<Interviewing programmers 101 - Part 2 ⁄ >

Once you start receiving CV's from candidates either from directly advertising yourself or from agencies (I will be doing a post as part of this series that covers recruitment agencies.) you often find yourself weighed down with large numbers of CV which you often start culling based upon criteria that are more to-do with peoples CV presentation skill than upon their technical abilities.

Although it is easy to trim the obvious bad CV's (ones written in crayon for instance - This has happened!) this will only get you so far (around 50-75% reduction in my experience).
After this you may still be left with more candidates than that you are happy to either telephone interview or face to face. What you need is a more reliable method that can be applied which also scales (can you tell I am a programmer?).

I present below a range of solutions that can apply to any size company.



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http://blog.assembleron.com/2007/05/21/interviewing-programmers-101-pa...