How to (really) evaluate a developer's skillset

How to (really) evaluate a developer's skillset

The interpretation of résumés and curriculum vitaes in the technical world is often thought to be a straightforward affair.

It is argued to be comparatively easier to assess precise technical skills than it is to measure expertise and proficiency in (for example) the arts, careers involving social sciences, or roles where defined competencies are more intangible and perhaps subjective.

A developer knows x-number of languages, y-number of development environments and toolsets, has worked for z-type companies in specific projects teams of an exact size… and is comfortable with one specific platform (as in Windows, Linux, Apple, other) or a defined combination of platforms.

Further still, a developer will have a specifically classified ‘type' i.e. they will be a User Interface (UI) specialist, a database administrator or a sysadmin (not developers by some definitions, but still essentially in the same family), a server-side developer, a security developer, or a hardcore ‘command line' programmer or perhaps even a games developer.

This all makes the hiring, placement and remuneration of developers supposedly very straightforward, you could expect. The trouble is, it's not that easy in the real world.

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