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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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.