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If you were a recruiter, what would be your recruiting criteria?

mayankjoshi profile image mayank joshi 惻1 min read

Imagine yourself being a recruiter of a giant product based tech firm(say something comparable to Google), what would be your recruiting criteria among mentioned below?

  1. I will recruit someone with excellent understanding of algorithm & data structure(with implementation) and system design.
  2. I will hire someone who has good knowledge of all the latest technology, programming languages and nice projects (or someone who already possess profound knowledge of my company tech stack).
  3. I will have separate hiring criteria. (please explain your criteria)

@ben & @devteam it would be great if you provide your opinions too.

Discussion (13)

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lazerfx profile image
Peter Street

For me, I've been involved in discussion of developer recruitment. I've always wanted to look for more than just tech knowledge. That's easy to get and easy to fake. I'm looking for common sense. I'm looking for a problem solving mindset. I'm looking for evidence of team working and not cowboy lone-star attitude. I want to see how they approach a challenge. Give me someone who can think clearly, and I can make them a coder; but give me a muddled mind who knows code and you can give up now.

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ridaehamdani profile image
Ridae HAMDANI

@lazerfx I will take in account your advice in my next interview, I will try to speak more about my mindset more then my tech knowledge.
Thanks

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lazerfx profile image
Peter Street

I can only speak for myself, and it's also dependent on the level you're looking for. As you get more senior, and have spent more time in the workplace, it should be a given that you can handle the code... but the question should then be - do you fit the personality of the company?

Some of that can be worked on with tech tests - do they fully qualify the requirements before starting, do they understand before writing, do they test, do the use source control, do they write in a clear, maintainable manner, etc. Others are pure communication...

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mayankjoshi profile image
mayank joshi Author

Correct, problem solving skill is the important skill, programming languages can be learned easy in Maximum a month.

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tomekbuszewski profile image
Tomek Buszewski

Well, my only criteria when interviewing and hiring people are good team fit and knowledge of stack we're using. That's pretty much it. I don't do any "ooo let's solve this algorithm using C" bullshit, because I believe this doesn't show any true skill (you know, it's nice that you can keep low complexity when sorting and filtering, but it won't be useful in junior ui developer) .

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mayankjoshi profile image
mayank joshi Author

I agree with you,

But, see I think, someone with good problem solving skill is important, tech stack can be taught to anyone,

Buy having good problem solving skill is tough to teach.

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peledzohar profile image
Zohar Peled • Edited

3 I will try to fit the hiring criteria to the position requirements - there are different requirements for a junior developer position than for a senior manager position. Assuming one criteria fits all is plain wrong.

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mayankjoshi profile image
mayank joshi Author

You are correct, of someone is applying for a position of a senior developer, it is expected that he will know lot's of important stuff beforehand.

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patarapolw profile image
Pacharapol Withayasakpunt • Edited

2.

But general criteria are

  • It's not about latest technology. It's more about currently-in-use technology, like React; or even legacy technologies.
  • Teamwork, flexibility, ability to delegate to others.

However, like Pareto principle, 10-20% of recruits should be good at 1.

  • Designs
  • Performance
  • Creativity
  • Attractive frontend
  • Public relations

I think the company doesn't have to be extra large to think this way.

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mayankjoshi profile image
mayank joshi Author

But don't you think, problem solving skill is more important, recent Technologies can be learned if someone is a good learner.

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patarapolw profile image
Pacharapol Withayasakpunt • Edited

Yes. We cannot forget about in-house training. But it can be tiring for employers.

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diegomgar profile image
Dieg Oto

I'm not a recruiter but i'm a tech interviewer. The firts thing that shocks me in the interviews is the candidate lying. Wtf, tech lies with tech people are so much obvious. It's an instant discard.
It's so much better for the candidate to say that he/she has no knowledge of the question, it helps us to navigate the interview and discover the knowlegde of the candidate, it creates confident and interest, i will never recomend a candidate with wich i'm not willing to work with.
It's not a matter of strong labeled tech knowledge or experience, it's about the willing of work well, keep learning and, the less important, based knowledge or understanding about the tech the candidate will work with if it enters the company.
Projecting the idea of "i have nothing to learn in this field" or "i don't care about continious learning" it's an auto discard too for me.

The "experts" are a lie, like the cake, it's normal to see creators of some tech saying that they didn't know some of their tech usage cases or functionalities, so, full knowlegde is imposible, it's better to be more willing to grow and have less ego.

I hope i helped you with this ideas :)

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miguelthedev profile image
Miguel Sanchez
  1. Separate hiring criteria

Iā€™d hired based on skill, mindset, and personality.

Skill - superb programming skills and ability to learn and adapt
Mindset - discipline, no ego, ambition, courage, growth, no excuses, no complaining, etc...
Personality - fun, able to make and take jokes, charisma, friendly, and again no ego