[BangPypers] Python and Employment

Vishal vsapre80 at gmail.com
Mon Jul 18 21:24:42 CEST 2011

On Sat, Jul 16, 2011 at 10:17 PM, Dhananjay Nene
<dhananjay.nene at gmail.com>wrote:

> On Fri, Jul 15, 2011 at 6:51 PM, kunal ghosh <kunal.t2 at gmail.com> wrote:
> > Hi all,
> >
> > I read a lot of emails in this list and others, posting job offerings.
> > They all list, "years of experience" required by a candidate to be
> > considered for the job.
> >
> > But what is the metric to measure this experience.
> The years of experience comes from a broader industry practice (across
> all industries - not s/w) where years of experience is a good proxy
> for ability to add value at a vocation. As an arbitrary example
> consider hospitality management or event management.
> The fact remains that there are many occupations where years of
> experience has less stronger correlation to potential performance eg.
> say a chaffeur.  So many companies tend to quote years of experience
> simply out of habit rather than an explicit understanding of the
> relationship of experience to potential performance.
> However there are factors which can still be influenced by years of
> experience even within s/w programming. Ability to interact with
> customers, ability to involve oneself into the business domain or
> problem space, ability to take on tasks and complete them without
> requiring oversight or fine grained guidance still do get influenced
> to some extent based on the experience. (I am suggesting there is some
> correlation - not how strong it is).
> Yet another reason is to increase the probability of finding the right
> candidate. A threshold of years of experience is sometimes kept to
> reduce the number of interviews that need to be conducted to recruit
> one person (presumably because people with lesser years of experience
> are lesser likely as a universe to get recruited and thus save
> recruitment time).
> On the whole recruitment is a very imprecise and brownian process. As
> companies realise github commits are an important proxy variable for
> potential success on work that will eventually find a way into the
> recruitment criteria as well. In the meanwhile, its generally best to
> make clear how exactly your experience stacks up against the expected
> experience, and if it does not meet the minimum criteria, highlight
> the strengths (eg. opensource involvement) which could cause a resume
> to be looked as more likely to be eventually recruited than average.
> If the company cares for this strengths, great, if not, it probably
> was not one you were seeking anyways :)
> Dhananjay
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Thanks for this wonderful view. I loved reading it.

Thanks and best regards,
Vishal Sapre

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