{"id":3694,"date":"2021-11-19T06:19:06","date_gmt":"2021-11-19T06:19:06","guid":{"rendered":"https:\/\/botsify.com\/blog\/?p=3694"},"modified":"2024-12-27T12:01:11","modified_gmt":"2024-12-27T12:01:11","slug":"misleading-proxy-for-developers-efficiency","status":"publish","type":"post","link":"https:\/\/botsify.com\/blog\/misleading-proxy-for-developers-efficiency\/","title":{"rendered":"Why pedigree is a misleading proxy for a developer’s efficiency and skills"},"content":{"rendered":"

It’s true what they say, “getting a job is a full-time job.” After all, as hiring becomes more global, recruiters are continually burdened with an influx of job applications.<\/span><\/p>\n

On the opposite side of the equation are applicants, who are growing tired of the lengthy hiring process.<\/span><\/p>\n

Hiring managers keep complaining about not finding the “right candidate” or there’s the problem of “skill gap”, but this notion is far from the truth. There isn’t a scarcity of skilled candidates, but the way companies hire developers is faulty.<\/span><\/p>\n

HR for any company finds itself stuck in the same loop of copying their competitors’ hiring process (which is usually pedigree-based). Even though what they’re trying to do with their own company is fundamentally different.<\/span><\/p>\n

Only a handful are ready to take a risk and hire someone who has the underlying capabilities but hasn’t had the job title before that company is hiring for.<\/span><\/p>\n

The last interview round of the hiring process leaves the employer with a handful of employees who don’t necessarily have the skills. These handful candidates reach the final stage either because of pedigree or their relevant work experience in most cases.<\/span><\/p>\n

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