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How to Hire Computer Network Architects
By Susan Doktor MONEY RESEARCH COLLECTIVE
Nowadays, pretty much every organization runs on technology. Computer networks are an essential part of keeping a business up and running. They allow employees to communicate, give them access to the information they perform their jobs successfully, and automate certain tasks to make network administration more efficient and free of human error.
Choosing the right computer network architect for your business is essential. But how do you go about identifying highly qualified candidates and eventually bringing them on board? We’ve teamed up with ZipRecruiter, one of the largest and best job sites for employers and employees alike, to outline the process. Follow our step-by-step recommendations to make the process of hiring a computer network architect who will bring the most value to your organization.
What is a computer network architect?
Computer network architects design, build and maintain computer networks. They typically have a bachelor’s degree in computer science, information technology or a related field. Computer network architects help keep all kinds of organizations, from educational institutions to online retailers to hospitals, capable of accessing the technology they need to stay competitive.
What does a computer network architect do?
Computer network architects are charged with keeping computer networks secure and making sure they’re reliable. They also design networks to be scalable — able to handle an increasing number of users and devices without sacrificing performance. Scalable networks allow small and large businesses alike to grow without making a huge investment in new technology.
Here’s a summary of the responsibilities computer network architects typically take on:
- Designing computer networks
- Overseeing the purchase of network technologies
- Supervising the implementation of the network
- Maintaining network hardware and software so that it’s reliable
- Troubleshooting network issues
- Designing and implementing network security measures
- Collaborating with others in an organization to determine whether a network continues to meet an organization’s needs as they change
- Updating network architecture to better serve an organization
How to hire a computer network architect
Hiring is a complicated process no matter what position you’re seeking to fill. Hiring decisions have consequences, whether positive or negative, and can influence your organization in many ways. They have both a financial and cultural impact. So, in a word, the way to hire a computer network architect is “carefully”. Let’s look at how you can optimize each stage of the hiring process.
Determine whether you need a freelancer or a full-time employee
Depending on the size of your organization, you may need a full-time employee to look after your network. But smaller companies often rely on part-time network specialists. They may hire a consultant to assess their needs and recommend the proper infrastructure to meet them — in other words, create a network plan — then oversee the implementation of it. When a small organization’s needs change, it may decide to bring in a network architect again to make upgrades to its system.
Larger organizations often have an entire IT department. It could be made up of dozens of individuals, each of whom plays a vital role in specifying and managing the network so it delivers top performance. Let’s spend a minute talking about the employees who often comprise large IT departments.
Decide which type of computer network architect role you want to fill
Many tasks go into keeping a network up and running. Sometimes several employees share those responsibilities, but at other companies, one person takes care of them all. So the term “computer network architect” can mean a lot of things. And some candidates will have the knowledge and skills they need to succeed in your open role even if they’re never held the job title computer network architect. So don’t dismiss candidates who have held other job titles related to your role.
Here are a few other job titles that might come up on the resumes of candidates who might have the experience to succeed in your open role. If you’re using resume-scanning software, you may want to include these titles as keywords.
Network administrator: Responsible for network security, developing storage solutions, installing and upgrading applications, managing software licensing agreements, and creating a system for routine backups.
Systems administrator: Responsible for designing new computer systems. Optimizes process improvement. Creates safety protocols to protect the system from breaches and cyber attacks. Adds new users. Provides technical support and troubleshoots problems.
Network engineer: Designs and implements new network solutions. Sources network equipment and manages subcontractors who are involved in implementing a system. Manages local and wide networks to ensure maximum uptime for users. Optimizes network performance by monitoring and troubleshooting the system.
Network manager: Responsible for ensuring a network is available and functioning well for all users on a day-to-day basis. Documents system design and subsequent improvements and problems. Provides technical support throughout an organization.
Network consultant: Analyzes the needs of an organization and recommends a system to meet them. Supervises the implementation of systems. May also perform many of the tasks listed above on a contract basis.
Create a computer network architect job description
Perhaps the most important tool a recruiter has when hiring a computer network architect is a clear, comprehensive job description. The process of creating one is instructive for employers — it forces stakeholders to really think through their needs. You may want to divide the skills and experience you’re looking for into must-haves and nice-to-haves.
Bear in mind that a well-crafted job description also makes the recruiting process more efficient. You’ll have fewer unqualified candidates applying for a job if you make responsibilities and required experience clear.
Having trouble getting started on your job description? ZipRecruiter offers several templates you can use to guide you in creating a job description that will attract qualified candidates.
Evaluate the qualifications, experience and skills of job applicants
Despite today’s low unemployment rate, you may still receive a large number of resumes when you post a position on a job board. It may be too time-consuming for your staff to review all of them alone. Resume scanning software can be helpful in this situation.
Resume scanning software can be customized to help you narrow down a large pool of candidates to only the most qualified ones. You simply need to provide a list of qualifications and keywords, such as “troubleshooting experience” or “LAN and WAN management skills,” for the software to use.
When you post your job listing on a major job board like ZipRecruiter, the company will use resume scanning software to help you sort through the many resumes that candidates submit. Once you’ve narrowed down your choices to a manageable list of qualified candidates, you can begin the interviewing process.
