When I first began out interviewing offshore software engineering applicants in Malaysia, I wasted a lot of time looking at their CVs and using the ones as the basis for the first degrees of interviews. This resulted in the applicants doing loads of speaking about projects they (claimed) that they had finished and abilities they (concept) they had before I even commenced measuring their technical capacity. Some CVs appeared very dazzling indeed, their authors claiming nearly endless lists of abilities obtained, many to “advanced” standards.
Now, lower back inside the UK, for the maximum part when speaking about enormously professional jobs there is an unspoken rule when it comes to CVs, applicants handiest list capabilities which can be certainly really worth list and truly being prepared to return up any claims of “superior” tiers of talent in any of those claimed abilities.
It is no wonder that upon receiving such outstanding CVs in Malaysia, I assumed the applicants have been very high best indeed and decided that the primary hour of the interview needs to be approximately them speak me approximately they enjoy (to help them relax into the interview). Me doing a bit of a promotion at the position and company.
OWe could dive into the technical questions, which looked like they could a breeze for them. that Unfortunately, the aforementioned CV “rule” that applies within the UK does no longer apply in Malaysia, nor does it at some other offshore region that I even have interviewed applicants from so far. Consequently, I should pretty easily waste the primary hour of an interview talking to a candidate about their CV and possibly spending some time speaking approximately the role and the organization.
Earlier than even thinking about getting their hands grimy with some technical questions. When the technical section started, many applicants grew to become down as it speedy became obvious that the man or woman I had talked to for the previous hour or so became no longer the individual that turned into on the piece of paper (the CV) in front of me; they’d exaggerated wildly and in some instances blatantly lied on their CV.
When handiest recruiting for one or two positions, wasting an hour right here and there speak to a candidate who has intentionally fabricated their CV isn’t a massive deal. Indeed, many candidates I talked to were straightforward, and I ultimately employed them. However, while recruiting on a larger scale offshore, the numbers move in opposition to you, and such an approach may be hugely inefficient. Given that I changed into recruiting on a bigger scale, I
had to discover a way to determine as speedy as feasible if a candidate I became interviewing became really worth speaking to further. I, therefore, put aside their CVs and mounds of certificates and jumped directly into a gaggle of logic and trouble fixing sports (which involve writing code) at the whiteboard; I become quietly amazed at the effects.
