On Sat, Jul 16, 2011 at 10:17 PM, Dhananjay Nene <dhananjay.n...@gmail.com>wrote:
> On Fri, Jul 15, 2011 at 6:51 PM, kunal ghosh <kunal...@gmail.com> wrote: > > Hi all, > > > > I read a lot of emails in this list and others, posting job offerings. > > They all list, "years of experience" required by a candidate to be > > considered for the job. > > > > But what is the metric to measure this experience. > > The years of experience comes from a broader industry practice (across > all industries - not s/w) where years of experience is a good proxy > for ability to add value at a vocation. As an arbitrary example > consider hospitality management or event management. > > The fact remains that there are many occupations where years of > experience has less stronger correlation to potential performance eg. > say a chaffeur. So many companies tend to quote years of experience > simply out of habit rather than an explicit understanding of the > relationship of experience to potential performance. > > However there are factors which can still be influenced by years of > experience even within s/w programming. Ability to interact with > customers, ability to involve oneself into the business domain or > problem space, ability to take on tasks and complete them without > requiring oversight or fine grained guidance still do get influenced > to some extent based on the experience. (I am suggesting there is some > correlation - not how strong it is). > > Yet another reason is to increase the probability of finding the right > candidate. A threshold of years of experience is sometimes kept to > reduce the number of interviews that need to be conducted to recruit > one person (presumably because people with lesser years of experience > are lesser likely as a universe to get recruited and thus save > recruitment time). > > On the whole recruitment is a very imprecise and brownian process. As > companies realise github commits are an important proxy variable for > potential success on work that will eventually find a way into the > recruitment criteria as well. In the meanwhile, its generally best to > make clear how exactly your experience stacks up against the expected > experience, and if it does not meet the minimum criteria, highlight > the strengths (eg. opensource involvement) which could cause a resume > to be looked as more likely to be eventually recruited than average. > If the company cares for this strengths, great, if not, it probably > was not one you were seeking anyways :) > > Dhananjay > _______________________________________________ > BangPypers mailing list > BangPypers@python.org > http://mail.python.org/mailman/listinfo/bangpypers > Thanks for this wonderful view. I loved reading it. -- Thanks and best regards, Vishal Sapre _______________________________________________ BangPypers mailing list BangPypers@python.org http://mail.python.org/mailman/listinfo/bangpypers
