Being a hiring manager in a tech firm can be very challenging. Virtually none of the candidates who applied to fill a certain role has the perfect blend of skills required for that role, to the extreme perplexity and frustration of hiring managers. For example, you can post a vacancy for the post of say, JavaScript Developer, and then not quite long after, you have already received a plethora of applications on your desk. There is nothing bad in this; in fact, you will be excited to go through the ‘interesting applications’ if you are a rookie hiring manager. But then you begin to go through the applications, you look at the CV of the applicants and then your headache begins; it is possible to have a seasoned candidate who has undertaken a lot of projects but is not conversant with the latest technologies. Another candidate is a master of JavaScript but does not have an academic qualification, and so on. Where one candidate is lacking competency, he makes up for it in other areas. As a hiring manager, you are in a dilemma – technical skills are essential, but how would you get the perfect candidates to suit the specific tasks you are hiring them for?
Fortunately, there are a number of methods to vet a candidate and verify their suitability for a job. These methods include:
- Asking the candidate to provide their portfolio.
- Giving them a programming problem to solve.
- Request them to physically come for a programming exercise together with another program.
For what reason do these methods work for several firms who follow them? All things considered, investigate the main reasons employees do not do well in their roles. Obviously, specialized fitness can be a central reason. However, as a rule, chiefs battle with workers that are creating a ruckus due to their poor relational abilities, no longing to team up, or an absence of responsibility. Delicate abilities are hard to prepare for. You either have them or you don’t.
To ensure that a candidate fits your company, you should begin by asking questions that align with your core values. Do ensure to make the interview a conversational one, and not an interrogation. Based on some core values, these are some of the questions you could ask:
Individual Accountability – ask whether there had been a time when the candidate committed an error.
Team Work – try to inquire if the candidate has ever taught a colleague a skill before. Ask the candidate to expatiate on this.
Understudy Focus – Has the candidate at any point failed to adhere to a deadline due to the client not being satisfied with something in their work?
Work-Life Integration – they could describe how an effective day looks like to them.
People-Centered Design – try to see how the candidate would describe a technical concept to a non-specialized client
Fiercely Competitive Nature – What tech aptitudes would they be possibly keen on learning apart from the current skills they possess?
It is just not good for you to ignore potential fit issue just because the candidate has top-notch technical skills. And while it is important that a candidate has the skills required to execute projects, it is equally important, if not more important, to engage the services of a worker who fits into the company.