“Experience is the teacher of all things”, This quote by the great Roman politician seems so powerful that even after thousands of years we still appreciate its significance. So much so that we prefer to keep experience in the top-most shell of the evaluation process. Indeed, an experience can teach you an umpteen number of things. It makes you wiser and can give you an edge in possibly every domain. Does that mean it is the only variable to look at to evaluate the skills and knowledge of someone? Give it a deep thought and you would certainly come up with a negative answer. There are numerous and relevant factors which play a very significant role in evaluating the talent of an individual.
There are many processes that simply rely on the number of years of experience, and one of them is screening resumes of candidates. The whole process becomes much more cumbersome when there is an introduction of technical resume. Why? Because, the majority of HR managers are not engineers and have a limited knowledge of programming languages. What is the result? They decide to consider the number of years of experience as only sole criteria to screen the resumes. Which should be strictly avoided as you end up getting a queue of unqualified candidates. Eventually, the interviewer then has to waste his engineering time in interviewing unqualified candidates.
Thus, it becomes very much important to figure out the ways to screen the developers resume correctly and efficiently. Here are some of the variables other than the number of experience that an HR manager should look at to get the qualified candidates for the interview.
Skill set that is well aligned with the job requirement
There is no harm in accepting that a lot of resumes have one or two exaggerated terms related to the skills. For example, if there is an opening of Python developer and you come across a resume that has Python mentioned in the technical skills then you probably would call the candidate for an interview. This way, only in the interview would your developer find out about the candidate’s level of experience in Python. Moreover, if the candidate is not qualified enough in understanding even basic terms used in Python then you can certainly imagine the level of stress on you and your developer. Hence, it is always better to look for some relevant projects that the candidate has done while in the university or in the previous job. In this example, you could look for all the python related projects and see if the candidate has done any relevant work on it.
Frequent job change
The moment you see the number of experiences in each company where your candidate has worked in is really low (few months), you should definitely pause and think of the behaviour. No one wants to work with a person who would probably ditch your company in just a few months. Hence, it is better to understand the reason why your candidate has switched so frequently. It is always better to call the candidate and ask for the valid reason. If you feel the answer sounds a bit shaky then you wouldn’t want to call the candidate for an interview.
If time permits, you could also look for their online portfolio and see if they have contributed anything on the open source projects on Github and Stackoverflow.