Why Hiring Exclusively for Experience Doesn't Make Sense
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Why Hiring Exclusively for Experience Doesn't Make Sense
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Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#2Captain Obvious title. Hiring exclusively for anything doesn't make sense.
Imagine hiring exclusively for Attitude, Commitment to release or Aptitude.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#3It's a good thing the military and NASA (or other space agencies) didn't hire solely on experience with rocketry. Sure, von Braun and the other Germans had experience, but most of the American / Soviet engineers and scientists did not.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#4Okay, I usually really don't see HN comments about UX and usability of linked sites as constructive, but breaking arrow keys for scrolling is perfect reason why I obviously won't read the article.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#5Can I also add don't hire solely by github? I know you people are makers and all, but building stuff alone is hard. Why not mentor people with empty githubs and fish employees from that pool? Set up a cool open source project, ask people with no experience to join, ask them to team up, then mentor them through, make them work for free but mentor them, then hire who you like and offer recommendations to other good programmers that you can't hire.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#6Can I also add don't hire solely by github? I know you people are makers and all, but building stuff alone is hard. Why not mentor people with empty githubs and fish employees from that pool? Set up a cool open source project, ask people with no experience to join, ask them to team up, then mentor them through, make them work for free but mentor them, then hire who you like and offer recommendations to other good pro…
Europe (every country I've experienced) is obsessed with hiring based on online profiles (github, linkedin, websites, etc.) I have a feeling that they're going to learn about this the hard way.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#7The article undercuts its point by stating "Essentially we are looking for developers that supremely value timelines, budgets and meeting scope requirements." Sounds like you want automatons to me not versatility.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#8From anecdotal observations, experience and optimistic attitude are nearly mutually exclusive.
Some people I know are to the point where they refresh their resumes and start being more alert to opportunities if a competitor company announces a layoff or merger. Paranoia has become a survival trait.
This very week, I had a phone screen where the interviewer said "hit the ground running" and I knew at that moment that it wasn't going anywhere. So I spent some time plying him about other parts of the business, and he passed my candidate info off to someone else in a different business unit. Maybe that guy will be more interested in aptitude than experience.
Unfortunately, I have a pessimistic attitude, so he probably won't call.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#9You can write a blog post explaining why any repeatable, empirical hiring method is flawed. I'll repeat that: If you can produce a repeatable, empirical method of hiring, you can also demonstrate flaws in the results.
The only way to write about a process and not get shot down is to wave your hands very furiously while talking about things that can't be measured or repeatably selected like "attitude" or "fit." Things that sound good but upon inspection, cannot be quantified or turned into a repeatable process.
In the end, what you use are a bunch of heuristics that you hope have the right balance between minimizing false positives and false negatives, and you accept that fact that your system is going to miss out on some good people and from time to time hire the wrong person.
Re: Why Hiring Exclusively for Experience Doesn't Make Sense
#10You can write a blog post explaining why any repeatable, empirical hiring method is flawed. I'll repeat that: If you can produce a repeatable, empirical method of hiring, you can also demonstrate flaws in the results. The only way to write about a process and not get shot down is to wave your hands very furiously while talking about things that can't be measured or repeatably selected like "attitude" or "fit." Things…
I would also add that (at least in heavily knowledge- and team-driven endeavors like software development) the right balance is that you should minimize bad hires as much as possible, even at the cost of missing out on many good people.