Beyond technical ability.
WHAT THEY ASSESS
Whether you can do the work Whether you can learn what you do not know Whether you communicate Whether you are reliable Whether working with you is pleasant
WHY THE LAST TWO MATTER MORE THAN CANDIDATES THINK
Teams tolerate modest ability far better than unreliability or unpleasantness.
WHAT SIGNALS RELIABILITY
Finishing things Communicating when blocked Meeting commitments, including small ones
WHY SMALL COMMITMENTS MATTER
Arriving on time to an interview is evidence.
WHAT SIGNALS LEARNING ABILITY
Describing something you did not know and then learned Curiosity about how things work Asking good questions
WHAT SIGNALS COMMUNICATION
Explaining something technical clearly Adjusting to the listener Listening, rather than waiting to speak
WHAT DAMAGES CANDIDACY QUICKLY
Speaking badly about previous employers Claiming knowledge you lack Defensiveness about mistakes Vagueness about your own contribution
WHY THAT LAST ONE
It suggests you did less than claimed.
WHAT TO DEMONSTRATE
Specific ownership of specific work.
WHAT EMPLOYERS WORRY ABOUT
Hiring someone who cannot do the work Hiring someone who disrupts the team
WHAT TO DO
Address both, with evidence.
