I'm a technical manager who remembers not-so-fondly the irrelevant and absurd ways I've been selected for positions during my working life and want to avoid the mistakes now that I'm in a position to influence our recruiting process. I work for a small firm in Australia and we will soon be looking for a mid-level programmer, mainly to work in PHP and Java, but I want somebody:
- with real ability, not just prior experience of those languages;
- who can fit well technically into our small organisation, able to generate solutions and take appropriate initiative without exceeding their authority; and
- who can fit well personally into our organisation; we don't have a strong "company personality" in terms of team-building exercises, all-hands meetings, vision and value statements etc. but we just expect and trust people to do their jobs.
With those in mind, what techniques and ways would be best to ensure we get a good fit and not just someone who's desperate for a job and will say and do whatever it takes to get one?