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[Michael Jo]

A credential alone doesn't guarantee real-world job skills, but it increases the odds that the person is competent. Look for a well-rounded technician with a deep Rolodex of contacts in the tech world; knowledge of multiple systems and brands can be better than a deep understanding of Windows alone.

In addition, certifications don't reflect hidden abilities, such as chops in social media. IT skills are lurking outside the lab and server room, within administrative, finance, and human-resources departments. Taking that into account, IT workers have grown from 2 percent of the workforce 17 years ago to 15 percent today, according to Foote Partners.

As more companies try to do more with smaller budgets, the research firm finds, they turn to cloud computing and other technologies that reduce the need for IT staff. As a result, the market for IT professionals now emphasizes hybrid skills. Not only must they understand the equipment, but they must solve business problems creatively.

Don't take someone's experience, training, and certification at face value. Ask what they had to do to get a certification. Hands-on lab work in addition to an exam is a good sign.

When reviewing a person's education, whether it culminated in a liberal arts degree, a diploma from a community college, or a certificate from a trade school, ask about the curriculum. If you're unsure about credentials, read between the lines. Lay out a real-life IT problem that you recently encountered, and ask how the candidate would solve it. If the task is too daunting, you can hire a consultant to interview IT job candidates.

"The classic mistake most people make is they're looking for somebody to solve the crisis du jour," says Michael Schrage, a research associate with the MIT Sloan Center for Digital Business. "You're looking to manage a relationship over time. The best time to do this is when you're not having problems."