I'm a firm believer that you should include them, if they are part of the job. If not, especially if they're completely unrelated, then they're just a reason so

I'm a firm believer that you should include them, if they are part of the job. If not, especially if they're completely unrelated, then they're just a reason somebody is going to have a harder time passing your interview. If you want that, that's your prerogative, but generally IMHO you should focus on finding owners, people who are going to give it their best to provide quality and love their code/contribution. Whether they know how to rock from day one, or they're going to learn it on the job. It's not an easy thing to look for, I know, but it's what we should be striving towards IMHO and what I'm focusing on. So far it has had great results, with a few misses, but a better success rate than just handing out technical stuff.