Many interview processes focus around existing experience with a technical stack, and this is only a small part of the picture. Other processes attempt to focus on engineering rigor, but the methods involved with these assessments are often largely based on intuition.
In some cases you will need to interview a candidate for skills which your current employees do not have.
From this you will gain insight into how to more objectively measure what value an engineer will bring to your team beyond their familiarity with your technical stack.
Please consider, and be prepared to explore during the discussion;
- Are you missing great hires, rejecting based upon lack of familiarity with your current technical stack, when those people have a lot of other qualities to bring.
- What level of engineering rigor is appropriate for this and the next stage of your business development.
- How do you differentiate between a candidate suitable for a senior position versus one suitable for a lead or principal position.
- How does your interview process allow candidates to highlight their own strengths?
Host: Adam Dangoor. Adam is both a senior software engineer and a professional technical interviewer, working on behalf of technology providers. Adam additionally mentors software engineers on interview technique. https://www.linkedin.com/in/adamdangoor/