I personally believe that looking into previous projects/work/company can definitely say a lot about the candidate. But what if that candidate is changing profiles/technology/stack.
For example, I changed my profile from a support guy to a developer. Hence judging my knowledge for the position I applied cannot be tested using my previous job experience.
I had such an interview where I was being questioned continuously about my previous job. Like, not a single question about the current job I applied for or the technology related to that. If I am switching profiles because I wasn't satisfied, then making the entire interview about my previous job doesn't make any sense.
I gave a recent interview where the process took more than an hour of questioning about the technology I was switching into, a project to be made and submitted within a week, and then another discussion about my goals with the CTO.
In my opinion, this is the right criteria to judge someone applying for a job. Check if the candidate 'IS' currently a right fit for you guys. His past may or may not help you decide that all the time.
As a candidate, I'll be happy if you ask me technical questions, or questions about how I managed to learn something daily, or improved my knowledge, or put in an effort to improve myself.
Thank you for explaining your point of view.
In this approach, you presume that the candidate already knows a lot about the new technology stack, do I understand it correctly? How would you consider currently employed ones who are not 100% familiar with the new stack yet?
Also I see a lot of people making a distinction between more senior and more junior roles. Do you think this approach is (or should be) applicable for everyone, or would you make a distinction?
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I personally believe that looking into previous projects/work/company can definitely say a lot about the candidate. But what if that candidate is changing profiles/technology/stack.
For example, I changed my profile from a support guy to a developer. Hence judging my knowledge for the position I applied cannot be tested using my previous job experience.
I had such an interview where I was being questioned continuously about my previous job. Like, not a single question about the current job I applied for or the technology related to that. If I am switching profiles because I wasn't satisfied, then making the entire interview about my previous job doesn't make any sense.
I gave a recent interview where the process took more than an hour of questioning about the technology I was switching into, a project to be made and submitted within a week, and then another discussion about my goals with the CTO.
In my opinion, this is the right criteria to judge someone applying for a job. Check if the candidate 'IS' currently a right fit for you guys. His past may or may not help you decide that all the time.
As a candidate, I'll be happy if you ask me technical questions, or questions about how I managed to learn something daily, or improved my knowledge, or put in an effort to improve myself.
Thank you for explaining your point of view.
In this approach, you presume that the candidate already knows a lot about the new technology stack, do I understand it correctly? How would you consider currently employed ones who are not 100% familiar with the new stack yet?
Also I see a lot of people making a distinction between more senior and more junior roles. Do you think this approach is (or should be) applicable for everyone, or would you make a distinction?