Evaluating Candidates
Let me offer a brief perspective on evaluating candidates.
One standard way is to review their background and check each box as you find the candidate has experience in a particular aspect of the role you are filling. Yep, he has done that, or she has done this. The candidates with the most boxes checked win an interview
Another way to evaluate candidates is to look deeper at their skills & passions. Maybe she/he has not done a particular task before, but has the core skills to accomplish it. He has built back office systems but never sold them. She has designed algorithms and loves math but has not done ML work. These candidates may not have solutions in-hand, but that forces them to dig to understand your business needs and apply their existing skills to find solutions.
The standard evaluation gets standard candidates who have been there, done that, and apply past experience to your challenges.
The skills approach gets candidates who don’t repeat past solutions and they use their skills to find potentially innovative solutions to your likely unique challenges.
Which one would you prefer? Which one is the most likely to stay?
You need to find people who can solve new problems, not just repeat what they have been shown in the past. Checking boxes does nothing to assess whether a candidate is actually capable of solving a problem on their own using experience from their past.