Coding camps often yield very qualified candidates. Be sure to review your assumptions about candidates and construct a tailored interview for coding camp applicants.
For example, graduates with a university degree in computer science often have to learn basic concepts expressed in multiple languages and technology stacks. I believe this can give them resilience in the face of change. Because some coding camps turn out graduates with very narrow experience those candidates may not yet be able to apply their new skill in a technology environment even slightly different from their learning experience.
To address this, you might ask a question like ”Tell me about a technology that you have learned for your own purposes — outside of school. How did you approach your learning? How did you build on what you already knew?”
The front page of the Business & Tech section of today’s Wall Street Journal states ”Coding Camps Attract Tech Firms.” And they are absolutely right! I have been very impressed by many candidates from coding camps. On the other hand, I have seen some struggle after being hired for reasons related to their narrow experience.
I recommend embracing this new source of qualified talent. Just take another look at your interviewing process to reevaluate past assumptions.
