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Lessons from 3,000 technical interviews

blog.interviewing.io

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Re: Lessons from 3,000 technical interviews

#151
post #79

Earlier quoted context omitted.

The privilege to value education and to spend time studying, yes. Almost all resources can be found online nowadays. If you've ever been to an SAT tutoring class, you know that the only benefit the kids have is the benefit of being forced to take practice tests. A top school is a good signal for how much time someone spent studying in high school, except for affirmative action students who get into top schools with m…

A top school is a good signal for how much time someone spent studying in high school Assuming all high schools are the same.

And the classes the student took. And the environment a student grew up in. And how much support the student received. And any one of about a million other things.

There are virtually an infinite number of variables that contribute to university admission and it's extremely reductive to suggest that it's purely a function of the amount of time a student spent studying in high school.

Re: Lessons from 3,000 technical interviews

#152
post #8
post #2

Interesting and surprising, especially the experience thing. I think I am a significantly better engineer than earlier in my career, so I assumed experience would count for a fair bit. Then again I have inherited projects from experienced guys who make crap high level architecture decisions and the code is way more difficult to work with than it ought to be. But then this article seems to be measuring interview perfo…

Hey, author here. You're absolutely right. We hope that with time and data, the interview process can get better at predicting on-the-job performance -- one of the things we're really interested in is seeing how predictive different interview questions can be. To do that, we're also working on collecting data around what happens after interviewing.io users find jobs.

What are some metrics that you expect to use to measure on-the-job performance?

Re: Lessons from 3,000 technical interviews

#153
Is this guy a paid shill for academic friends trying to boost enrollments and overcome the disillusionment of the younger people who realize too much emphasis is placed on academics and not enough on practical application?

The world needs more vocational schools and trade schools and technical schools than it does colleges and universities.

Re: Lessons from 3,000 technical interviews

#154

It's rather shocking how much effect Udacity/Coursera had on interview performance - more than graduating from a top school or being employed at a top company: "...only 3 attributes emerged as statistically significant: top school, top company, and classes on Udacity/Coursera."

Why is it shocking?

"I need to pass an interview where I'll be asked about specific technologies/algorithms/etc. I will take a free online course to memorize/rehearse that information before my interviews."

Re: Lessons from 3,000 technical interviews

#155

I feel like things are operating according to the following pattern: 1. Go to college: a. spend many semesters in lectures all of which tangentially brush upon the final exam based on the whims of the lecturer. b. cram for final exam last minute panic to crunch memory according to advice on content which was brushed upon during lectures. 2. Interview for job: a. cram for interview by going to coursera to crunch memor…

I majored in math & physics, not CS, but was aware of the CS coursework at the time, 30+ years ago. Back in the day, the exams were more or less designed around the problems in the textbook. You could set yourself up pretty well for the exams by working the problems over and over. (Mostly derivations in physics, with or without numerical results, or proofs in math). Doing so would commit the factual content (e.g., formulas, definitions) to memory and get you quick enough in the mechanics to have some spare time during the exam for dealing with the unexpected.

What you learned in class was, among other things, the style of communicating results, i.e., what a well written derivation looks like. I imagine that a CS course could be structured in this way, if a program in CS is analogous to a proof in math. Whether it's actually a good way of teaching is anybody's guess, but it's how things typically worked.

The students who thought that they were expected to mimic the "tricks" and opinions of the professor, were suspected of simply not grasping the material. On the other hand, though I grasped the formula for getting good grades, nobody ever told us that formula, and a student who never guessed it, would be faced with nothing but frustration and sorrow.

When I taught college math and engineering for a brief period, many years later, I told my students the trick, on the first day of class.

Of course I have no idea if this was a good preparation for the workforce, but I'm pretty sure students were expected to combine their textbook learning with experiences gained outside of the classroom, e.g., from research projects, internships, etc.

Re: Lessons from 3,000 technical interviews

#156
Unless I missed it in the article the data is all about passing the interview not acutally seeing if any of these things correlate to the employees working out in the 1,3,5 year time spans.

With this data you're just biasing towards people who interview well, which, I don't think you actually care about.

Well I mean I guess you do if you're a recruiter (if you're a moral recuiter you care about both), but not really if you're an employer.

