Employers ask for elite performers, but they should be careful – they could get what they ask for… If they find an elite performer, do they have the elite organization required to match the new hire?
I recently read a great post by Kelly Sommers: Challenge Addiction. I’ve been following Kelly on twitter for some time and I do read her blog posts. To me it is clear that she really is a challenge addict, but not only that: She’s probably one of the smartest programmers on this planet. She should be a dream for any team to hire. Unfortunately I think many teams would quickly find it a nightmare to have her on the team. That’s not because of Kelly – but because of the team.
I’d better make it clear that I’ve never met Kelly and definitely not worked with her. I can’t even say that I know her online, more than what I get from following her on Twitter. Nevertheless her post is what inspired me to write this one. This post is not specifically about her, but rather about what it means to bring a challenge addict on the team.
We’ve all met them. The programmers that can’t program. They can hardly write anything that compiles on their own. Producing quality quality code is way above their skills. Somehow they still get hired. Trying to find out why, I’ve listed 7 common mistakes made during recruiting.
The Seven Mistakes
Focusing on years of experience.
Trust peoples own assessment of their skill.
Don’t ask the candidate to write code.
Recruiting for “the other team”.
Be forgiving to spelling mistakes in the CV.
Focus on technical skills and not communication skills.