In my opinion, the single most important attribute of any candidate is potential. With potential everything can be learned. All the rest are easy to manipulate but asking people about former challenges and explaining a topic are actually very good questions. Both help to create a context that the candidate can expand and not just answer questions. The problem with this type of evaluation is that it requires the interviewer to be relevant to the domain, in other words to have a technical background when the job is about software. Unfortunately, due to lack of knowledge and insight in technology, many organizations want to hire someone based on a checklist on prior experience, usually on keywords that are not understood.
I also agree with the ability to explain a topic but it is very difficult to explain something to an audience that has no clue about it. It really puts the candidate off.
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In my opinion, the single most important attribute of any candidate is potential. With potential everything can be learned. All the rest are easy to manipulate but asking people about former challenges and explaining a topic are actually very good questions. Both help to create a context that the candidate can expand and not just answer questions. The problem with this type of evaluation is that it requires the interviewer to be relevant to the domain, in other words to have a technical background when the job is about software. Unfortunately, due to lack of knowledge and insight in technology, many organizations want to hire someone based on a checklist on prior experience, usually on keywords that are not understood.
I also agree with the ability to explain a topic but it is very difficult to explain something to an audience that has no clue about it. It really puts the candidate off.