Re: Lessons from 3,000 technical interviews

#157
post #56

Thanks for writing this Aline. As a recruiter for almost 20 years, I wish I had access to all my data and then the time to compile it, and anecdotally I'd expect the finding about MOOCs would be similar. The most selective of my hiring clients over the years tended to stress intellectual curiosity as a leading criterion and factor in their hiring decisions, as they felt that trait had led to better outcomes (good hir…

"Intellectual curiosity" was my primary attribute for many years. Particularly when I was young and didn't really know any better. It makes sense doesn't it? Someone who is interested in learning for learning's sake will be a better developer!

Except I'm convinced it's not really true. It's something that is horribly subjective and really self-selective. It's funny, intellectually curious people often have exactly the same interests as whomever is doing the interview. I find that nearly everyone loves to learn, you just have to find the thing they're interested in learning about.

The signal that I have found to be a great indicator of success on my teams isn't about curiosity at all. It's about attention to detail. In the world of scatter brained developers who never seem to really follow through on anything, it's those guys that are the real unicorns.

Our interview process is now designed to bubble that to the top. Vague programming problems with poorly defined requirements provide a platform by which we can see how someone digs into problems. I'll ask for them to send me a couple of things after the interview, it's a really good signal when they pull out their phone and add it to a to-do list.

Those guys may not always be the "smartest" or the most interesting, but man when you're going to spend months working down a really large project they get stuff done.

Re: Lessons from 3,000 technical interviews

#158

"I’m excited to see that what mattered way more than pedigree was the actions people took to better themselves." so a degree from a top school is not earned (nor are admissions i guess), but rather conferred at birth? i beg to differ. the commentary on the "disutility" masters degrees is even worse.

I don't think it's entirely that black and white. If an undergraduate degree from a tier 1 school didn't cost approx. a quarter of a million dollars, along with the fact that your "peers" with rich parents will have attended a private school + tutoring + usually had a decent home-life; these things stack up, you can't claim it's a level playing field. Of course you need to be smart to get there in the first place (in…

For what it's worth, financial aid at top tier schools is generally fantastic

Re: Lessons from 3,000 technical interviews

#159
post #118

Interesting article! Some minor statistical pet peeves: 1. Setting non-significant bars to 0 seems fishy. Leaving them and putting confidence intervals on everything would let them speak for themselves. 2. Calling something effect size is ambiguous. That's like saying you measured distance in units (and the wiki article on effect size linked makes clear there are a billion measures of effect size). I'm guessing their…

Not minor at all. It's very easy to mislead intentionally or not with statistics and that's why rigorousness is needed. No details are given for the analysis, even basic things like definition of what "top university" or "top company job" even means.

It's just amazing to see how many positive comments a post like this gets without even the hint of methodology.

Re: Lessons from 3,000 technical interviews

#160
Searched the article and the comments here for "Pluralsight", with zero hits. So what makes Udacity/Coursea preferable? TLDR, I'm asking this as Pluralsight was a significant contributor to my landing my latest role after redundancies.

The long version: I recently landed a role after some time off, having changed from mainly back end Php/Coldfusion to C# in the last year. I was able to make the switch in my last role. For me, moving to C# was a big transition; as well as guidance from a (fantastic) mentor, I used Pluralsight to learn C#, asp.net and DDD - e.g. from Jon Skeet, Scott Allen and Julie Lerman, to mention but a few.

Being completely burnt-out on the old stacks, I was set on making my next role a C# one. I've come to love what Microsoft are doing with Core, open sourcing etc, as well as the strictly typed C# language and ability to use NCrunch with live unit tests. So I signed up for a year after relinquishing my corp subscription, kept doing their courses, and found the training material highly accessible with great quality content. Each interview was a learning process, when I didn't know something from a test, I'd go and study it so that I'd be better prepared for the next role. One of these was the study of data structures and basic computer algorithms, where I was lacking. I might not have had years of experience, but the experience I had was mostly best practice.

During my search, I typically got great feedback on the fact that I was doing Pluralsight courses, and it was a significant factor in being hired for the new role - it showed cultural fit, in addition to passing their tech tests (which happened to involve structures). My company had interviewed a lot of candidates, struggling to find the right talent. Just possessing technical skills is one thing, having the right attitude towards learning is another.

At any rate, I'll keep using Pluralsight to raise my proficiency in my new stack - even as an old timer, I am having a newfound level of enthusiasm towards my whole profession which I haven't felt since I coded in assembly on the good old Amigas. I would be interested in knowing why Coursera / Udacity might be better or more accepted in the marketplace though.

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