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I am absolutely aware of that. I used "credentials" in the above post in a very broad sense of the word, because "something that shows on paper that you know h

I am absolutely aware of that. I used "credentials" in the above post in a very broad sense of the word, because "something that shows on paper that you know how to program" is a bit of a handful to type. Work Experience, Involvement in projects, a degree, a github link, code-camp certificate, reference to prior training, all of these can be credentials. The better the position, the better whatever someone puts in needs to be in Order to consider the candidate. If it's a beginners position even a short paragraph about when, how and why someone started self-teaching would be acceptable, if I am looking for a senior database engineer I want to see more. Writing something tangible in a resume about ones skills is a prerequisite. If a candidate doesn't do that, his application is eliminated before it even gets past the desk of the first HR person. This is not "credentialism", it's normal procedure for basically every single job-that-requires-some-form-of-expertise on the planet. "credentialism" would be to only consider candidates with, say, a CS degree. That would be bad in our industry, for the exact reason you outlined.

dnissley 5y ago
The problem is "something that shows on paper that you know how to program" is so easy to fake that this amounts to basically no filter at all. Literally anyone could go on linked in and copy+paste blurbs from other people's job histories and nobody would know the difference between them and a viable candidate.
- usrbinbash 5y ago
  The thing is, in smaller companies, where there are few applicants, this can be solved by interviewing people (as in "talking to them", not with LC puzzles which can just be memorized). In larger companies, and for well paid positions, where there can be hundreds of applicants for each job, that just isn't feasible, so HR has no choice but to apply some sort of filtering.

dnissley 5y ago

The problem is "something that shows on paper that you know how to program" is so easy to fake that this amounts to basically no filter at all. Literally anyone could go on linked in and copy+paste blurbs from other people's job histories and nobody would know the difference between them and a viable candidate.

usrbinbash 5y ago
The thing is, in smaller companies, where there are few applicants, this can be solved by interviewing people (as in "talking to them", not with LC puzzles which can just be memorized). In larger companies, and for well paid positions, where there can be hundreds of applicants for each job, that just isn't feasible, so HR has no choice but to apply some sort of filtering.