its for menial or general labor jobs. You know, the easy crap that a drunk one-eyed monkey could do. For the tasks that you want done right, and done right the first time, do them yourself. I've learned that over the years... the hard way.
Click to expand...

Lol, you got some of those monkeys working for you?
 
I think it is difficult to keep tech staff. By the nature of their occupation they always have to be challenged to stay on top of their specialist fields so if things get too monotonous and they are not learning at the same clip, they'll soon move somewhere else. It's easy to find them though. Just by checking active forums and participants who are very knowledgeable in the technical threads. Then try them out on a trial basis. Probably also a good idea to always have one who is more senior, and a junior in training, preferably by the senior so that there won't be an enormous gap if the senior should find more lucrative innings somewhere else.
 
Another problem is, these people think their time is worth their weight in gold and quite frankly, it's not. Tech jobs were big 10+ years ago, but now, not so much. There's just no incentives to pay anybody squat when the job market is so saturated with "educated" button pushers.

You don't like the pay? The work is too boring and/or monotonous? Fine, GTFO!
I'll bring on some other pimple face that can lift a receiver and tap the keyboard.
 
Hello,

It is very easy to choose. All depends on his Skills and Experience. In my case, I may not give more importance to experience because we all should given chance to newbies. The most important thing is Skills. If he have good skills, I will definitely select him. Also, we should not ask hard questions in his interview.
 
Interesting question, which raises a lot of points.l

Many hosting providers turn to outsourced support, and whilst I have nothing against that - things usually end in tears [for the customer]. Some customers will only go with a provider with in-house, native speaking techs. If a website is down (for example), communication is key. Being able to properly understand each other is crucial.

I don't have any specific method for taking on new staff - it usually comes down to calling on Skype for an hour or two, getting familiar with the person and understanding them.
 
When I was in the hosting game I would make sure they had the basics down and then it all fell down to personality. I can teach someone how to fix a server issue or website error. What is hard to do is to teach someone how to be good with customers.
 
Tracker said:
When I was in the hosting game I would make sure they had the basics down and then it all fell down to personality. I can teach someone how to fix a server issue or website error. What is hard to do is to teach someone how to be good with customers.
Click to expand...

That's a great approach!
We do that as well, we have senior experienced staff but we have various examples when we have hired guys fresh out of college with little or no practical experience, but they have shown knowledge, some skills and great personality and willingness to learn and to develop themselves during the interviews.
This guys are great team players, they learn quickly, don't require babysitting and become top performance very soon.
 
You always want to choose someone who can show you their experience and that they know what they are doing.

Some people claim they can do it, but at the end you find out it was not true
 
They need to know web hosting like the back of their hand, have a good personality, and speak English fluently.
 
They MUST have hands-on experience. A degree just doesn't cut it.... unless they are placed in an apprentice position
 
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