Sometimes it happens. You come across a candidate profile/resume that is so perfect for the job, that you will believe ANYTHING the candidate tells you. The combination of this hope/desire/need to fill the job coupled with the difficulty or desperation of the situation can sometimes cloud your vision.
But we should use our wiser powers of judgment and logic to figure out if the person is a right fit for the job.
We do this by asking what the candidate does vs. what skills they have. *
There is no shortage of candidates out there. Sometimes it can feel like you are trying to dodge bullets with the number of candidates who tell that you can do the job. Whether you source or recruit, the qualification of candidates should be dealt with throughout the hiring process.
For sourcing, you have to establish what the candidate is doing and how they are doing it. In other words, if you need a candidate that has:
“Ruby development experience for a PHP web application with UI experience”
Also, putting “Ruby by itself can be a loaded term, because many engineers just add that to their resume since it’s a hot technology. So instead, we add some other words to describe the use of Ruby in action.
So let’s say you find a candidate that has this in their resume:
Does that mean we have a match? Well, no. We have to qualify the candidate, if you even want to go that far into the process. Most candidates will put the technologies they are the most familiar with at the beginning of a list.
What we would like to see on the candidate’s experience is:
“Developed a web application framework in Ruby and PHP with front end components written in Jquery, HTML5, and PHP”
This is much better of course, because we can see the development experience in the languages that we want.
Now in either case with these resumes, you still have to qualify what the candidate is doing, what type of company and software they are developing, and how many years’ experience they have doing it.
If you decide to pursue either candidate, then you have to ask them the right questions about their experience:
“What have you written with the Ruby language?”
“What did the application do?”
“How many people or users did the application support?”
“Is the company still using the application?”
“Was this a research/school project?”
“How many lines of code can be attributed to you alone?”
Asking the right questions of the candidate is necessary. The candidates who are a better fit will be able to talk in depth about their work based on the questions you ask. The wrong candidates will not/cannot do that. The more you follow this path of detective work, the better you be at sourcing/recruiting.
I will be presenting at Sourcecon in Atlanta. I highly recommend that you attend if you are at all interested in learning about the secrets of sourcing from the experts.
I also conduct trainings for those who wish to learn how they can improve their sourcing skills and their technical understanding of job reqs. You can contact me for more info about training for sourcers & recruiters: markt (at) netpolarity (dot) com
#sourcing #training #sourcecon #netpolarity