I was talking to a manager who was having trouble finding local developers for her business. It reminded me of something I had read recently at tag-strategia concerning the same issue.
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What was discovered in the conversation was that the one doing the interviewing was asking only technical questions of those being interviewed, and as a result was getting none that answered to the level that he was looking for.
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When discussed among others, they felt that the question was probably far too specific and that he should probably ask things in a much more general way.
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What were the types of questions that were suggested as being valuable to ask? Here are four questions that those at alt-tag.com suggested:
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What blogs do you follow, or what web sites do you read regularly?
What did you Google before this interview?
Have you contributed to an open source project?
What programming projects have you completed primarily for personal use (e.g. just for the challenge or fun of it)?
Hailey Lynne McKeefry at the Channel Insider says, “When hiring technical staff …employers may be tempted to focus only on technical know how. But they will be best served by also looking for business acumen and communication skills. I would add, like I’ve mentioned before, that attitude, teachability and passion are primary before any other asset the candidate may offer.
Melissa Maffettone, branch manager, at Robert Half Technology, a technical recruiting company says this, "It is more important to have a well-rounded person, someone with not just technical competencies, but also good communication skills, an understanding of the business and solid interpersonal skills.”
In other words, not only look for someone that can do the technical side of the job, but who is also a healthy, well-rounded individual. Keep this in mind for all your hires and it will bring you and your company great success!
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