I could put that I know C/C++ on my CV, and it might get me a first interview.... but I had better get weeded out in that first round. yrwyddfa, it sounds like I'd get past that first round of yours. Not so good.

We use that first interview to do a number of things. 1) Assess the person in gerneral. 2) Do they have the skill set we are looking for (this is something our HR dept has problems with) 3) Will they fit in here? This is more than just determining if they are a team-player or not. Our organization is _very_ flat, and while we have teams, we also have a lot of cases where the developer needs to have the ability to work alone, w/o supervision. So we have to find the right person with the right balance between the two. 4) Because of the flatness, there's no opportunity for coprorate ladder climbing. We've been through a couple of people who had problems with this issue and it created a lot of annimosity between them and the rest of the group.

Also if you are employing someone only untill that skillset dies... then you are doing them and yourself a great disservice, and I'd be out of a job in a few months. The ability (and willingness) to expand their skillset is a great asset. You can employ the typical C/C++ cermugeon who refuses to learn anything new, produces quality code punches in at 8am and leaves prompty at 5pm, but also gets the job done in a timely fassion. This person works well with the team as well as on his own. Or you can get some one who has some experience with C/C++, VB, does some SQL and wants to take up .NET. The quality of code is slightly below the cermugeon's, but is able to get it done, and works well with others.

Here, we're more likely to take that second person than the first. Mainly because it shows the willingness & ability to shift from one thing to another.

And generaly CVs are inflated at least 10%.

Tg