I was trained to interview against qualities such as a candidate’s ability to learn new technologies or deal with ambiguous situations. As a hiring gatekeeper, it was my job to ensure that the interviewers during final rounds focused their evaluations on similar traits which would indicate a candidate’s ability to live up to their full potential.
While software engineering is still a hot career, the talent a lot of employers seek is not always what’s available in the market. (Supply does not equal demand; expectations are too narrow; many companies competing for the same small pool of talent.) And the jobs a lot of engineers seek aren’t necessarily in their ability to land. (Again, supply does not equal demand; expectations may be too high; many engineers competing for the same small pool of “awesome” jobs.) Zoe and I call this space “the gap,” and it’s not nearly as cool as the store. And really, who wants to live in the gap?
I think companies still hire for potential and attitude but the deciding factor for hiring philosophy of an organization can be the size of operations, nature of operation and location. The size of operation can be a pertinent factor since organizations which have relatively small workforce prefer to hire people with past experience and will expect the employee to be productive from day one .
They are willing to pay higher wages but want complete utilization and hands on skill. On the other hand large organizations still continue to be guided by the philosophy of hiring for potential and typically they hire fresher’s out of college and train them for the jobs. They want lost cost employee and are willing to spend more on training people for desired skill.
However they organizations continue to be guided by business requirements and niche skills continue to hired based on previous experience and role. The key here is to have a balance depending upon the nature of business and talent availability in the location