My name is Matteo and I'm a cloud solution architect and tech enthusiast. In my spare time, I work on open source software as much as I can. I simply enjoy writing software that is actually useful.
I like diversity, I don't like "diversity for the sake of diversity". I will never hire a white man, an Asian woman or a black guy just to tick some diversity checkboxes.
That's why I appreciate the selection process at my company. When I get sent a CV to review, I don't see the personal details. Just the technical skills and past experiences. I'm not hiring someone because of who they are, but because of what they can do. The human part is handled later, and by HR staff (which is much more skilled in human relations than I am)
I partially agree in your thought process behind hiring an optimal candidate. I, too, value high technical skills in anyone I meet. However, we, as humans, are much more than simple, code-pumping machines. We are more, in that, we have emotions.
These emotions allow us to best ourselves constantly or put others down. These emotions, when organized, make up our behaviors. These behaviors, in my point-of-view, make up more of who we are than our external-physical traits. If they make up more of who we are, then they should be the basis of how we categorize people.
My point is this: if you wish to get the best candidate for a job, technical skills matter but if you truly "like diversity", please consider how stable, creative and motivated a candidate displays themselves to be even if this same candidate appears to be less qualified on paper.
My name is Matteo and I'm a cloud solution architect and tech enthusiast. In my spare time, I work on open source software as much as I can. I simply enjoy writing software that is actually useful.
Yes, yes absolutely. I omitted this part because I didn't think it was relevant, but the CVs I get sent are for people I have to assess. I usually put candidates in technical situations they are not super comfortable (for example, I had many candidates who have never done Test Driven Development, and with those, we try implementing some simple feature using this methodology) to see how they work out something new.
I, of course, don't stop at the CV and meet them personally during the assessment. The HR staff is also in charge of evaluating their human side. But the fact that I don't have unnecessary clutter to dig through when reading the CV means I have a lot less bias during the first screening.
// , “It is not so important to be serious as it is to be serious about the important things. The monkey wears an expression of seriousness... but the monkey is serious because he itches."(No/No)
I like diversity, I don't like "diversity for the sake of diversity". I will never hire a white man, an Asian woman or a black guy just to tick some diversity checkboxes.
That's why I appreciate the selection process at my company. When I get sent a CV to review, I don't see the personal details. Just the technical skills and past experiences. I'm not hiring someone because of who they are, but because of what they can do. The human part is handled later, and by HR staff (which is much more skilled in human relations than I am)
I partially agree in your thought process behind hiring an optimal candidate. I, too, value high technical skills in anyone I meet. However, we, as humans, are much more than simple, code-pumping machines. We are more, in that, we have emotions.
These emotions allow us to best ourselves constantly or put others down. These emotions, when organized, make up our behaviors. These behaviors, in my point-of-view, make up more of who we are than our external-physical traits. If they make up more of who we are, then they should be the basis of how we categorize people.
My point is this: if you wish to get the best candidate for a job, technical skills matter but if you truly "like diversity", please consider how stable, creative and motivated a candidate displays themselves to be even if this same candidate appears to be less qualified on paper.
Yes, yes absolutely. I omitted this part because I didn't think it was relevant, but the CVs I get sent are for people I have to assess. I usually put candidates in technical situations they are not super comfortable (for example, I had many candidates who have never done Test Driven Development, and with those, we try implementing some simple feature using this methodology) to see how they work out something new.
I, of course, don't stop at the CV and meet them personally during the assessment. The HR staff is also in charge of evaluating their human side. But the fact that I don't have unnecessary clutter to dig through when reading the CV means I have a lot less bias during the first screening.
Well, I would hope you have bias toward at least the appearance of competence in the field in which the candidate would be working.
Unfortunately, by this method you are only assessing the candidates ability to write an enterprise-conformant CV.