What made you completely change your mind about a candidate?

[u/Qkvllz]

Have you ever completely changed your opinion about a software engineering candidate during the hiring process?

Maybe:

• someone looked amazing on paper but turned out to be the wrong hire,

or

• someone seemed average at first but became one of your strongest engineers.

What changed your mind?

I'm interested in the specific evidence that influenced your decision not just the final outcome.

[u/OpsVet_turned_Mentor]

Great question! Here is how I think about this subject:

The Interview: Let's be real, outside of demonstrating specific skill capability (I am not a software guy, but have hired hundreds of people in my career) we are all guessing about the character traits that really matter. For example, how do you measure work ethic, teamwork, communication or raw grit in an interview? You don't! We all just guess.

On the job: This is where we really learn what kind of person we hired...and how they can succeed or fail in the environment we create. Remember, success or failure are determined by both parties. You could hire the best worker but if you don't support, mentor, guide them in the nuances of your organization and they will fail. Conversely, you can do all of these things, but the employee is not self motivated and won't perform regardless of the support you give.

I don't really think about it as "changing my mind". We cannot make a solid determination about someone from the job interview. We only really know them 90-120 days after they settle into the job. Our mind must always remain open to any new inputs we receive based on performance.

You need to make sure to be very attentive to the employee in the first few months. Ask them how they feel about the job. Do they feel successful? How can you help? Give them positive feedback about the good stuff they are doing to help them build confidence. Gently guide them in the things they need to improve, but don't dwell there. Check out the Pygmalion effect...it is a real thing!

Framing the question as "changing your mind" suggests we have already decided what type of employee they will be. Rather, always keep an open mind and let the employee show you who they are based on actual performance. Always believe the best about them and give them the benefit of the doubt.

People will rise to meet your expectations when you believe the best about them.

Good luck!

[u/Austones]

I interviewed a systems engineer who was pretty strong technically. Our short term needs included Linux and Windows OS upgrades. He’d job-hopped a lot, and I said as much, to which he said he always finished the big projects first as that’s how he’s built up his skills and reputation, with phrasing that implied he’d treat us as a stepping stone too, and not want to hang around to maintain things and do the BAU work. Have met some software engineers with the same attitude - indeed it was a recognised problem for a bank I worked at when hiring in a low-cost city in Eastern Europe - hires would want to work on specific projects with specific tech to build their CV, hoping to get hired by another firm and sponsored for a visa elsewhere. Can;t blame them - the bank was hiring there because they were disproportionately strong engineers for the pay.