<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=555865791448670&amp;ev=PageView&amp;noscript=1">

Hire job fit candidates. Faster.

All Posts

A Project Manager in an IT organization does what project managers in any other domain would do, that is, they manage projects. Project Management involves managing groups of people to achieve a specific outcome. Planning and organizing are their main tasks towards getting the desired software code written.

project manager

The main activities of a Project Manager are as follows:

• The Project Manager develops the specific goals and plans and defines the resources needed for achieving the goal.

• He assigns the roles to be done all the individuals and also defines how results will be measured.

• He needs to coordinate with team members including both software specialists as well as administrative staff in order to satisfy the user, who may be an internal or external customer.

• Scheduling the various activities and allocating the necessary resources to enable the tasks to be completed on time.

• Recruiting, training, counseling and motivating employees also falls into their purview. He is constantly developing the skills of his team.

• Any project would typically be divided into different phases and managing each phase is a major task.

• The project manager besides managing the tasks also plays a strategic role in terms of understanding the challenges and planning how to meet these challenges.

• The ultimate responsibility of delivering a quality job within a time-frame and budget is of the Project Manager’s.

Key Skills Needed

The key skills necessary to assess project manager are -

Communication Skills:

This is mandatory for any Project Manager. He has to communicate with his team as well as the users of the software code. He has to engage with various stakeholders and coordinate various activities to ensure a successful outcome. He has to share relevant information with the team members to ensure that the project is running smoothly. Building relationships with stakeholders and sometimes negotiating with them is part of project management.

Leadership Skills:

The Project Manager must be a good leader.

Good Organizing skills:

Essentially, the Project Manager must be a good organizer with the ability to get work done from others within the specified time frame and with the specified budget.

Delivery Focused:

He needs to be highly delivery focussed.

Motivating team members:

He sets the goals and manages all the resources to ensure that the goal is met. Managing various stakeholders requires leadership skills. Getting cooperation from all stakeholders and ensuring that everyone is highly motivated and working towards the common goal is vital.

Daily Tracking of Multiple activities:

A Project Manager must track multiple projects on a daily basis to ensure that they are in schedule. Since various activities will occur simultaneously, the project manager needs to track each of them and motivate all team leaders to adhere to time schedules without compromising on quality standards.

Problem Solver:

Any projects will invariably face obstacles and roadblocks. Project Manager must possess the ability to anticipate problems, identify their causes and also be able to solve the problems.

Excellent IT & Programming Skills:

This is a must for any project manager. In an IT project, project management involves technology operations along with general management. Without basic knowledge of software programming and some relevant experience, he will not be in a position to manage an IT project. He will not be able to allocate work, schedule tasks or monitor progress. Further, he will not get respect from all the stakeholders.

The Ideal Screening Test for a Project Manager

After understanding the role of the Project Manager and the necessary skills, it is obvious that assessing management skills is the vital part while recruiting Project Managers.

The ideal Project Management test has been designed to assess project management, communication, and analytical skills of a candidate. The test must contain questions in the following areas:

Project Management -

This is a multidisciplinary subject including leadership, basic management principles, risk analysis, financial planning, project management principles etc.

Analytical Thinking -

Displays the problem-solving ability of a candidate, irrespective of his educational background.

Risk Management -

Involves the whole process of identifying potential risks in early stages of a project and taking steps to manage them.

Stakeholder management -

Involves the management of team members, users of the software code and any other parties associated with the project.

Written Communication -

This Pre-Employment test can be used to hire:

• A Project Manager with 7+ years of experience

• A Technical Project Manager with 5+ years of experience

Test details:

Project Management -

These questions cover Stakeholder Management, People Management, and Risk Management.

Written Communication -

Questions on Sentence Correction, Selecting Words, Spotting Errors, and Data Comprehension.

Analytical Thinking -

Questions on analytical thinking to check the candidate's ability to analyze and solve a variety of business problems. This section includes questions of Statement and Argument, Logical Problem, Logical Deductions and Number Series.

With Interview Mocha's online assessment software assess and hire Project Managers and make your hiring process easier, better and faster.

Rajesh Chavan
Rajesh Chavan
Rajesh is a part of content creation department, Interview Mocha

Topics: Technical Hiring

Related Posts

Benefits of One Way Video Interview!

Human civilization has had technological advancements one after the other over the years. These advancements have taken over the recruitment industry too. The recruitment industry has come a long way, refining and making its recruitment process more advanced and easier for both candidate and management.

Recruitment Trends To Expect In 2020!

In recent years the recruitment process has evolved and continues to do so! It is all about data-driven recruitment now, with a pinch of human emotions! Many new trends came in the recruitment industry over the past couple of years, years pass and trends change!

Employee Engagement Trends to Watch for in 2020

In a landscape full of expensive work laptops, catered lunch, and other fancy benefits, engaging employees today is harder than ever. Despite these perks, however, the New York Daily reports that 70% of US employees are miserable at work. This is a large indicator of how leaders are still having trouble stimulating engagement with today’s employees, which is a workforce more diverse and younger than ever before. As new developments in technology and social norms occur at such a rapid pace, keeping up with the changing workforce and knowing how to engage employees can get a little difficult. That said, we’ve outlined a few ways you can stay ahead and have listed the incoming employee engagement trends of 2020. Be sustainable The millennial generation, who are in-line to be the next executives, want to work for companies who are sustainable — and the numbers don’t lie. A survey conducted by Swytch found that out of 1,000 employees, 70% are more likely to work for a company that has a strong green footprint, with 30% leaving a company due to not having a corporate sustainability agenda. Fortunately, it’s not that hard for companies to adapt — even using renewable energy is something that most companies can do, as it’s not as hard nor as expensive as it was before. In fact, thanks to decades of improved technology, Marcus notes that it's cheaper than ever to generate power from a solar grid. This is mainly because the cost to make it has lowered, making it possible for solar-powered projects to thrive, and companies to get into sustainability. While it isn’t meant to be a marketing scheme, being sustainable also provides an opportunity for outward marketing and branding as well. Offer remote or flexible work schedules Today’s generation highly values a work-life balance, and by offering remote or flexible work options, you’re fostering a culture that values these principles. This will increase employee retention as they see their employers value the same thing they do. Not to mention, quality of work and productivity will increase as granting them control over their time lets them choose the work times and environments that are best for them. If you want to start offering flexible work schedules, transitioning isn’t as hard as you think. Our article on ‘5 Ways to Effectively Improve Employee Engagement’ explains that you can start by offering telecommuting days, which lets employees work from home for 2 or 3 days a week. Download time-tracking tools and messaging apps such as Slack or Microsoft Teams to make collaborating and transitioning easier. Remember to also train managers to handle their new team of remote/flexible workers, as managing a flexible workforce isn’t the same as a traditional one. Provide opportunities for growth With the current technology, employees have an easier time developing their skillset — but they don’t want to do this without an opportunity to grow. Providing employees a clear path for growth along with some guidance will make them more motivated to reach higher and engage with the company. Without this, employees will become stagnant or feel demotivated as there are no goals to reach within the company. That said, make sure to pair your employees with mentors, or let them know about the next step in the corporate ladder and how to reach it. Provide seminars, give them challenging tasks, and let them have more opportunities to grow through conventions or events. An employee who feels like they’re valued by a company enough for the company to invest in their growth is an engaged one, and there’s no better way to do this than to give them opportunities