But it's also means they don't speak the common idiom and it's going to be harder to integrate into the team/project/culture. It sucks to filter out those kind of candidates, but it's a heuristics to filter some candidates in case you have a lot. Depends on what kind of role you're looking to fill.
I would propose that if the idiom is so important to the integration of people into your team and culture, that your team and/or culture is exclusionary, and you have a much bigger hiring and staffing problem than "how to effectively interview developers".
Idioms and Acronyms that are unique to the team/firm are something every new hire has to deal with, but it's usually not hard to get up to speed, all it takes is an atmosphere where colleagues welcome questions (i.e. a "there are no stupid questions" attitude).
I agree with that, but that's the only differential in a candidate that is put to a scale, you choose the one that knows, so it's a priority criteria and not an exclusion one.
And you can say SOLID is not unique to team/firm but a more broad one. It's definitely weird to ask a candidate about unique stuff for your company (I've seen it and you shouldn't)
Respectfully, I think that's a poor criterion even as a "priority vs exclusionary" one - seems the risk is high - or at least makes the selection completely arbitrary - of missing on the better candidate on the basis of not recalling an acronym, which carries no practical value when the candidate understands and practices the concepts it represents. I truly hope not many think the way you do, and I mean that as kindly as possible. But something so trivial should never be "the only differential in a candidate" - you ought to find some more meaningful way to distinguish candidates if you want to be successful.
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But it's also means they don't speak the common idiom and it's going to be harder to integrate into the team/project/culture. It sucks to filter out those kind of candidates, but it's a heuristics to filter some candidates in case you have a lot. Depends on what kind of role you're looking to fill.
I agree it's not perfect, but it's a trade-off.
I would propose that if the idiom is so important to the integration of people into your team and culture, that your team and/or culture is exclusionary, and you have a much bigger hiring and staffing problem than "how to effectively interview developers".
Idioms and Acronyms that are unique to the team/firm are something every new hire has to deal with, but it's usually not hard to get up to speed, all it takes is an atmosphere where colleagues welcome questions (i.e. a "there are no stupid questions" attitude).
I agree with that, but that's the only differential in a candidate that is put to a scale, you choose the one that knows, so it's a priority criteria and not an exclusion one.
And you can say SOLID is not unique to team/firm but a more broad one. It's definitely weird to ask a candidate about unique stuff for your company (I've seen it and you shouldn't)
Respectfully, I think that's a poor criterion even as a "priority vs exclusionary" one - seems the risk is high - or at least makes the selection completely arbitrary - of missing on the better candidate on the basis of not recalling an acronym, which carries no practical value when the candidate understands and practices the concepts it represents. I truly hope not many think the way you do, and I mean that as kindly as possible. But something so trivial should never be "the only differential in a candidate" - you ought to find some more meaningful way to distinguish candidates if you want to be successful.