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I just went through a job search, and never created a resume. I only submitted my linkedin. If anyone required a resume, I immediately responded that we weren't a good culture fit. Worked out really well. Not sure it's to be duplicated, but for me it went fantastically.
Your comment sort of sounds like a shill post, fyi.
Earlier quoted context omitted.
I think the other thing to look into is what "talking about projects" means. I'm willing to bet that there's some version of talking about projects that correlates well with programming ability. I've had to screen ~ 500 engineers and we basically use the same method aline describes as a first filter and then talk about the project. Imo it's other things like reliability, speed in real world conditions etc that are a…
That's definitely true. Do you have a particular set of questions you ask during project interviews? If so, which ones tend to be the most revealing?
Example: I developed a little state-machine framework for managing complexity in a large, legacy code-base. It allowed me to refactor a lot of ad hoc distributed logic into the transition table and clean up a lot of weird corner cases that made the code fragile and difficult to change.
Questions might include: "Why did you write your own rather than use an existing state machine framework like the one in boost?" (for C++ frameworks there's pretty much always one in boost, so even if you don't know anything about the area you can throw this in for fun and see what they say). Also: "Why a state machine rather than some other approach to refactoring?" And so on. This process gets at taste and good judgement, it gives you a sense of how tolerant of alternatives they are, and so on.
Additional edit: one of the things I look for in answers is people who say, "Yeah, that particular decision might have been a mistake... I always wondered what would have happened if instead I had..." Good developers are able to admit that not everything they do is perfect, and are willing to give alternative views a bit of credence.
You can do much more easier, automated filtering: Ask candidate to submit link to any of the followings: 1. Github a/c 2. StackOverflow a/c 3. Their blog 4. Anything they made online If candidate fails to submit link for any of above then just don't interview them. I would guesstimate this simple check filters out 70% of the junk resume and probably 20% of the good resumes. It can scale like crazy and expanded even m…
Earlier quoted context omitted.
> This reminds me of various captcha strategies I've seen used by small forums to great effect—solving some math, typing a word into a text box, choosing a popular character's picture… etc. They all work, perfectly. But only because spammers don't care about the small fry: it's not worth their time to modify their bots for your little site. If any given captcha becomes used widely—or your forum grows big enough—they…
I don't even go that far, I usually just add a field hidden with CSS that rejects the form if there's anything in it. Works perfectly.
First of all, I definitely agree that resumes are woefully overused and overrated. They have structural problems and incentivize people to use "negative selection" criteria where people are eliminated based on not having a specific feature rather than selected for excelling on something¹. This article neatly demonstrates that resumes are not necessary and that not using them can unlock new sorts of candidates. Howeve…
However, I don't think there's a conclusion to be made about the actual method used here. I suspect that it worked because it was different, not because it carried a fundamentally strong signal. If everyone did this, project descriptions would be gamed even more than resumes—it would select for people who prepared for the selection process² more than anything else. I find myself almost irresistably drawn towards the…
When people abandoned resumes like this it's because there is some corruption in their hiring process and lesser skilled management is attempting to hire down for political control. Their only goal is to go through the motions and stay employed. Some people don't want experts. They want to have the illusion of a functioning business unit. People with no formal training that have projects that sound impressive to the…
You can do much more easier, automated filtering: Ask candidate to submit link to any of the followings: 1. Github a/c 2. StackOverflow a/c 3. Their blog 4. Anything they made online If candidate fails to submit link for any of above then just don't interview them. I would guesstimate this simple check filters out 70% of the junk resume and probably 20% of the good resumes. It can scale like crazy and expanded even m…
Since when has every person worth hiring had their own blog?
Edit: sorry, your use of "any" was ambiguous, I read it as "if missing any of the above".
You can do much more easier, automated filtering: Ask candidate to submit link to any of the followings: 1. Github a/c 2. StackOverflow a/c 3. Their blog 4. Anything they made online If candidate fails to submit link for any of above then just don't interview them. I would guesstimate this simple check filters out 70% of the junk resume and probably 20% of the good resumes. It can scale like crazy and expanded even m…
I would never be called based on that criteria as I have no inclination to spend my free time doing stupid shit online for hipster new developers that think GitHub is the end-all.
ps: to be fair, I probably wouldn't want to work in a company that has this mentality, so maybe that really does work
You can do much more easier, automated filtering: Ask candidate to submit link to any of the followings: 1. Github a/c 2. StackOverflow a/c 3. Their blog 4. Anything they made online If candidate fails to submit link for any of above then just don't interview them. I would guesstimate this simple check filters out 70% of the junk resume and probably 20% of the good resumes. It can scale like crazy and expanded even m…
You can do much more easier, automated filtering: Ask candidate to submit link to any of the followings: 1. Github a/c 2. StackOverflow a/c 3. Their blog 4. Anything they made online If candidate fails to submit link for any of above then just don't interview them. I would guesstimate this simple check filters out 70% of the junk resume and probably 20% of the good resumes. It can scale like crazy and expanded even m…
* 20+ years of development experience 15 of those professionally * published author of various books * worked in systems that most startups would shit their pants with the requirements * some of the big name companies have tried to poach me based on the products I've worked * used professionally: C, C++, F#, C#, Ruby(Rails), Swift, Obj-C, Kotlin, Haskell, Scala I would never be called based on that criteria as I have…