Finding the right candidate is a difficult process. Choosing the wrong candidate leads to significant negative consequences: objectives that are not achieved, an overload of work for the other members of your team, a deterioration of the general atmosphere.
I have been involved in several recruitment processes with beginners in SAS. With just a degree and only a few words, it is difficult to get an idea of the candidate’s real knowledge. A few pumping titles on a CV can be misleading.
The candidate seems ideal on paper. But the reality can be very different; even with so-called “senior” programmers. I was talking about this recently with a fellow trainer. It is quite normal to ask questions about the candidate’s actual level after a quick face-to-face discussion during a job interview.
But programming has the advantage of being simple: you know how to do it or you don’t. Even if you are not a programmer yourself and do not have the technical expertise to evaluate the level, you can equip yourself with objective tools to build your decision.
Recruitment errors can be very costly for a programming department. Choosing the wrong candidate is: