System Administrator Job Description
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System Administrator Job Description
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We are looking for a system administrator to join our organisation. The system administrator requires extensive knowledge of computer software, hardware, and networks. You will be responsible for organising, designing, modifying, and supporting our computer systems. You will design and oversee LAN, WAN, and network segments. Daily tasks can include installing, upgrading and monitoring software and hardware. The System Administrator will handle all essentials such as operating systems, business applications, security tools, web-servers, email, laptop, and desktop PCs.
System Administrator Duties and Responsibilities
- Support network segments, Internet, and intranet systems
- Ensure system design allows all components to work correctly
- Make upgrade recommendations
- Maintain system security
- Troubleshoot problems reported by users and analyse
- Monitor networks for security
- Evaluate and modify system performance
- Maintain network facilities in individual machines
- Maintain the integrity of the network and servers
- Ensure network connectivity throughout a company’s LAN/WAN infrastructure is on par with technical considerations
- Design and deploy networks; Maintain network servers such as file servers, and VPN gateways
- Perform network address assignment
- Assign routeing protocols and table configuration
- Assign configuration of directory services
- Administer all system hardware and software deployment, security updates and patches
System Administrator Skills and Requirements
- Experience with iSCSI SANS; Dell AEQ and NetApp knowledge is a plus
- Specific experience with Symantec Backup Exec
- Knowledge of firewall technology and switching and routeing systems
- Experience with Symantec Endpoint Protection
- Experience with email filtering is a plus
- Proficient with VMware 5.5 including VLAN and Enterprize Plus features
Personalising Your System Administrator 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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