== This is something we all know yet we speak less about it. ==
What do you generally look for in a candidate while you are interviewing for a technical position?
- Is it skill?
- presence of mind?
- or, maybe something that is unique to your organization, like a behavioral aspect or a cultural fit.
We live in the century of tech, an age which will be never be erased from anyone’s biography. Yet, it is in this time we miss out the best talents there are out in the world.
Is it because of the scarcity? Definitely not. Is it because of the process we choose to look up “talent”? Yes, but that’s not the entire answer. There is also a problem with our setup.
It’s not the guy with right answers, but the guy with right questions- is considered a genius.
We make mistakes starting from the questions we frame to look up talent. Next comes our process which doesn’t exactly look for the answers for our not-so-correctly-framed questions. The errors get built up until they burst open with a “wrong hire”.
Let’s start by getting the questions right. What exactly are we looking for while we start our search?
The winners are different from losers only in one aspect, they focus more on the "why" than the "what".
We need a candidate who can carry out the tasks with elegance, accuracy, precision and best-time. To do all these things the guy/girl should be technically and culturally qualified too.
If these are the questions we need answers to, then how do we set up a fair and brilliant process to hire the best candidate out of a million.
Here comes the importance of processes that we follow to filter candidates.
Interviews are a nightmare, whether you accept it or not. A candidate makes it to a company most of the time because he excelled the process of interview more than he excelled the job requirements themselves. What does it show? What every competitive pool shows, the inadequacy of the tests and questions.
It’s been a long time since we re-thought our strategies. There is a need to build a fair process where everyone can participate and gauge their abilities for the company to decide the best. Many talented candidates could miss out because they lack interviewing skills.
Is it the reason we hire them, to interview well? They should be given a level field where they can prove they are the best.
They might lack the most wanted “charisma” you need to ace the interviews, but they could be your go-to guys when it comes to the job. The world is full of people who can speak expertly about programming, but can’t effectively code, while the majority of people who can code can’t do it well in an interview. So how do we not lose them? Of course we need to re-define certain processes.
There is technology that you can avail, like sorting the CVs based on some keywords, phone screening candidates, lining them up for the interview outside your hall and most importantly, pushing the senior people in the company to re-schedule their meetings so that they can pick out the best techies for the organization. I am sure the last point adds a lot of pain and problems between people and departments.
Machines can simplify the process but they can’t make friends. People make connections and machines facilitate them; one way is to start communicating better with people. Let’s make the candidate feel at home to help us better evaluate the potential behind the face.
Let’s start building a better tech world with the right teams by starting with a cleaner hiring process. A process that would show where it’s all going wrong, a simple process with a better efficiency.
Let’s stop asking everyone to prepare for the interview and start making interviews candidate friendly. It is a collective responsibility to make sure that interview is not a hostile process where candidates are tested for nerves.
P.S - We, at AirCTO, provide you personalized interview solutions for your next hire and assure you hire only the good fits. How we do it? Well, you need to spend 2 minutes for that.