Hire for communication skills, not conversational skills

Or: how not to be fooled by smooth talking candidates

Hello fellow datanistas!

Have you ever found yourself charmed by a candidate's conversational skills only to later discover that their technical abilities didn't quite match up? It's a common scenario in the tech and bio world, and it's one that I recently recounted on my blog. The post explores the crucial difference between communication and conversational skills in the context of hiring, particularly for technical roles.

In a candid recount of a hiring experience, I share how easy it is to be swayed by a candidate's pleasant personality and smooth talking, potentially overlooking the core skills necessary for the job. The post not only highlights my personal learning curve but also sheds light on practical strategies to ensure that hiring decisions are based on solid evidence of a candidate's technical prowess.

One key takeaway is the value of a code review as part of the interview process. This approach not only provides a clear picture of the candidate's technical skills but also their ability to communicate complex ideas clearly and effectively. It's a lesson that’s also connected to Andy Grove's "High Output Management," emphasizing the importance of maximizing the interview time to gather as much relevant information as possible.

I’d like to invite you to read the full post and reflect on your own experiences or practices when it comes to hiring. Whether you're a hiring manager, a team lead, or someone passionate about building effective teams, I think there is something in it for you. Here's the link to dive deeper: Hire for Communication Skills, Not Conversational Skills.

Cheers,
Eric