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How to read resumes and what to look for when communicating with candidates?

1. A stack of technologies with which a specialist is ready to work.

There is a subtlety here: the list of “keywords” by technology is most often not accurate and definitive. For example, I can look for a specialist in technology A, but the person will indicate in the resume not A, but its component or similar technology.

So, if we need a developer to provide Python development services, it makes sense to talk to a specialist who works with Django because these are frameworks of the same level, and it will not be difficult to master the right one. But if he works with CodeIgniter or Yii Framework, we will not invite you for an interview.

To see such moments, you need to understand the specifics: what are the frameworks, and programming languages, how do they correlate, and are they compatible with each other. For an HR, who does not have deep IT expertise, it is important not only to get a list but also to talk about the details with the members of the team for which the specialist you are looking for. And in the selection process, consult on specific resumes if there are doubts about their relevance.

Another difficulty is that the applicant can indicate technologies with which he is very tentatively familiar – for example, those used by his teammates, but not by himself. It is impossible to determine this from a resume, but questions prepared by a company specialist will be helpful at the initial interview.

2. Commitment to professional development.

This is even more important than the very knowledge of technology: to see that a person wants to develop and is working on self-development. The IT world is so fast that if you don’t develop for two years, you are a generation behind.

There is a category of developers who are used to certain technologies, work in a closed ecosystem, and do not seek to go beyond it. In certain situations, this is not bad: deep immersion makes a specialist, for example, a good integrator. But software development requires a different kind of thinking.

How to determine the desire for development on the resume?

·         The development stack itself, the listed frameworks, and programming languages can be indicative. Already, from this list, you can understand whether the developer is trying something new or is working on one of his technologies. At the same time, mastering new languages ​​pumps his thinking, and gives him the ability to look at the problem from an unexpected angle and find a solution that does not lie on the surface.

·         An excellent signal is an indication of the list of books read in your professional field.

·         If a specialist is a contributor to open-source projects, this shows a high level of hard skills and an interest in professional development.

·         Self-organization or participation in educational activities has value: creating courses, writing articles, blogging. At the same time, the scale of the project is not so relevant – the main thing is that a person is trying to reflect and share knowledge. Such qualities are especially important for team leads.

3. Personal qualities and soft skills.

These parameters come to the fore, starting from the team lead level. Here it is worth paying attention to how proactive a person is: whether he writes about his achievements, the achievements of his team, or whether he is proud of what he has done. The section “Achievements” increases the weight of the candidate if he highlights it in his resume.

On the other hand, there are summaries where there is very little text: only extensive lists of technologies are listed for each place of work. Often, such specialists turn out to be excellent candidates for the position of not only a senior developer, but also a team leader. These are people who are in love with technology, for whom the stack they work with speaks for itself. Most likely, only a specialist can “read” such a resume. Therefore, HR should not be discarded – it is better to transfer it to colleagues from IT for evaluation.

4. Previous places of work.

If before that a specialist worked in large organizations like SoftFormance (https://www.softformance.com/), such as a bank or the public sector, and you are looking for a person in a startup or medium-sized project, he is most likely not suitable because used to a different level of process within the company. However, a situation is possible when a person is tired of the corporate world and consciously wants to change the sphere. Usually, they write about this in a resume, and you can meet with such a candidate.

Often, HRs negatively perceive frequent job changes, but this fact in itself is not very indicative. If otherwise the candidate is satisfied, it is worth conducting an initial interview and discussing this point with him. For example, in IT, a project-based approach to hiring is common, there may be other reasonable reasons.

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