More IT Auditor Interviews…

I hear all the time how fierce the competition is out there in job land, but I’m still not seeing it. After more IT auditor interviews, I’m the one that is getting discouraged (and I’m the interviewER, not the interviewEE).

My company keeps hiring less than desirable workers as the competition is just not that fierce, at least not in my market. And my company continues to keep poor workers because some are afraid that the replacements will be about the same or worse, and who wants to take the time to train someone who will perform near the same level as the guy you’d like to get rid of?

I think almost all of the good folks are already working…

I think another piece of the puzzle has to do with the fact that most of the interviewees have management experience–way too much for what I need. I need worker bees (that seems to be the term that has finally replaced “grease monkey”).

I need people who can take a test plan and some data and test it. I don’t need people who make constant suggestions for improving an audit plan and process that senior management has already approved. Yes, there’s always room for improvement, but the changes that can be made at this point of the process are limited (even for me!).

When hired in a worker bee position, people who used to be managers forget to remove the know-all hat from their head and just do what they are told. They forget in a new company, they still have to pay their dues and earn their keep.

Well, that’s why you don’t hire overqualified people, right? That’s what I said until I kept seeing who was out there–mostly managers, as those are the first to be let go when the economy crashes. And I can’t do all the work myself.

My advice? To be successful in a new job, you have to stop doing the old (previous) one.

Related Posts:

Interviewing IT Auditors

Bad Interviews Qs

More Pain, No IT Auditors Hired

Pain of Letting (Auditors) Go



Filed under Audit, Employment

7 responses to “More IT Auditor Interviews…

  1. Rafael Rosado

    Having been in your position in the past (both interviewer and interviewee) and having been (and still am) a “worker bee”, I can tell you that it is all based on the individual being considered and what you are willing to offer to attract the “right candidate”. Its not only about the opportunity being presented, its also about what the candidate brings to the table and a mutually acceptable compromise.

    From a employer’s perspective, it is the combination of experience, technical knowledge/proficiency, and soft skills (communication, presentation, team player, attitude, ability to follow directions, time management, etc.).

    From an candidate’s perspective, the expectations have to be realistic (from the candidate and also the employer). If you are looking for a Sr. IT Auditor that can work with little to no supervision, a person that can lead but also roll up their sleeves and help out when required or complete the engagement by themselves, and you are looking to offer the individual much less than he/she is earning or less than what the market is currently offering; then you truly have a challenge (more of a dilemma is what I would say).

    I can’t speak for others, but having been a auditor for many years, having worked with many auditors in different roles, those with more of a consultative approach and with experience are not “cheap”.

    Specially since most auditors will be required to travel over 50% and potentially be away from home for more than a week (if international travel is involved), you find yourself almost having to hire individuals that are single and young (possibly wanting to earn much more than they are worth and with certain expectations of moving up the ladder quickly without “paying their dues”) or more experienced auditors that will definitely be at a higher salary range which you (or your company) might not be willing to pay.

    The more experienced and seasoned auditors are probably going to be a longer term investment than your younger, less experienced and more ambitous auditors. I am not biased towards younger candidates as there are many young IT auditors that have very good experience and would do as good (if not better) work than older/more experienced IT auditors.

    Ahhh…. the joys of finding the ideal candidate… and the frustrations of dealing with the realities of what is available to choose from….

    Happy hunting!


    • ITaudit

      Well, Rafael, the hunting has not been happy. The positions I’ve been hiring for require no travel, and we’re not looking for Sr. auditors, although we have a few of those. We have only one young auditor at this point. The challenge with younger people that we’ve had is just their immaturity in dealing with the team–they do good work and relate well with the business, but not very well internally.

      One of my former bosses taught me to first look at the soft skills that you noted, because it’s easier to work with a less experienced “team player” than a highly experienced “loner” who can’t function well in a team. Especially in a long term situation, you can build the necessary skills.

      Back to the hunt…


  2. Audit Monkey

    Given it is late on Christmas Day, a brief comment from me.

    I love the line “I don’t need people who make suggestions for improving an audit plan and process…” as this was classic behaviour of my former colleagues who were keen to progress their ‘management’ skills rather than hacking it out at the coalface, i.e. doing some actual auditing. Sure they had been evalated into ‘supervisory’ positions but in practice it was one half of the office carrying the other. Farcial.


  3. Pingback: Internal Audit Recruitment « Auditmonkey's Blog

  4. ITaudit

    It never ends. Read about the latest auditor contractor woes in Pain of Letting (Auditors) Go. Back to hiring!


  5. Pingback: Hiring Auditors Who Can Think | ITauditSecurity

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