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hey, what are your thoughts about verifying candidates skills? I can check if he is low experienced but looking on his code or pairing. But how to really know if he is a Senior or not and will handle very complex and hard project? So far I think there is no way to know that and you have to hire someone and check. Do you agree? Change my mind if not and you can know that from recruitment process. Well of course you can make 5 meetings or something like that, but then you will lose candidates.


PS I am Software Developer. I am not very experienced about hiring Software Developers, but last time I participate in this process. Above are my thoughts.


Search for messages containing "interview" from Sean Corfield in this channel. :)

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Adam Helins07:05:01

I think you can guess "real" seniority by the depth of answers rather than the questions themselves. It is always a good sign when someone tells you not only how to solve a problem but also nuanced insights like how not to solve it, or acknowledging that limits of the tools at hand. Such thoughts come only from experience and no beginner can mimick them faithfully. No challenge, no whiteboard stuff, no background check or such will provide that IMO.

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Personally I think the best candidate is the one who make projects to learn, but at the same time solve real issues. I mean his / her project needs to be used on production. Not only on local computer. Plus he / she wrote articles about issues and solutions. But not general things, but very practical things. Then you can really say what to not use, what to use and why you choose this and don’t want to use this. On the other hand it can be subjective, because I learn in that way, so I think others too. But…. where are these people? 😉 There are no such candidates. Mainly people limit coding to work and some experiments, but far away from being ready to use as production code. Rates they skills by this code will be negative decision. Question which I am giving myself during interview based on candidates skills is if he / she can handle the project and being productive after some time.


But of course if I will see someone with good articles, not general blabla, but really detailed technical things and issues which he / she experienced and solutions. Plus real even small projects, than I will know this is a good candidate. But such things not happen 🙂


@U2FRKM4TW Do you mean specific message or in general all his messages? 😉

kwladyka10:05:31;cid=C0KL616MN This approach didn’t work for me. People can tell clever things, but later they don’t have experience in coding and can’t handle project.


The candidates which HR send for interview can make a huge difference here.


oh and probably I should mentioned: I think it is different situation when hire for a very complex and hard projects vs simpler one.

Pagoda 5B20:05:35

Personally I would not consider blogging or personal projects a necessary component to judge seniority and competence. Many people with tons of experience on their back might not have the time or the will to spend their extra time on such activities. It's certainly a positive and useful information by all means, if you have a candidate which does engage in those activities, yet there might be many more skilled pros which don't. Also I'd add it's even more rare to have a full-rounded product being made by a single individual in his spare time, as opposed to a collective effort or something which can become a real product on the market.


> Personally I would not consider blogging or personal projects a necessary component to judge seniority and competence. I don’t see them as necessary, but it makes very clear view on skills. It just helps a lot. Without this it is very hard to rate skills.