Its easy to identify bad candidates in interviews. Its also easy to identify good candidates. It’s even easier to find GREAT candidates (because they stand out and differentiate themselves).
What’s really hard, however, is to identify people on the edges — the REALLY bad candidates and the REALLY amazing candidates.
It’s really hard to identify the REALLY bad candidates because these guys aren’t the ones with no confidence, broken communication and rudimentary skills — these are the types who speak smoothly, seem *just* overconfident enough and poke fun at ineffieciency…. but are just downright evil. These are the types who flip around to steal code, blackmail employers, etc etc etc.
Fortunately, structured behavorial interviewing is being put in place in leading companies to filter these guys out.
The question is — what’s so hard about finding AMAZING people?
Picture this semi-hypothetical scenario where I’m a Super-coder who walks in for an interview (Hey! As long as we’re imagining, right?)
Tech Lead: Hmm… so you’re smart huh?
Me: Err… I guess so.
Boss: What! Well then dont hire this guy!
Me (much later, upon hearing about this conversation): Ummm… actually… you really can!? Its an innovative approach that I’d come up with last month.
Moral of this story? Well there could be many, such as:
1- If you have a Dumb Team Lead + Dumb Boss then God have mercy on you.
2- Just because your team lead thinks something can’t happen, it doesnt make it right.
3- Just because Google Search says something cannot happen, it doesn’t make it right. (or more simply, just because you cannot find a solution in Google Search, it doesn’t mean it doesn’t exist).
Number 3’s the most important one — as I wrote before coders are becoming more and more dependent on Google for intelligence, and thus becoming less and less like engineers.
[Side Rant: Making solutions is what they taught you in engineering college, dammit! Wake up and stop Googling for answers!]
Still, these scenarios happen. So if you were a busy startup CEO whose team lead was interviewing — how’d you make sure you aren’t missing the best candidates?
What would form the Best-Practices-of-Hiring-for-IT-Companies-in-Pakistan handbook? Qazi, Jawwad, Faraz, Ali, others, care to comment?