How to Hire an IT Manager
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IT Manager Job Description
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Our organisation is looking for an experienced IT Manager who can oversee our company's server and network infrastructure. As our IT Manager, you will ensure computer system security, develop and implement computer systems, coordinate and plan strategies to meet business goals, lead the IT team, and negotiate with venders. The ideal candidate will have a Bachelor's or Master's degree in computer science, information technology, information systems, or similar, with at least five years of experience working in an IT operation.
IT Manager Duties and Responsibilities
- Run scheduled data and network security tests
- Identify opportunities to improve systems and policies
- Design training programmes
- Oversee system audits
- Provide guidance and direction for the IT team
- Liaise between the business and technical sides of the business
IT Manager Skills and Requirements
- Advanced degree in computer science, information technology, or similar
- Five years IT operations experience
- Excellent knowledge of IT infrastructure and systems
- System administration, database, and security expertise
- Outstanding communication skills
- Awareness of compliance and legal IT security obligations
Personalising Your IT Manager Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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