3 ms·
You mentioned people's "ability to problem solve", and that it "takes forever to find people that can do the job". This is very interesting. How do you measure
by jayajay 10y ago
You mentioned people's "ability to problem solve", and that it "takes forever to find people that can do the job". This is very interesting. How do you measure "problem solving ability" in your applicant pool when all you have are resumes? Do you simply look for points on the resume which reflect positive improvement? Do you have more than just a resume to base your judgement off of?
E.g. consider these two similar points on a resume: "improved loading times tenfold by using compound indexes and denormalization" would reflect an improvement from a problematic situation to a better situation. Whereas "designed schema and implemented indexed database" does not explicitly name a problem and its solution.
I hope my point makes sense, and I am wondering if little differences in the wording make a big impact in how you perceive someone's ability to identify and solve problems.
- tjpaudio 10y agoWe give a data set and ask some open ended questions. Out of 800 applicants, maybe 50 complete the exercise, and then maybe less than 10 we'll want to talk to based on what they sent. I spent maybe 5 hours on the dataset when I was interviewing for the position myself.
- jayajay 10y agoWow, only 6% complete the task? I am testing my luck here, but do you have any sample/link to a data-set or questions you have asked before, or maybe a link to something similar to what you have asked?
- tjpaudio 10y agoThe dataset is private but the general gist is its like 100,000 rows with conversion and revenue data with time and 2 other dimensions. There are some outliers (clearly errors) in the data and strong seasonality differences in some dimensions, and data sparsity in others. The applicant isn't told about these, but we look for them to find it in their analysis and control for it in a predictive model they are asked to build based on the data.