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A Method I’ve Used to Eliminate Bad Tech Hires

mattermark.com

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Re: A Method I’ve Used to Eliminate Bad Tech Hires

#501
post #281
post #158

Earlier quoted context omitted.

It is a requirement of my country's regulators that I ask for my employer's approval before I do any other work for compensation.

Damn, what country is that? Sounds like a very controlled, restrictive environment.

I worked at a top investment bank in NY which had/has that policy

Re: A Method I’ve Used to Eliminate Bad Tech Hires

#502

Earlier quoted context omitted.

Do you mind not using multiline code block quotes that split sentences in half? Not only is it obnoxious to read on mobile, as horizontal scrolling is necessary, but it also fundamentally doesn't make sense as you should be able to copy/paste whole sentences. One might expect that as a recruiter/(ex-?)developer you'd realize how painful it is when you use this formatting.

Looks much better to me, including on mobile, and is the first complaint in the 2,020 days my account has been active here, whatever "one might expect". Additionally, it will look entirely natural to any of us who used email before it was mostly HTML.

Thanks for the downvote - good to know that you're not interested in improving the UX on HN.

Re: A Method I’ve Used to Eliminate Bad Tech Hires

#503

Earlier quoted context omitted.

Well, let's explain the downvotes from 1 POV. The "copy/paste" comment just willfully misinterprets how StackOverflow is used. I think that we just don't believe you. Did you arrive at every job with perfect knowledge in the areas you'd be working on? Have you not had to learn anything on the job? If that's the case, then you're vastly overqualified. I feel like I'm being utilized as an employee the best when my mana…

I suspect you're right in many ways. I mention it as a copy/paste mechanism as I am surrounded by people who use it for that very purpose. I also did have the knowledge required for the job I applied for, and whilst I have learned a lot (off my own back) over the last 18+ years, very little of it is actually required, as demonstrated by those others who get given similar tasks that they can complete using Stack Overf…

That sounds like a crappy job to be in, I'm sorry. I've worked around people who were... negative, and were really bad at explaining things to me, and also kind of hacky. It sucked and it drained my morale.

There are good places out there, _even_ if they're low-skilled environment. I think it's totally a cultural attitude, to be willing to take the time to learn, and to have a good attitude and effort about it. You can copy/paste from SO and still be using it as a learning tool.

Re: A Method I’ve Used to Eliminate Bad Tech Hires

#506

Earlier quoted context omitted.

'normal conditions' vary widely, normalisation to a lowest common denominator allows for easier comparison. The other extreme end is the young students assumption, "you don't need to know everything, just where you can find it", but the ammount of stuff I have to look up repeatedly increases exponentially with, eg, every wiki-page I read and that just takes too long to the point of impossibility.

For any software development position, normal working conditions probably includes an internet connection.

like, directly plugged into the hypothalamus?

Re: A Method I’ve Used to Eliminate Bad Tech Hires

#507

Earlier quoted context omitted.

It does add to the comment. It hopefully encourages people to actually read the article. People can not contribute to a discussion constructively if they do not read the subject of the discussion.

From the HN Guidelines: > Please don't insinuate that someone hasn't read an article. "Did you even read the article? It mentions that" can be shortened to "The article mentions that."

I know it is in the guidelines. I am saying that I disagree with that guideline as it does not accomplish the goal the guidelines are intended to accomplish.

Re: A Method I’ve Used to Eliminate Bad Tech Hires

#508

This seems like a pretty popular take on the interview process here on HN. However, there's one pretty glaring flaw that I've never seen discussed: if the interviewee can take the problem home, what prevents them setting up a hackathon with their friends at their place, and making the interview problem a team effort? A couple of knowledgeable friends can do wonders, and if you also prep with them a little you can pro…

> if the interviewee can take the problem home, what prevents them setting up a hackathon with their friends at their place, and making the interview problem a team effort? Nothing, and that's fine. In fact we encourage candidates to use all resources on our take home interview test. I would probably be impressed if someone setup a hackathon to solve a rather simple take home problem. A take home problem is simply an…

Really, any resources? What if they just pay someone to do the whole thing? Are you really confident you could suss this out in the onsite discussion?

Re: A Method I’ve Used to Eliminate Bad Tech Hires

#509
post #38

This is one of those "aha" solutions that people keep mentioning, but completely ignore how it would work in a non-ideal world. • What 2 hour project can you assign that would let the candidate go into enough depth for you to judge their code, design decisions, architecture skills? • If you give them more time (e.g. a weekend like in the article), is it still financially viable to the company, especially at $100/hr??…

> What 2 hour project can you assign that would let the candidate go into enough depth for you to judge their code, design decisions, architecture skills? Write a program that reads a text file, and output each unique word with the number of times it appeared. The program must be done in a programming language among: C, C++, C#, Go, Java, PHP, Python, Ruby.

foreach word: ++(wordmap[word])

print wordmap

This is on the level of a pretty simple first phone screen problem.

Re: A Method I’ve Used to Eliminate Bad Tech Hires

#510
Neat, but it still measures only technical aptitude. Anyone can look impressive playing with a fun project over a weekend. But how do they do at the grind when the important tasks may be much more mundane? In my experience this is what separates the good hires from the bad.
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