Skills or abaility more important

[Katy44]

Hi I hope this is the right forum for this!
I have recently moved in to a managment position, and will be involved in my first ever interview (on the other side!) quite soon. I was talking to my boos about it in general terms, and realised that he thinks it is important that the applicants have experience in the programming languages and technologies we a currently using. (Currently ASP.NET SQL Server but not so long ago ASP, Access, SQL Server).
I'm not sure whether I agree. I think we should select people for interview on the basis of them having these skills or the proven ability to learn. Since I have started this job (I was a developer before I became a manager) I have just had to learn stuff as required, and it's the same for everyone else. Obviously if we take on someone with 3 years .NET experience they are going to build an .NET system faster than someone with 3 years Java experience, but does it necessarily follow that after their first year? 5 years? they will be a more productive employee?
Was just curious to find out what everyone thought about this.

 

[alexhu]

I think proven experience comes first or are you running a training school ?

Alex

 

[CajunCenturion]

It largely depends on your situation. Are you looking for short-term help, or a long-term asset? How much time and money are you willing to invest in a learning curve?

==> Obviously if we take on someone with 3 years .NET experience they are going to build an .NET system faster than someone with 3 years Java experience,

I don't necessarily agree with that assessment because it doesn't take into account the functional requirements of the system. Experience in the application may be more valuable than experience in the language. It may be easier, faster, and cheaper to teach someone .NET than it would be to teach them the application.

There is also the 'personality' factor. You might want to consider the person who you think is the best fit for the organization from a personality or corporate culture standpoint. If applicable, how well will this person interact with the user-community and the rest of the programming team?


Good Luck
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[DoubleD]

Are you looking for short-term help, or a long-term asset?

Are you looking for someone who can make an impact the day they start? If so, you want someone who already has the appropriate knowledge.
If you're being proactive, and are more concerned with a quality long-term associate, then pick the candidate with the most long term potential.

Talk to your boss to get a level set on what the expectations are for this new associate. That should help you fill the position appropriately.

I am what I am based on the decisions I have made.

DoubleD

 

[Katy44]

Thank you all for your input.
I have just noticed I spelt 'ability' wrong - what does that say about my own ability?!
I appreciate what you are saying, yes, if we were hiring a contractor for a specific project we would obviously want someone who wouldn't need to be trained in the technical aspects, there's enough to learn with the background and politics! This particular position is for a permanent member of staff, and the kind of person we will take on will probably have only been out of Uni for 2 years at the most - so does it really matter if in that time they have done 18 months .NET or 18 months Java? They will joion a team and will work on a variety of projects.
CajunCenturion - good point! There is a lot more to building a system than the coding, and so there is no basis to say whether they will be any better or not. I really do think it's ability to learn rather than existing skills (within reason of course!).

 

[aquias]

Some people have hit it on the head, almost. What level of a position are you interviewing for? Is this a lead or higher tier position, then you need someone with the proper skills. If it is entry level, you can pick and choose the canidate based on your preference.

One thing to remember, is that you need to keep an eye on the "Whole" package.

1. Attitude - Does it fit with your style of management, does it fit with your teams overall attitude? Are they eager to learn and grow or are they looking for a relaxed pace.

2. Skills - Can they step into the position and run with it no problem? Or can they do that position plus fifteen others? Or, are they still wet behind the ears and seeking a way to break into IT?

3. What is the position, define it and understand what is expected of the person that fills it.

4. Be flexible. Be willing to make trade off's, someone with less skill, but a much better attitude will likely improve the entire teams performance. Someone with a poor attitude and lots of skill, may do their job well but tear at the chemistry of your current team.

Lastly, trust your instincts. If someone seems "off" to you, most likely they are. If you talk with them and feel like their an instant fit, make certain to bring them back for a second interview.

I think proven experience comes first or are you running a training school

Every shop in IT, should be running a training school. If I don't learn at a position, I leave it. Some of the best people I've dealt with have (and the most successful people I now know) were people that we brought in with no experience. They just...fit, with the team and had the right attitude.

 

[Katy44]

Thank you, I will keep those points in mind!

 

[lionelhill]

Main point:

will they do what you want doing? (which includes being nice to people where that's important in the workplace).

Extra comment:

I notice people with long experience but no certificates usually think that experience is much, much more important than bits of paper. People who've put four years into a postgraduate course tend to think a long training gives you a background you can't get any other way. Strange that.

Good luck!

 

[jsteph]

Pick the one with the sharp mind. Languages are a commodity. I'd rather hire a sharp java coder for a .Net project than an experienced .Net programmer who can't solve problems well.

With a little .Net training, that java programmer will be teaching that 'experienced' .Net guy in a matter of months.

A head full of lanugage syntax is is a commodity of little value to me because anyone can pick that up. The sharp mind is what you want.
--Jim

 

[Katy44]

That's exactly what I thought! Unfortunately...I don't think my boss will agree.

 

[DoubleD]

Time to earn those management dollars Katy44. Organize your thoughts as well as the pros and cons of your hiring plan. Propose this info to your boss so they understand why you plan to take the direction that you do. If your boss still tells you it's more important to hire someone with knowledge instead of ability, so be it. Welcome to the politics of management.

I am what I am based on the decisions I have made.

DoubleD

 

[Dollie]

Who is making the actual hiring decision, you or your boss? Are you screening applicants and the boss is doing the interviewing? Or are you doing the whole thing? If you are handling the whole shebang, then you should be the one to determine exactly what you are looking for and whether you will put skills over education.

Skills and ability usually go hand in hand. Whether or not the person has a formal education to back those skills (with ability) shouldn't matter unless there is a corporate policy about hiring graduates only. Some very large tech companies used to have policies like that but don't anymore because they found that they were losing out on some great candidates!

 

[stormbind]

I'm not the moost experienced on this board and won't suggest otherwise, so here is a humble opinion..

I have met a number of IT people who have years of experience and very limited scope. These people, generally speaking, fail to come up with NEW solutions and are overly dependent on paying Microsoft license fees to finish a project

I have met a handful of individuals (and I like to think they count me among them) who were able to adapt their skills at the drop of a hat. Give me a reference book, and I know what to with it... which is pretty darn obvious!

Many employers are scared of this risky aproach, but if you want people to solve problems, then I think you really want people who can think outside the box.

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