Home > Error Management, Hiring > Two perfect software engineering candidates: how do you choose?

Two perfect software engineering candidates: how do you choose?

After a significant investment of time in the recruiting process, it’s a wonderful problem to have two perfect software engineering candidates.

Both candidates have deep experience in required technologies and demonstrated passion about developing great software products.   Plus – the software engineering team liked both during the interview process.

How do you choose one of them, even if a background thought continues to remind you that perhaps hiring both may be a good idea?

I learned over the years that one’s willingness to find a way to delight the customer in any situation – even if the product generates an error – is one of those defining elements that can make one perfect candidate seem even more perfect.

It’s a lot easier to delight the customer by delivering required functionality.   All is well when the software works as expected.

However, what happens when the customer begins to experience unexpected errors, confusing error messages, and lack of logging or diagnostic features?  Customer’s confidence in the software can be quickly eroded.

The truth:  the opportunity to delight the customer when the software does not work as expected is greater than when the product works as expected.

Although no one likes errors and unexpected functional behavior, the customer’s confidence in the software will actually increase when the software handles errors with grace and precision, while providing appropriate level of feedback to the customer.

So – how did I choose between two perfect candidates?

I asked both to consider the following scenario:

– “You are starting next Monday”

– “The product you just inherited does not contain a single error message or a message of any kind”

– “Think about an approach to begin introducing messages in the product – informational, errors, exceptions, or whatever you think may be required”

– “Let’s discuss your ideas in 10 minutes”

The first candidate struggled with the scenario.   “J” continued to look for a specific technology approach and – when faced with uncertainty – went back to a comfort zone of knowing how to use a well-known logging framework.

The second candidate got it right. “G” asked me a lot of questions about product architecture, user experience, critical functional paths, known defects, priority of defects, specific customers experiencing defects (who was more vocal).  “G” even asked which customers were at risk of not renewing the software maintenance contract. Then, “G” wanted to prioritize critical functional paths and correlate high priority defects.   “G” talked about order management process and the majority of defects that occurred after the order was submitted.  “G” also wanted to learn if certain defects were clustered in certain sections of code.   ‘In addition, G” thought it would be a good idea to address these defects with “one surgery” and localize changes in one or few related components.

It became very clear who turned out to be a perfect candidate.

 

 

 

Categories: Error Management, Hiring
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