Plenty of knowledge on Java and then the next one will call themselves a programmer because they use HTML (don’t laugh, this happened to me). Asking for experience is a quick way to separate the wheat from the chaff.
Finally, there is the matter
How a candidate will turn out as a team c level contact list member. There isn’t a clear cut way to assess if a person is a good fit for the workplace, or if they are a team player. Experience in other jobs (especially those that last more than a year) is usually a good indicator that the person is both consistent and sociable.
The Case for the Young
Talent Some of my best hires have been a young programmer with little experience young up-comers with almost no experience that I’ve fought tooth and nail to give a chance. Measuring programming and problem-solving skills with years of experience is akin to figuring someone’s weight by measuring their height, there might be a correlation, but it’s not really a strong one.
A lot of great programmers
Have done a lot of work as personal thailand lists projects or as part of a community. But they haven’t had the kind of experience that would look well on a resume so they don’t write it down. Unfortunately, not every recruiter is aware of this. They don’t know what kind of questions to ask to gain insight into their skills in coding or their ability to be part of a team.