Yes, I totally agree. Hiring for big companies has to work differently than for smaller companies. Both have in common the risk of false positives, i. e. hiring someone who doesn't fit. So filtering these out is what the process should do.
But they do not share the same requirements profile. So having the same requirements strategy doesn't make sense.
I was only hired so far, so I can not speak how I do it. But I can speak of the processes at companies which hired me or of my personal requirements for people working with me.
What all had in common was that they were focused on personality and potential. So far I was not qualified (in a narrow sense) for my jobs:
I worked at a Microsoft shop though being a Linux guy
I worked at a Javashop though I had experience with C#
I work currently as a Python/JS developer
What I brought to the table was mostly a general ability / willingness of learning new stuff. This was valued in all jobs I had so far.
I know that I wouldn't survive a traditional (whiteboard) coding interview because of my gaps of knowledge in some areas. I can't code a BFS from the top of my head. I know what kind of problem could be solved with that. And if I ever need to solve such a problem, I could look it up or ask colleagues about it.
So jobs demanding people knowing that from the top of their heads, aren't for me and I wouldn't get hired for those. So far so good.
What advice I would give smaller companies: ask yourselves whether your hiring process gives you the people you require to do the job.
Yes, I totally agree. Hiring for big companies has to work differently than for smaller companies. Both have in common the risk of false positives, i. e. hiring someone who doesn't fit. So filtering these out is what the process should do.
But they do not share the same requirements profile. So having the same requirements strategy doesn't make sense.
I was only hired so far, so I can not speak how I do it. But I can speak of the processes at companies which hired me or of my personal requirements for people working with me.
What all had in common was that they were focused on personality and potential. So far I was not qualified (in a narrow sense) for my jobs:
What I brought to the table was mostly a general ability / willingness of learning new stuff. This was valued in all jobs I had so far.
I know that I wouldn't survive a traditional (whiteboard) coding interview because of my gaps of knowledge in some areas. I can't code a BFS from the top of my head. I know what kind of problem could be solved with that. And if I ever need to solve such a problem, I could look it up or ask colleagues about it.
So jobs demanding people knowing that from the top of their heads, aren't for me and I wouldn't get hired for those. So far so good.
What advice I would give smaller companies: ask yourselves whether your hiring process gives you the people you require to do the job.
I'd give this comment 1e6 hearts if I could ;)