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How do you approach hiring candidates who don’t have tech industry experience?

Passion, Aptitude, Character and Motivation to learn are some of the areas I look at from people within technology or outside of technology. Technical skills can be taught. Can they mesh with the team and the culture are more important.

Anonymous Author
Passion, Aptitude, Character and Motivation to learn are some of the areas I look at from people within technology or outside of technology. Technical skills can be taught. Can they mesh with the team and the culture are more important.
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Anonymous Author
I grew up a musician, so I'm hyper-focused on creativity, performance and other things that are part of my creative pedigree. When I started working with people I realized that although musicianship doesn't involve the concept of winning, sportsmanship does. In sports, you end up with certain core drives. So it's helpful in those types of interviews to think about how you can pick up on signals for the drives you want, and what those might look like. I figured out that I enjoy working with special forces veterans who want to get into technology. And it's just a particular connection that tends to work well given how I operate and how they operate. There's enough commonality that we can bridge that gap; they're good at enough things that I'm not good at and vice versa, so it creates a situation where one plus one equals three. That's where I've seen successful pairings, and there are lots of different examples where that potential exists. Think about team building as if you’re creating an ever-growing collection of Venn diagram overlaps. Once you identify a gap that you have, you can figure out where that's going to interface with the rest of the organization. 
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