In my experience the UK is slightly less focused on credentials than the backwards boneheads in the US.
That's the good news.
The bad news is that tech interviews in the UK tend toward the same faux-IQ test mentality.
When are recruiters going to realise that just because you can reduce a person to a HackerRank score, that doesn't inform a good hiring decision?
I've often said the only way to see how someone is going to work out in an office is to hire them and let them work for a month on probation. After a month, if they've demonstrated an ability to talk, to collaborate, and to learn, then keep 'em. If not, cut 'em loose.
everything else in tech hiring is B.S. I have yet to see an alternative that can't be gamed, that takes in the holistic person.
And none of my jobs have really brought out the best in me. In jobs I've done well, I drove that myself. In jobs I didn't, it usually came down to bad communication (in both directions). Nothing to do with the recruitment at all.
> When are recruiters going to realise that just because you can reduce a person to a HackerRank score, that doesn't inform a good hiring decision?
Never. If tech people can't find a way to do it there is no way a non-technical person will be able to. Pretty sure this is why Google has its own recruiters. Your average recruiter has no clue how to grade candidates. For other companies it's probably best to find a way to apply directly.
I recently went through the process and got a job from a direct application. I dealt directly with the tech lead. The process was entirely devoid of BS. We understood each other right from the beginning---perfect clarity. After the little bit of time I spent looking through job ads and dealing with recruiters I am endlessly thankful that I got this job before having had to deal with all that for longer than a couple of weeks. The difference was stark.
That's the good news.
The bad news is that tech interviews in the UK tend toward the same faux-IQ test mentality.
When are recruiters going to realise that just because you can reduce a person to a HackerRank score, that doesn't inform a good hiring decision?
I've often said the only way to see how someone is going to work out in an office is to hire them and let them work for a month on probation. After a month, if they've demonstrated an ability to talk, to collaborate, and to learn, then keep 'em. If not, cut 'em loose.
everything else in tech hiring is B.S. I have yet to see an alternative that can't be gamed, that takes in the holistic person.
And none of my jobs have really brought out the best in me. In jobs I've done well, I drove that myself. In jobs I didn't, it usually came down to bad communication (in both directions). Nothing to do with the recruitment at all.