We all know the jokes about talent recruitment that “requires a century of experience in AI/ML.” With the number of layoffs, no doubt this type of approach will get worse. But that is not generally a tech problem; it is an HR problem–the problem of having people hire in tech that aren’t active in or knowledgeable about tech.

The real concern that is very much a tech problem is hiring for product and/or technology. I will say outright: Stop doing that except in very special circumstances. Hire for the ability to find information. One of the other things we all joke about is increasingly convoluted interviews where the hiring company wants you to solve their problems in a fraction of the time it would actually take them to do it. Again, if you’re a hiring company doing this, knock it off.

IT is an ever-evolving field, more so once Agile and DevOps are taken into account. Indeed, we would not be far off if we renamed the field Continuous Evolution, because tomorrow is guaranteed to hold different solutions, no matter what. The idea that requiring experience in Grafana or mastery of Python is an indicator of long-term success is downright farcical. There are positions where this is tolerable–if a position is for maintenance of a traditional app that is not going anywhere and is not getting massive updates, then a list of what tools are desired for the role is easy to build and will be lasting. But I would argue that hiring specifically for that application’s needs is not in the best interest of the organization as a whole, because that person is not portable and adaptable. For modern development, particularly of new products that are just now being architected, the needs are going to change in the process, so claiming you want X years of experience in Spring (when it may use a different framework by deployment time) is not productive.

As we move into belt-tightening yet again, employees who can do the job and know how to look up new information will be worth their weight in gold. Having a person who can work on existing applications and drive innovation in future applications all in one body is important. Giving them a chance to exercise that drive to learn is also important, but is a separate issue. None of the areas I cover–applications, operations and security–are standing still or even coming close to standing still. The need for people who can go find out what is needed is huge.

And while the internet is a horrendous mix of good and bad, the ability to find information—and even solutions to problems—is undeniably better than it ever has been. Having people skilled at using that information resource is the key to moving forward.

So, find people that can solve problems given a modern context. Hiring for technology will solve today’s problems, but problems are not restricted to today, so solve ongoing problems. Gate for basic tech knowledge and skills, then evaluate for the ability to find answers. A far better use of everyone’s time during interviews would be—using email as an example—“Hosted Exchange just went down. Walk me through your troubleshooting steps. You have a couple minutes.” Or—using development as an example—“We just discovered that an OSS library we use has unacceptable vulnerabilities. Walk me through how you would find instances of it and what steps you would take to find replacements. Compliance is breathing down our neck, you have a couple of minutes to show us.” You get to see how they approach likely problems, they get to ask about the environment. Far better than “Show us all the steps to get BGP routing configured,” or “Develop an entire B-Tree while we watch,” questions. Certainly better than any question that ends with “And don’t use the internet.” Are you kidding? Can we talk about the field and what year it is?

As I’ve said off and on over the years, you want the best coworkers you can get or the best employees you can get. Either way, hiring for expertise with a given tech product is not the best route to that goal. You rock—so get people with you who do, too. It’s not going to get less complex, so have peeps that can keep up and carry a load, no matter what tomorrow’s technology looks like.