Finding the right candidate is a complex task. I have attended many interviews both as a candidate and as an interviewer, with the only difference being the role I played at the time.
Interviewers don’t expect candidates to know everything. However, as a candidate, you might often feel that employers are looking for interns with experience, which can be ironic but true.
Interns:
When looking for interns, I focus on the projects they’ve worked on, especially those that align with real-world or commercial domains. I believe most interviewers have a similar approach. On the interview board, I find that interviewers often expect interns to have knowledge equivalent to 1-2 years of practical experience.
Salary expectations for interns are another consideration. When we select an intern, we expect it will take at least six months for them to become productive. During this time, the organization invests in their training, which is why companies prefer to keep costs low at this stage. Based on my experience, anyone wanting to start as an intern should keep their salary expectations reasonable and have hands-on experience that mirrors real-world work.
Graduates who align their skills with market demands or take on small client projects during their studies become much more appealing candidates. These efforts make it easier for them to secure entry into a firm.
Mid-Level Candidates:
For mid-level roles, interviewers tend to focus on in-depth knowledge of key areas, especially the transition from an intern to a mid-level professional. Candidates with a solid learning journey can easily answer questions about specific scenarios and problem-solving approaches.
Those aiming for mid-level roles should focus on growing their knowledge systematically. Managing salary expectations is also critical, as project managers have budget constraints for hiring mid-level professionals. Candidates must demonstrate how their skills and performance align with the market value to justify their salary demands.
Experienced Professionals:
When hiring experienced professionals, interviewers expect to see diverse domain expertise, advanced technical skills, and leadership abilities. Reviewing the candidate’s career progression through their CV helps us assess their depth of knowledge across various domains and technologies, including complex or specialized areas.
Experienced candidates also need to demonstrate their leadership skills convincingly, proving that they can be a valuable addition to the team. However, salary expectations play a crucial role here as well, and both parties need to align on this aspect to ensure a good fit.