91–100 of 238 posts
Earlier quoted context omitted.
Recruiters are not technical interviewers. They're testing your communication skills, if anything at all.
And grades or university name makes it easy to rank candidates to present a short list to the actual recruiter.
Too many counter examples irl who had shit grades but were geniuses at actual work to discount.
Why do recruiters have such trouble with such a simple task like gauging a candidate's real skills? Seriously. Here is how to do it. I'm looking for a React Developer, I ask the following simple questions: 1. Tell my about your contributions to major projects you have been involved in. (if they share their work ask more in-depth questions about it) 2. With $givenTechnologyStack, how do you usually solve state managem…
There are people who are good at tech, but not good at casual conversation about tech. They may not know your terminology even though they are familiar with the concepts, and they may be afraid to ask for clarification on your terminology. And rightly so, as I've heard people act like I am a moron for asking "What exactly do you mean by TECH_BUZZWORD?" Also when people research interviewing styles, the "conversationa…
What types of interviewing styles rank well?
Ironically, if I was a hiring manager I would much rather care about your history of insubordination than your self-ascribed writing skills.
Related: This was the first step in the interview process at Canonical – I withdrew (2022) https://news.ycombinator.com/item?id=30735678
But then everyone except Duke Power has ignored Griggs v. Duke Power.
Tangential, but... has anyone successfully prosecuted against age bias in tech? I've never heard of a single person that was able to prove it, and/or do anything about it.
As someone with 32 years experience, it's kind of freaky, honestly. If it's true that the number of software developers has doubled every 4.5 years (I don't remember where I read this, so don't have a source :( ), then that means there's 1.5% of people in my group and older.
A lot of people who have problems with various recruiting techniques seem to assume a universe where nobody is dishonest. You can call for references but in many cultures people do not want to be mean and will say nice things about you even if you were a terrible employee. People will also lie and scheme and it can be difficult to really dig into someone's professional career to know if they are serious and good peop…
That would be a good argument if people were being hired solely on the basis of their responses to these questions. No one's doing that. These are simply filter questions used to decide who to do initial interviews with and need to be discussed in terms of their false positive/negative failures. False positive: people can lie with no meaningful way to verify. False negative: you're increasing the funnel drop rate of…
Personally, I don't know any awesome engineers who sucked at school. I don't know if any of them would work at Canonical (which has exhausted most of its growth potential by now), though. Nothing wrong with the question, imho, if you have lots of applicants. I doubt it adversely selects for the job. It drops a lot of legitimately skilled people, but every method does. For interviewing, it makes sense to budget an amo…
> I don't know any awesome engineers who sucked at school This makes me think you don't know many awesome engineers.
They use the same format for Accounts Payable Clerk as they do for Director of Devops. Slightly lazy, sure, but not really blog post worthy. If you're an experienced hire just put do not recall and move on with your life.
Also, it seems like these discussions assume everyone went to college. If they haven’t, asking about high school is relevant.
Personally, I don't know any awesome engineers who sucked at school. I don't know if any of them would work at Canonical (which has exhausted most of its growth potential by now), though. Nothing wrong with the question, imho, if you have lots of applicants. I doubt it adversely selects for the job. It drops a lot of legitimately skilled people, but every method does. For interviewing, it makes sense to budget an amo…
Why do recruiters have such trouble with such a simple task like gauging a candidate's real skills? Seriously. Here is how to do it. I'm looking for a React Developer, I ask the following simple questions: 1. Tell my about your contributions to major projects you have been involved in. (if they share their work ask more in-depth questions about it) 2. With $givenTechnologyStack, how do you usually solve state managem…
There are people who are good at tech, but not good at casual conversation about tech. They may not know your terminology even though they are familiar with the concepts, and they may be afraid to ask for clarification on your terminology. And rightly so, as I've heard people act like I am a moron for asking "What exactly do you mean by TECH_BUZZWORD?" Also when people research interviewing styles, the "conversationa…
And conversely, there are people who are not good at tech, but good at casual conversation about tech. Those people tend to become your boss :)