I like your idea from a company's perspective. I've seen many teams struggling to get good developers - Part of the problem is the existing team (it sucks technically) - they can't ask the right questions and end up hiring the wrong kinda folks.
You should probably explain a bit more in detail (on a blogpost maybe) on the matrix that you will use for evaluation related to techs.
I agree with few of the comments below too.
1) I'll not be interested in talking to you if it seems to me that you are a recruiter. But then - its me and people like me who are humbly confident about their skills - that's mostly not the case with everybody. May be you could partner with an employee -mostly silent- during interviews.
2) You could be doing a great deal of misdeed towards developers. I judge my prospective employer/team based on the questions they asked, how they asked, etc, etc. I've been trapped into a situation where I thought that the team is "very good" based on the interviewer - which turned out to be a disaster - bcoz the interviewer was brought in from some other team (read: excellent team) - but that's not what I was hired for.
I think you said it correctly. And I should write a blog post explaining it better. The reason many companies screw up on hiring is because its difficult.
But to be honest, even after hearing lots of negative feedback from candidate's perspective, if I can smoothen out the interview process for a company, candidates will benefit too. Also, as I said in another comment, through experience (over a period of time) and technical knowledge I will be able to spot talent much faster. And I might end up helping candidate as well if I feel that he is actually the right candidate for a particular job.
Comments
I like your idea from a company's perspective. I've seen many teams struggling to get good developers - Part of the problem is the existing team (it sucks technically) - they can't ask the right questions and end up hiring the wrong kinda folks.
You should probably explain a bit more in detail (on a blogpost maybe) on the matrix that you will use for evaluation related to techs.
I agree with few of the comments below too.
1) I'll not be interested in talking to you if it seems to me that you are a recruiter. But then - its me and people like me who are humbly confident about their skills - that's mostly not the case with everybody. May be you could partner with an employee -mostly silent- during interviews.
2) You could be doing a great deal of misdeed towards developers. I judge my prospective employer/team based on the questions they asked, how they asked, etc, etc. I've been trapped into a situation where I thought that the team is "very good" based on the interviewer - which turned out to be a disaster - bcoz the interviewer was brought in from some other team (read: excellent team) - but that's not what I was hired for.
I think you said it correctly. And I should write a blog post explaining it better. The reason many companies screw up on hiring is because its difficult.
But to be honest, even after hearing lots of negative feedback from candidate's perspective, if I can smoothen out the interview process for a company, candidates will benefit too. Also, as I said in another comment, through experience (over a period of time) and technical knowledge I will be able to spot talent much faster. And I might end up helping candidate as well if I feel that he is actually the right candidate for a particular job.