Posts Tagged “Resumes”

by Tina Jindal

Jobs You wake up one morning and suddenly realize that from this day onwards you are to be responsible for hiring technical talent for your organisation. For some individuals this activity is a piece of cake, for others it’s a challenge like no other.

Hiring a technical squad for any team can be quite tricky. Whether it is a large multinational organisation or a fully funded startup, the amount of time, money, and energy dispensed in picking out a right candidate is ginormous. After all the hard work, you still might not have the best candidate.

The process of hiring technical talent is a little flawed, and as such has not followed the righteous path to evolution. It was always considered that only IT or software companies require programmers. Look around you. Technology has but swallowed our planet. Technicians as coders are required even by the smallest enterprise today.

Considering all that pressure, it is but in human nature to make mundane mistakes once in a while. “Once in a while” being the keyword here. Repeated blunders advertise incompetency and lack of judgement. Care must be taken to keep the hiring process smooth and error-free.

Here are some of the common hiring blunders that we should all try to avoid to the best of our abilities:

1. Focusing on the resume

Do not depend completely and solely on the applicants resume. Agreed that a resume is a highly important piece of paper documenting the individual’s core competencies and achievements, it is but the only portal through which you can peek into the candidates work history and developed skill-set.

However, it is not a measure of the candidates ability to perform well in the given work environment. Through a resume it is impossible to glean the “cultural” and “structural” fit of the applicant. Several hiring managers fall into the trap of big words and glossy descriptions mentioned in a document, and fail to see the big picture, thereby facilitating poor hires.

A poor resume does not mean that a candidate is bad. Focusing only on the brand names of attended schools and previous employers will never fetch you the right candidate for the job. Hiring managers need to look outside the box and wheedle out talented individuals who have the desired programming skills.

2. Discrepancy in application process

Companies have their own policies and strategies. However, when it comes to hiring, they should have a standard measurement tool in mind to asses and measure the capabilities of the applicants. Asking clichéd questions like “what are your strengths and weaknesses” is a complete no-no, so is asking extremely difficult ones.

Some wired managers ask extremely difficult questions to prove their intelligence for some reason. They corner the candidates with their questionnaire with the hope to see how they get out of sticky spots. If they get stuck, it’s a fail, if they don’t, they are hired. This attitude in interviewing is frowned upon. The prospective candidate, nervous as he is, needs a comfortable environment to express himself effectively and clearly.

The application and hiring process should be streamlined, and most questions that are asked should be experience based. Many companies get tired of searching for a needle in the hay stack. They normally have a specific list of qualities in mind and continue to explore until they find the ultimate gem. Such companies are guilty as charged. Nobody is perfect, not even a programmer. Setting the bar too high will keep you waiting till judgement day.

3. Accepting on face value

Never hire a candidate on the basis of how he appears to you in the first meeting. Intuition and gut feelings generally yield profitable results, yet when it comes to hiring a technician, their conviction can be horribly wrong. Just because a resume says “expert in coding”, does not mean the applicant really is one.

It is highly important to find out what somebody has really done, as opposed to what he says he has done and just look upon it a participant or an observer. If a candidate makes a statement, it is imperative that you push him for proof rather than taking it on face value because there are all these impressive credentials mentioned in his resume. If he has written a long list of possessed skills, grill him about each and every one of them by asking repeated questions.

So you are an expert at coding? Write some for me please.

4. Ignoring employee referrals

A good employee will recommend a good employee. We hear about this time and again but how often do we really act on it? Managers have a tendency of disregarding internal referrals on the basis of comradery and friendship. What is happening in reality is that you are getting a recommendation with a built-in reference, normally with contact details of other colleagues who will readily vouch for the applicant.

Motivating employees in your organisation to refer candidates can work in everyone’s favour. The company employs a star candidate, the candidate gets a quality job offer, and you get money as incentive in return.

5. Poorly constructed job description

A job description is what attracts candidates to your door. Getting this right is very important. Many companies upload one-liners to save time and money thinking that people looking for employment will apply anyways. This is where they go drastically wrong.

A job description should be an interesting advertisement, preferably with a catchy headline. A dry post is boring, and honestly, who wants to read that? An unemployed fish out of water I might be, yet I will only apply to companies who have a well-defined, appropriately detailed, and crisp job description uploaded online. You want your vacant job profile to sell? Take out time to advertise it properly then.


These are but some of the few common hiring mistakes made by man. The list is endless, as it is composed through experience and passage of time. With every passing generation, the means and methods of hiring change to evolve into a practice which is acceptable, proficient, and hopefully, error free.


This article was originally written in non-American English. Some spelling changes have been made from the original article.

Author Bio: Tina Jindal is a professional content writer who works on a variety of topics like employment, real estate, and education. She has been involved with renowned publications and has tried her hand at editing works on Cookery, Gardening, Pregnancy, and Healthcare. She loves to travel and is crazy about dogs. You can contact her at and


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