4 Characteristics I Look For In Data Science Candidates To Avoid Hiring The Wrong People
In order to have a successful team, you’re going to need a handful of things.
I have been leading Data Science teams for over 6 years and have had to hire +100 data scientists over that period. Most have turned out great, but some have been bad hires. Over the years I found that the ones that work out have many things in common. And that when I forget those things and make a hire regardless, it turns out terribly.
These are the most important traits that I look for in candidates so you can avoid the mistakes I made in the past and build the most successful data team.
Clarity Of Expression
One of the most important things is how clearly a candidate expresses himself.
Unless you are a micromanager, you will want your team to be independent. That means that you are not going to be there with them, so when you do catch up, your team must be able to tell you what they have been working on, the challenges they had, etc.
Clarity of expression is going to be vital to how the communicate with clients also.
How to test it? I like to identify something the candidate knows and I don’t and ask him to explain it to me. That way you replicate the situation of him having to update you on a topic afterwards.
Right Attitude
Skills can be trained, attitude cannot.
Another deal breaker. If you identify some attitude that does not align with yours or your team’s, that’s a surefire sign there is going to be trouble if you hire the candidate.
Cultural fit is one of the most important thing you are looking for in a candidate.
How to test it? Ask about difficult work experiences of the past. People with the wrong attitude will perhaps blame other people or circumstances for decisions they made.
Sound Decision Making
You will need your team to call the shots most of the time.
Perhaps not the big strategic decisions, but every project needs a thousand little decisions and compromises that you will need your team to make. They need to be good decision makers.
How to test it? Ask about big decisions they had to make. Job changes are often good thermometers. Having them tell you why they left a company for another one will speak volumes as to how they think and make decisions.
Depth
This one is very personal.
I want people on my team to have depth. By this I mean to have knowledge and interests far beyond the world of data.
You are probably going to be stuck with the candidate you are interviewing for many hours in the future. You better make sure they can hold an interesting conversation on something besides work.
How to test it? This one is easy. Ask about personal interests and see if they have a life besides work.
