Hiring the Right People for Your Software Team

Hiring intelligent, creative people who find effective ways to work is key. Those who don’t contribute add no value. Making it easier to find money for software initiatives is crucial.

Hiring intelligent and creative individuals enables them to work. Yet, it may only be worth it if we make it easier for the company to divide funds into software initiatives. Unfortunately, some managers focus on their salaries over their teams. It’s common to encounter unproductive team members or programmers who need more skills. People who earn a livable wage but add no value to the organization are also prevalent. The pyramid-shaped organizational chart representing a meritocracy is a profound misconception. Management encourages bad employees to prevent damage due to incompetence. Some believe in the concept of a meritocratic company that guides their career.

Measuring their skill in the technology they use and their ability to work well with stakeholders is also essential. Interviews focusing on system design require understanding of the candidate’s skills and experience.

Interviews, Induction, and Nonsense. The job interview is a process that was dreamed up on a whim about a century ago, never worked in the first place, and has yet to be altered since. A more effective approach to hiring people than conducting these types of interviews is not bothering to show them. As Laszlo Bock pointed out, the primary purpose of the brain teaser interview question is to make the interviewer feel superior. If we dispense with the stranger interview, we drop the need to work through the corporate recruiter, creating a more humane and realistic hiring process.

[¹]: Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead