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Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

chrlschn.dev

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Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#221

Post by mywittyname »

guappa wrote: post #47
hcks wrote: post #30

Earlier quoted context omitted.

It’s just a proxy measure for IQ really. They could have handed out Ravens matrices and got better outcomes prediction.

You can also train for IQ tests.

People misunderstand the reason for this. Test takers can improve, but only up to a point, and only because they getting comfortable with the test format, not because they're getting any smarter. Solution: give the candidates a few practice tests first.

This extends to every test though. My ACT score jumped massively on my second try. The reason: I didn't realize how much little time they gave test-takers, so I ran out of time on some portions. The second time around, I rushed through as fast as possible.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#222

Post by mywittyname »

HerculePoirot wrote: post #108
gedy wrote: post #76

Earlier quoted context omitted.

Hell I wish they would tbh. I have a decent IQ (140), but can't (or just unwilling to) grind leet code

An IQ score of 140 is considered near-genius or genius level and places you in the top 0.25% (99.75 percentile) of the population.

That's a believable score around here. There are over 8 million Americans with that score (assuming OP is American) and this place probably has a disproportionate number of high-IQ people posting.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#223

Post by avgDev »

gedy wrote: post #76
hcks wrote: post #30

Earlier quoted context omitted.

It’s just a proxy measure for IQ really. They could have handed out Ravens matrices and got better outcomes prediction.

Hell I wish they would tbh. I have a decent IQ (140), but can't (or just unwilling to) grind leet code

My IQ is 125 and I feel the same......I love solving problems but only if I feel like they are real world problems.

I did extremely well in algo classes in school.....but since then I have built actual applications that run businesses and haven't used algorithms at all.

Grinding leetcode feels like running on a hamster wheel for me.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#224

Post by turquoisevar »

BigJ1211 wrote: post #138
ghostpepper wrote: post #126

Earlier quoted context omitted.

Have you ever done a background check with HireRight? They ask you for all of your previous companies and contact them to verify. I think there is an option not to call your current employer.

How far can you legally go with those in the US? Here in the EU at most you can ask if they worked there, nothing else.

There's a huge background check fetish here in the US, and it's facilitated by a massive lack of privacy and an equally big fetish for everlasting punishment.

Want a job or rent a place? Background check, baby!

Not just prior employment but even civil court cases and criminal history are all a part of it, and it doesn't help that even something as small as a traffic ticket shows up on your records.

Have you ever sued a landlord to get your deposit back? There's a good chance your new landlord doesn't want you.

Were you convicted of petty theft years ago? That might cost you your prospective job.

In most of the EU, much of this information isn't public, and in many countries, criminal records are inaccessible.

Often, in the latter, you can get a declaration of “good behavior” from the government if your prospective job has some sensitive elements. The government will then issue one or decline based on the specific job and its risks with your record in mind.

Were you caught committing a DUI? You won't get one for a job as a cab driver, but you can safely get one for working at a bank.

Have you got caught embezzling money? Then you can't get one working at a bank, but you're welcome to become a cab driver.

In the US? Well, you're SOOL. Enjoy being marked for life as your options to get an income legally have significantly shrunk.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#225

Post by xwdv »

gustavus wrote: post #199
xwdv wrote: post #127

Earlier quoted context omitted.

Freelancers can quickly build out some side projects for you to use on your resume if you wish. It shouldn’t be a big deal.

That seems super dishonest and the kind of thing that would get you in big trouble if discovered. Hell if you're going to lie like that might as well lie on your whole resume.

There is zero chance of being discovered. You pay your freelancer, own the project, throw it up on your GitHub, no one will ever know.

Meanwhile, you get to spend more time with your kids.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#226

Post by lotsoweiners »

lmarcos wrote: post #94
lotsoweiners wrote: post #92

Earlier quoted context omitted.

> 7. Background checks start in parallel with on-boarding. First week is spent with business unit teams to learn what the company actually, really does. Yikes!!! I’ve never heard of a potential employer giving offers before background check. Do you tell candidates this before they quit their current jobs?

As someone not familiarized with background checks, why is it weird to do bg checks after handing the offer? If the employer does the bg check before handing the offer, that means the candidate hasn't resigned yet from their current job. So wouldn't the bg check expose the candidate? (E.g., my boss would know I'm thinking about leaving)

> So wouldn't the bg check expose the candidate? (E.g., my boss would know I'm thinking about leaving)

HR at the orgs I've worked for call that a reference check and it is usually concurrent with the other background check processes before the offer. The background check I'm thinking of is more like criminal history, work eligibility status etc., potentially drug screening etc. I know I have no criminal record but I'd really like to know that whatever service HR is using to screen agrees with this before I quit my job.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#227

Post by voiceblue »

LeafItAlone wrote: post #196
voiceblue wrote: post #93

Earlier quoted context omitted.

Exactly. A lot can unexpectedly go wrong during a background check, some companies ask employees for (very old) W2's they may not have, etc. There was a time when I worked at and a new co-worker suddenly disappeared without a trace, and I was told in confidence by a VP they "were not who they said they were" which I presume means they failed a background check. This was during growing pains, they were probably doing…

Your example seems like something that the employee likely knew of though. If it’s fully communicated that the background check happens in parallel and the new hire doesn’t expect anything to pop up, it seems like a good option (provided the employer is reasonable about trying to solve unexpected inaccuracies that may arise). In my last two positions, I’m pretty sure my employment contract included a section indictin…

> Your example seems like something that the employee likely knew of though.

That's true, but consider this: by running these checks in parallel you are exposing your employees to whatever risks the new element brings in. Perhaps they were convicted of SA etc. and decide to stalk someone at your co.

It just doesn't seem like the best idea.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#228

Post by closeparen »

gambiting wrote: post #101
lmarcos wrote: post #94

Earlier quoted context omitted.

As someone not familiarized with background checks, why is it weird to do bg checks after handing the offer? If the employer does the bg check before handing the offer, that means the candidate hasn't resigned yet from their current job. So wouldn't the bg check expose the candidate? (E.g., my boss would know I'm thinking about leaving)

Doing the background check after the offer is fine, it's insane that they do it after the candidate already starts the new job. So what, I leave my current job to come work for you, and in the first week you tell me "sorry you failed our background check" and let me go? Who the F would ever agree to this kind of risk? >>8. End of first week, we occasionally have to let someone go on background issues Yeah, that's bon…

We're not talking like government security clearance here. If you have some major legal or financial issue in your life then maybe it depends what exactly the BGC turns up or how it's adjudicated. If not, there's basically zero chance it's going to affect anything. Just a formality from the candidate's perspective.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#229

Post by appplication »

lotsoweiners wrote: post #92
indymike wrote: post #69

We use this process, and it has helped us hire some great developers without having to use third party staffing and headhunters: 1. Post well written job post on major job boards. 2. Immediately reply via text to every applicant (yes, we have opt in on the application) 3. Initial screening including several knock-out questions via text. Immediately let candidate know if they are not selected and why. 4. 30 minute can…

> 7. Background checks start in parallel with on-boarding. First week is spent with business unit teams to learn what the company actually, really does. Yikes!!! I’ve never heard of a potential employer giving offers before background check. Do you tell candidates this before they quit their current jobs?

I work for a large, well known tech company and can confirm I had a formal offer before doing any background check.

Re: Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead

#230

Post by ilc »

indymike wrote: post #69

We use this process, and it has helped us hire some great developers without having to use third party staffing and headhunters: 1. Post well written job post on major job boards. 2. Immediately reply via text to every applicant (yes, we have opt in on the application) 3. Initial screening including several knock-out questions via text. Immediately let candidate know if they are not selected and why. 4. 30 minute can…

I fail at #5.

Most all the coding I do is for the firm I work for, occasionally some of it escapes to the open source world if I can convince some manager to let it.

At the end of the day, if I've wrung out all I got, that's all there is. It is best to recharge and get ready for the next day.

I've written some pretty cool stuff. But often the code isn't 1/4 of what is interesting about what got written :)

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