Weird Hiring Practices in IT Market
IT market hiring practices became weird. HR analysts try to match curriculum bullet items to profile checkmarks (a process I call “hiring by coincidence”). They often fail, and blame the education system, the interviewees, etc.
“Smart” companies/teams, sometimes, go for a more “creative” approach. One example is the puzzle based interview. Believe me. It’s ridiculous. You don’t wanna hire candidates good at memorizing answers to tricky problems. You really want to hire people good at making logical questions, solving tough problems, writing, communicating, and able to produce great software. Developers that have the ability to learn continuously, improving their skills, the coworkers they collaborate with, and the companies they work for.
Another method preconized heavily by HR (at least here, in Brazil) is group dynamics. The system has a strong background in the field of psychology. But the way it’s applied in business… I really don’t appreciate watching good professionals standing up, sitting up, standing up, sitting up - over and over - just for the sake of HR’s patience evaluation (it’s just one wasting time thing I’ve witnessed in these sessions).
Why can’t companies hire programmers using a more sane approach?! The world has changed. The market has changed. Technology changes all the time. Telecommuting is available worldwide.
We must strive to hire the best knowledge workers for this reality. Not the best developers that fit a distorted/limited profile, with abilities that will probably be obsolete in 4 months.