IT Recruiter Margarita Nariiauskaite proposed the question to the community for discussion, why the same specialist is evaluated differently in different companies, and what factors, in addition to qualifications and experience, influence this.
IT Recruiter Margarita Nariiauskaite proposed the question to the community for discussion, why the same specialist is evaluated differently in different companies, and what factors, in addition to qualifications and experience, influence this.
«Case: a developer passes a technical interview, and the team rejects him, indicating that he lacks technical skills, rather he will be drawn to June. Ok, so it happens. A month later, I had the same vacancy at another client. I offered her to a candidate we already know, and he not only successfully passes the interview, but also receives a senior grade after the probationary period ends,» — Margarita Nariiauskaite gives a specific example from her experience on her LinkedIn page.
According to the recruiter, cases when different companies evaluate developers completely differently happen quite often.
«Of course, this is not just about the technical stack, which may be more relevant to another project. But the human factor is also of great importance», — she notes.
Nariiauskaite believes that a lot also depends on the personal assessment of the candidate by the representatives of this or that company and on the microclimate in it.
«In one company they see youthful maximalism in you, while in another they value initiative and audacity. For one team, it is difficult to accept that it is difficult to extract an extra word from the candidate, and for another, he will be a find, because everyone does not like unnecessary conversations. And communication with a person you like goes more smoothly, and they may deliberately not pay attention to some gaps in the skills», — she believes.
IT Recruiter comes to the conclusion that this is a kind of lottery, the results of which the recruiter can influence if he knows well all the nuances for the mentioned teams.
In turn, Flutter Developer Bohdan Honcharuk partially sees the problem, actually, in the people who conduct the interview.
«The reason is simple. «Often those who conduct interviews themselves do not know technology or related things, and in interviews they are only engaged in self-affirmation, self-praise and self-satisfaction», — he notes.
IT consultant Andrii Gubsky believes that grades are an absolute convention.
«There is a universal concept — an engineer. And engineers are different, with different backgrounds, with different knowledge. And sometimes domain knowledge plays a bigger role than technical skills. And it’s long past time to unite juniors, middlemen and seniors into a single category — milords. Well, so that no one is offended», — he jokes.
Android Developer Artem Pelevin admits that this often happens due to the interviewer’s lack of experience.
«Or because of unnecessary bureaucratic issues. Or because this person may feel threatened by a potential candidate (if we are not talking about junior positions). There are a lot of reasons, but the fact is that the company should have at least one intelligent technical specialist who knows how to conduct interviews. Otherwise, it’s a mess», — he is convinced.
Project Manager Taras Khariv emphasizes that this is influenced by subjective factors, but objective factors cannot be denied.
«We often have two technical interviewers so that the evaluation does not look one-sided. Plus extensive post-technical feedback provided to the candidate. We especially love senior „servo“ engineers with 5+ years of experience, but objectively, who can meet the technical level of strong jun.
I suspect their entry into the industry occurred at a time of high demand when the barrier to entry was low», — he opined.
Android Lead/Mobile Architect Volodymyr Nevmerzhitskyi has a similar personal experience.
«Once I tried out for the principal, but they said that I had passed the maximum. Then a recruiter came to me to sort things out, told me that that person had recently started conducting interviews with them and a lot of problems had arisen,» — the specialist recalls.
