Why Skill Should Matter More Than Speaking Style

Interview Experience That Needs Attention: Why Skill Should Matter More Than Speaking Style

In today's competitive hiring environment, companies are often in a rush to fill roles quickly. While efficiency matters, there's a growing concern that true talent is being overlooked due to unfair or superficial interview evaluations. At SayuTech, we recently encountered a situation that highlights a critical gap in how candidates are being assessed in the tech industry.

A Real Interview Experience

One of our experienced developers attended an interview with a reputed company. We expected a conversation focused on core technical skills, hands-on project experience, and real-world problem-solving. Instead, the feedback we received was shockingly vague.

“Ohh... ooh... okk...”

There was no reference to specific questions, no technical judgment, and no constructive criticism. This kind of response isn’t just unprofessional; it’s harmful. It leaves candidates confused, demotivated, and unfairly rejected.

The Real Problem: Prioritizing Style Over Substance

Many developers are introverts, or English may not be their first language. Some may pause, say "umm," or use filler words when nervous — especially in high-pressure interviews. Does that mean they can't code well? Absolutely not.

Yet, we are seeing a disturbing trend: candidates being judged more on voice clarity or hesitation than on actual skillset.

• 💡 Are we rejecting real talent because they pause or don’t speak fluently?
• 💡 Are we ignoring years of hands-on experience because of minor communication gaps?
• 💡 Are we allowing poor interviewer behavior to damage a candidate’s future?

What Should Matter in a Technical Interview

Here’s what every interviewer should focus on instead:

• ✅ The candidate's technical knowledge
• ✅ Their hands-on experience and real-world projects
• ✅ Their problem-solving ability under pressure
• ✅ Their willingness to learn and grow

If communication is a concern, offer:

• A second round via video call
• A face-to-face discussion
• A short written or code-based assessment

A Call to HRs and Hiring Teams

Hiring teams carry a huge responsibility. One careless or poorly structured interview can not only eliminate a strong candidate but also hurt the company’s brand.

We urge HR professionals, team leads, and interviewers to:

• Structure interviews clearly and evaluate with specific criteria
• Offer constructive feedback, even when rejecting
• Create a fair platform where every candidate can show their strength

At SayuTech, we stand by our developers and believe every skilled individual deserves an interview process that values substance over style.

Respecting Reputed Names

We have always respected companies like Kavi Global in chennai for their presence in the industry. But unfortunately, this interview experience did not reflect the high standards expected. We share this not to complain, but to encourage change. As business owners, we know that a great hire can come from a candidate who simply needs to be heard properly.

One of our developers recently interviewed with a well-known organization (Kavi India), and the feedback experience was disappointing. While we respect the company’s reputation, we believe this instance calls for a more thoughtful approach to evaluating technical talent.

Final Thoughts: Let's Redefine the Interview Process

The goal of an interview is to discover a candidate’s capability, not just their comfort level in speaking. A great communicator isn’t always a great coder — and vice versa.

Let’s build interview processes that:

• Reflect empathy and professionalism
• Encourage diversity in thought and communication
• Help the right talent rise, regardless of accent, hesitation, or filler words

Let’s change the way we hire — for good.

— Team SayuTech