Best Practices for Building Systems Integrator Teams
March 1, 2023 - The best hires for systems integrators have the technical expertise, problem-solving skills, communication skills and project management abilities to successfully navigate increasingly complex technology ecosystems while meeting the growing needs of customers. Building a strong team requires not knowledge of hiring best practices, but a grasp on coming trends that will position your business to scale and stay ahead of competition. Here are some of the top ways system integrators are creating and growing great teams and making the right hires.
As businesses become more reliant on technology, the need for systems integration services has increased. Aiding organizations with the implementation, maintenance and optimization of complex technology systems has become critically important as the volume and complexity of data and technology systems have grown.
The COVID-19 pandemic accelerated the need for technology solutions and digital transformation, which, in turn increased demand for systems integrator services, and that need has not slowed. Many organizations had to rapidly adopt new technologies to support remote work, online services, and virtual events and have continued to lean on new technologies to adapt the workplace. That has created new opportunities for systems integrators to provide their expertise.
Additionally, the rise of emerging technologies such as cloud computing, artificial intelligence, and the Internet of Things (IoT) has created new challenges and opportunities for businesses. Systems integrators have kept busy helping organizations navigate these complex technologies and implement them effectively to drive innovation and growth.
Building the right team for a systems integrator business depends on knowledge of the skills needed to meet the growing needs of current and prospective customers. That can get specific, especially when pivoting to a service model.
Here are some top tips that apply to systems integrators:
- Look for candidates who have experience in the specific industry or technology you work with. This will help ensure that they have the knowledge and skills needed to hit the ground running.
- Consider hiring contractors or consultants for short-term projects. This can be a good way to test out new team members and see if they’re a good fit for your organization.
- Use online job boards, social media, and professional networks to reach potential candidates. Be sure to use relevant keywords and hashtags to increase visibility.
- Conduct thorough interviews to assess candidates’ skills, experience, and fit with your organization. Consider using behavioral interview questions to get a sense of how they would handle specific situations.
- Provide opportunities for ongoing training and development to keep your team up to date on the latest technologies and industry trends. This will help ensure that your team remains competitive and able to deliver high-quality services to your clients.
Key skills and traits also matter when making the right hires. Here are some of the most important:
- Technical expertise: The most important skill for any system integrator is technical expertise. You’ll want to look for candidates who have a strong understanding of the technology you work with, as well as the ability to learn quickly and adapt to new technologies.
- Communication skills: System integrators need to be able to communicate effectively with clients, vendors, and team members. Look for candidates who have strong verbal and written communication skills.
- Problem-solving abilities: System integrators often work on complex projects with multiple moving parts. You’ll want to look for candidates who are able to think critically and creatively to solve problems.
- Project management skills: System integrators need to be able to manage projects effectively, including planning, budgeting, and scheduling. Look for candidates who have experience with project management tools and methodologies.
- Customer service orientation: System integrators work closely with clients and need to be able to provide excellent customer service. Look for candidates who are friendly, responsive, and willing to go the extra mile to ensure client satisfaction.
The national Society for Human Resource Management (SHRM), the recognized authority on hiring best practices, offers the following advice on attracting the most talented candidates.
- Create a hiring strategy before you start the process. What are goals? How will you search for candidates?
- Define roles, but leave some flexibility.
- Customize your pipeline stages.
- Always be recruiting.
- Focus on the candidate experience.
Taking advantage of hiring trends can also help. Along with the buzz terms of “quiet quitting” and “quiet firing” has come “quiet hiring” when employers fill talent gaps by shifting employees around and hiring contractors or part-time workers.
“The main reason employers are doing this is because of the talent shortage,” said Emily Rose McRae, senior director of research at Gartner, in a recent article on the subject. “It’s not just hard to find talent. In some cases, the talent is not there, or hiring takes so long that the business is seriously impacted. Hiring a data scientist can take six months or longer, for example.”
When developing a hiring strategy, consider the key roles you will most likely being hiring for, which most often include:
Solutions Architect: Responsible for designing and implementing technology solutions that meet the needs of clients. They need to have strong technical expertise, as well as the ability to communicate with clients and stakeholders.
Project Manager: Responsible for planning, executing, and closing projects. They need to have strong project management skills, as well as the ability to communicate with clients and stakeholders.
Systems Engineer: Responsible for designing, implementing, and maintaining technology systems. They need to have strong technical expertise, as well as the ability to troubleshoot problems and work collaboratively with team members.
Business Analyst: Responsible for analyzing business requirements and translating them into technology solutions. They need to have strong analytical skills, as well as the ability to communicate with clients and stakeholders.
Software Developer: Responsible for developing and testing software applications. They need to have strong programming skills, as well as the ability to work collaboratively with team members.
Preparing Your Brand
Ultimately, the best hire for a systems integrator will depend on the specific needs and requirements of the customer. It is important to define clear job requirements, conduct thorough interviews, and assess candidates’ technical skills, communication skills, problem-solving abilities, and cultural fit to make informed hiring decisions.
Systems integrators can make the right hires to grow and scale their business by following these steps:
- Define clear job requirements: Define clear job requirements that align with business goals and growth strategies. This includes defining the necessary skills, experience, and education for each role.
- Develop a strong employer brand: A strong employer brand helps systems integrators attract top talent and stand out from their competitors. This includes creating a compelling mission statement, highlighting the company’s unique value proposition, and providing a positive candidate experience throughout the hiring process.
- Use multiple sourcing channels: Systems integrators should use multiple sourcing channels to reach a wider pool of candidates. This includes leveraging social media, job boards, employee referrals, and recruiting agencies.
- Conduct thorough interviews: Thorough interviews help systems integrators assess candidates’ technical skills, problem-solving abilities, communication skills, and cultural fit. This includes asking behavioral interview questions and conducting technical assessments when necessary.
- Offer competitive compensation and benefits: Systems integrators should offer competitive compensation and benefits packages to attract and retain top talent. This includes offering a fair salary, health benefits, retirement plans, and other incentives.
- Provide ongoing training and development: Ongoing training and development opportunities help systems integrators develop their employees’ skills and knowledge, which is crucial for growth and scalability. This includes providing regular performance feedback, offering skill-building workshops and courses, and providing opportunities for career advancement.
- Promote a positive company culture: A positive company culture helps systems integrators attract and retain top talent, as well as improve employee satisfaction and productivity. This includes promoting a healthy work-life balance, fostering open communication and collaboration, and providing opportunities for social engagement.
By following these steps, systems integrators can build a strong business and make informed hiring decisions that align with their overall strategy and values. Consider the steps a roadmap to navigating the future of your business success.
Building teams and making great hires are a big part of creating a healthy, scalable business model. Also essential is finding support to manage the business and customer needs. Consider Canopy – a platform that supports system integrators, making it easier for them to scale and provide the most competitive services.
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