A firm with a population of 1,500 software engineers wanted to improve entry-level hiring. We conducted a job analysis that included multiple sources of data including: a) interviews with a sample of 30 incumbents and managers, b) review of existing documentation including strategic planning documents, job specifications, work process descriptions, etc., and c) content-coding several hundred job reviews.

The job analysis results identified requisite skills and performance differentiators. The results were used as the basis for a model containing 12 competencies. These included some differentiators that reflected the firm’s unique environment, i.e., collaboration and influence. An important choice point identified was whether entry-level hiring should include proficiency in these interpersonal skills even if they are not requisite at the time of hire.

Since they were seen as highly important skills for mid- and senior-level software engineering jobs, a decision needed to be made about whether it was critical for them to be present at the time of hire or whether they could be developed on the job. We then designed a structured interview guide based on this competency model and interviewers were trained in its use. Going forward, testing solutions, based on commercially- available tests, will be identified and validated in a research study using existing employees.