This article is in the context of Hiring Developers for Skills vs Pedigree in a Growth Stage Startup.
Pedigree-based hiring places a significant emphasis on candidates' educational backgrounds, the reputation of their previous employers, and the perceived prestige of their prior roles.
The disadvantages are a limited Talent Pool, Risk of Overrating, and Higher cost.
Skill-based hiring prioritizes a candidate's abilities, experience, and expertise over their educational or professional background.
The disadvantage is the risk that the candidate might possess short-term skills but could falter under pressure and may lack strong analytical abilities.
To Simplify the discussion, we are going to have separate discussions for Junior and Senior Developers.
Junior Developers: 0-5 Years of Experience
| Aspect | Skill-Based Hiring | Pedigree-Based Hiring |
| Emphasis | Technical skills, adaptability, and potential | Educational background, internships, and relevant coursework |
| Advantages | Identifying emerging talent with the potential to develop broad skills. | A candidate with a Good Pedigree is highly likely to be a hard worker and smarter than an average candidate |
| Potential for growth in multiple technical areas. | ||
| Diversity in the early workforce allows for varied skill sets. | ||
| Additional Strengths | Opportunity to shape and mentor candidates with diverse skill sets. | Belonging to a highly skilled group encourages healthy competition, requiring dedicated effort to stand out within the cohort during college days. |
| Skill-based hiring isn't just about building a diverse team; it's about assembling a vibrant mix of talents that propels the company to greater heights of achievement. | Candidates probably have access to the best professors while in college. | |
| Candidates from reputable companies likely have experience with high-impact projects, extensive customer bases, and strong business acumen. |
Senior Developers: 5+ Years of Experience
| Aspect | Skill-Based Hiring | Pedigree-Based Hiring |
| Emphasis | Technical skills, leadership, and industry expertise | Extensive job history, leadership roles, and industry reputation |
| Advantages | Deep technical knowledge and experience in specific areas. | Proven leadership, industry experience, and reputation. |
| Problem-solving at scale with a focus on complex challenges. | Established presence in the industry with a wealth of connections. | |
| Ability to mentor junior team members with deep expertise. | Extensive professional network with access to industry leaders. | |
| Additional Strengths | Evaluation of candidates with extensive technical expertise. | Candidates with a history of leadership and successful project delivery. |
| Opportunity to leverage candidates' in-depth industry knowledge. | Access to industry trends and best practices through networks. | |
| Potential for candidates with a breadth of leadership and technical skills. |
How to Plan and Execute Skill-based Hiring Well?
Clearly outline the skills needed for the role.
Create objective assessments for key skills.
Establish a consistent and structured evaluation process.
Skill-focused interview questions.
Assess communication, teamwork, and adaptability.
Track new hires' skill alignment with job expectations.
Encourage skill development for existing employees.
Final Thoughts
Skill-based hiring is the future of work, offering a level playing field for candidates, irrespective of their pedigree