Ask the right interview questions
To make the most of the time you spend with each candidate you interview, your best bet is to prepare several interview questions that will help drill down to the information you need most to evaluate candidates. Here are a few to start out with:
- Tell me about your experience designing and implementing computer networks. This broad question will help you assess the candidate’s experience and knowledge of computer networking. You can refer to candidates’ resumes, as well, and ask them to summarize the experience they gained while working in different roles and for different companies.
- What are your thoughts on the latest trends in computer networking? The best technology for any given task can change overnight. This question will help you assess whether candidates have kept up with major and lesser-known technological innovations and whether they’ve applied their knowledge in the real world. It also measures candidates’ curiosity and passion for technology.
- How would you approach a problem with a network outage? This question will help you assess candidates’ problem-solving skills and their ability to think critically. It may also reveal something about their interpersonal skills. How well do they communicate and collaborate when under pressure?
- What direct experience do you have in securing computer networks? This question will help you assess the candidates’ understanding of the importance of security in computer networks and reveal how intimately involved they were in designing and implementing network security.
- What are your career goals in computer network architecture? This question will help you assess candidates’ desire to learn and grow. Sometimes, you can attach a timeline to the question, along the lines of “Where do you see yourself in three years?” Ambition is terrific, but you want to make sure a candidate doesn’t have unrealistic expectations for advancement. Asking this question can also help you weed out people who are overqualified for your role and will be unhappy working in your IT department.
Be sure to leave time during the interview for candidates to ask their own questions. Often candidates use this time to ask about company culture. Anyone charged with interviewing potential candidates should be prepared to discuss general questions about the company and not just the specifics of the job.
A job interview is also an opportunity to present your company in the best possible light. We’re not suggesting you gild the lily. Be truthful, of course. But you can absolutely use the time to talk about why you love working in your role.
Hire your new computer network architect
You’ve found the right candidate for your open position. Great job! But the work’s not over yet. Next, you have to persuade your needle in a haystack to come work for you. Highly-qualified candidates often receive multiple offers. You have to make yours stand out by presenting your opportunity in the most compelling terms.
Here’s an important tip. Don’t assume that just offering a high salary will help you win in a labor competition. Candidates understand that benefits make a major portion of their compensation packages. They recognize both the financial and emotional benefits of having a great health care plan or a retirement plan that they’re vested in from day one.
You may also be surprised to learn that, increasingly, a company’s culture is more important to workers than how much they’ll be paid. A 2022 study revealed that 56% of workers consider company culture more important than salary. They’re also concerned about work/life balance. Benefits that support employees outside of work are becoming more attractive. Flexible work hours, a gym membership stipend and the opportunity to skip the commute and work remotely (full- or part-time) may mean more to candidates than their take-home pay.
You should present your offer in a formal offer letter that outlines the expectations you have of your new employee and the compensation he or she will receive for successful performance in the role. Most offer letters specify a date by which candidates must accept or decline the opportunity. The acceptance deadline is usually short — just a couple of days. That allows you to swiftly begin recruiting again if you can’t strike a deal. It’s not unusual for an initial offer to be renegotiated.
Where to find computer network architects for hire
When it comes to recruiting, it’s best not to direct all of your efforts toward executing a single strategy. Taking a multi-pronged approach will assure that your job listing gets the most exposure.
Posting your job listing on major job sites like ZipRecruiter is the fastest way to broadcast that you’re hiring. That’s where most job seekers turn first. These sites provide a wide range of tools to make your candidate search go more quickly and smoothly, including resume scanning software and automated correspondence.
Among the things people pay for when they attend colleges, universities or technical schools is assistance in finding employment. New graduates and alumni have access to educational institutions’ career pages. Did you get a good education? Consider posting your open position on your alma mater’s website. Or choose some of the most widely respected tech universities and let them spread the word.
While it’s a costly route to take, some employers hire external recruiters or recruiting companies to help them fill their open positions. Recruiters earn their pay by getting to know a company’s specific needs in a candidate and referring only candidates who meet them for consideration. They do the pre-screening for you. Often, recruiters maintain relationships with those they have previously placed in a job. They can connect you with candidates who may be highly-qualified, but not actively seeking a different job. Recruiters either earn a flat fee or a percentage of your new hire’s first year’s salary, which can add up to thousands of dollars. So hiring an outside recruiting firm may not be within your budget.
And of course, don’t forget to post your job listing on your company’s career page. The ideal candidate may be closer than you think.
Summary of Miami Herald’s how to hire computer network architects
- Computer network architects design, build and maintain computer networks.
- The general job title “computer network architect” may cover several technical disciplines, including systems administrator, network administrator and network manager.
- It’s essential to prepare a clear, comprehensive job description before you begin your search for a computer network architect.
- You may want to take a multi-pronged approach to publicizing your open position, including posting your job to major job sites and university job boards and hiring an outside recruiter.
- Prepare pointed interview questions designed to illuminate candidates’ hard and soft skills.
- To attract the best candidates to your company, offer a competitive compensation package that offers work/life balance benefits.