> I'm still shocked over half of developers couldn't accomplish that task. Makes me wonder what they were accomplishing in their existing roles. I once asked a

> I'm still shocked over half of developers couldn't accomplish that task. Makes me wonder what they were accomplishing in their existing roles. I once asked a candidate to write a for loop in C#[0], using my laptop and Visual Studio and watched for a solid 5 minutes while he struggled -- And I don't mean jitters around syntax, I mean, failing to declare a variable properly and while he knew what a for loop was, he had no idea how to write one in C#. His resume touted a series of projects that we estimated put him a little above a Junior developer and the only language he referenced was C#. I don't normally do these kinds of "on the spot tests" because I, personally, hate them, but I was cheering when I read Coding Horror's "Fizz Buzz" article[1] on the subject. This was the most foul example and my only experience is with developer and ops/security positions, but if you're getting half of developers who are in the same time zone as the title[2], you're doing well. Does this happen in other parts of the business world? Some of the folks we get in would be like a Walmart cashier applying to run a finance department because "they've handled money before". And what if they got the job, do they think they'd come close to being successful? I'm all for the "fake it until you make it" and I'm very willing to overlook weaknesses around experience/education if the candidate is really passionate and I can get enough of a comfort level that they'll be a quick study and love the job, but you have to be realistic about your deficiencies. A lot of the problem, I've found (being on both sides of this in the past) is with recruiters, as well. They tend to operate on a "throw darts at the wall, blindfolded" approach, with the assumption that if they send out a million candidates for a million jobs without regard for qualifications, that they'll get lucky, one will land somewhere and they'll get a commission from sheer volume on bad odds. This serves nobody well -- it causes companies to put up multi-step gates that involve people who aren't close enough to the field to discern a good candidate from a bad one via resume performing a filter operation that disproportionately disqualifies the really passionate but "not quite a perfect fit on the qualifications side" and it causes job seekers to take a bunch of interviews for positions they won't like/aren't qualified for and won't land -- causing them to have a miserable experience interviewing (and probably resulting in some dropping out of the job market entirely). [0] The exercise was, specifically, write a for loop with an int value that is incremented by one, adds that int value to another int variable, and multiplies the result against the counter, assigning the value to a third variable. Print the result to the console. This was before "Fizz Buzz" became all the rage, I did my best to give a blindingly simple problem to just validate that the person could do something in the language. [1] https://blog.codinghorror.com/why-cant-programmers-program/ https://blog.codinghorror.com/why-cant-programmers-program/ [2] Never mind the details "Must have 4 years of experience in Angular", nonsense -- a topic for another post, but the way we write job requirements is about stupid. I mean, I've seen experience requirements that exceed the length of time the technology was in existence, and I'd rather see a candidate demonstrate an ability to adapt and learn new things than be overly concerned with whether or not they've used a framework that is really similar to a bunch of other frameworks.