<story><title>Having no experience can be better than having the wrong experience</title><url>https://twitter.com/danluu/status/1551662427606986752</url></story><parent_chain><item><author>madrox</author><text>As a hiring manager, I&amp;#x27;ve found entry level roles to be the hardest to fill well. No metric is a guarantee of a quality candidate. I loathe whiteboard programming, but for entry level jobs it&amp;#x27;s at least a signal that they&amp;#x27;re putting in the work to figure out how to be successful within a structure.&lt;p&gt;Beyond that, I want a narrative for the candidate&amp;#x27;s career...both where they&amp;#x27;ve been and where they want to go. It helps me figure out if their development goals will be a good fit and what their experience will bring to the team. I&amp;#x27;ve run into a lot of candidates whose careers seem to be guided simply by &amp;quot;I work for the highest bidder&amp;quot; and they don&amp;#x27;t end up being the best on the team...nor the most enduring.&lt;p&gt;I can see how this might equate to having the &amp;quot;wrong experience.&amp;quot; I hope candidates who wait to apply for that big dream job (or don&amp;#x27;t get it) at least are taking jobs that prepare them for it. Barring that, I hope they&amp;#x27;re finding other ways to gain experience. We can&amp;#x27;t always choose the jobs we want, but I hope everyone is figuring out how to build towards it.</text></item></parent_chain><comment><author>mbg721</author><text>How should they know where they want to go if they&amp;#x27;re entry-level?  They haven&amp;#x27;t seen what the future paths are really like.  This leads to a mentality of &amp;quot;the only safe entry-level candidate is one with five years&amp;#x27; experience doing exactly what we do,&amp;quot; and I saw that in how one of the places I worked did their hiring.  It led to much lower-quality entry-level candidates than if the company had accepted some risk and taken the plunge, recognizing that some of the time it wouldn&amp;#x27;t work out.</text></comment>
<story><title>Having no experience can be better than having the wrong experience</title><url>https://twitter.com/danluu/status/1551662427606986752</url></story><parent_chain><item><author>madrox</author><text>As a hiring manager, I&amp;#x27;ve found entry level roles to be the hardest to fill well. No metric is a guarantee of a quality candidate. I loathe whiteboard programming, but for entry level jobs it&amp;#x27;s at least a signal that they&amp;#x27;re putting in the work to figure out how to be successful within a structure.&lt;p&gt;Beyond that, I want a narrative for the candidate&amp;#x27;s career...both where they&amp;#x27;ve been and where they want to go. It helps me figure out if their development goals will be a good fit and what their experience will bring to the team. I&amp;#x27;ve run into a lot of candidates whose careers seem to be guided simply by &amp;quot;I work for the highest bidder&amp;quot; and they don&amp;#x27;t end up being the best on the team...nor the most enduring.&lt;p&gt;I can see how this might equate to having the &amp;quot;wrong experience.&amp;quot; I hope candidates who wait to apply for that big dream job (or don&amp;#x27;t get it) at least are taking jobs that prepare them for it. Barring that, I hope they&amp;#x27;re finding other ways to gain experience. We can&amp;#x27;t always choose the jobs we want, but I hope everyone is figuring out how to build towards it.</text></item></parent_chain><comment><author>heavenlyblue</author><text>&amp;gt; &amp;quot;I work for the highest bidder&amp;quot;&lt;p&gt;Uhm, I find people like these are actually the easiest to keep. They know their price and define it. You know what to expect.</text></comment>