Your second point is important, but when you have recruiters/HR as the front line of hiring it completely breaks down because they haven't got a clue whether an applicant's skills are transferable or not. And they cop a lot of flack for this from developers but honestly I'm not sure it's possible for someone who doesn't even code for a living to learn how different technologies are and aren't compatible, skills-wise. Same reason we end up with unhelpful job descriptions. I think most developers would already be onboard with your second point but it's simply not up to them.
> honestly I'm not sure it's possible for someone who doesn't even code for a living to learn how different technologies are and aren't compatible, skills-wise
You don’t have to be the best sports player to be a great sports coach. You don’t have to be the best programmer to be a great engineering manager. The problem is that companies have not decided it cost effective to pay more for recruiters that know how to code or even have a CS degree.
This said, I think AI, ChatGPT/LLMs, and probabilistic models can make inferences about skill transferability. Interacting with ChatGPT could effectively become a fizzbuzz programming interview. Potentially, we can have the AI randomly remove a line of code from otherwise correct code, and interacts with the interviewee to debug what’s wrong with the code.
