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Right but there are lots of ways to test problem solving skills that don't involve asking people to both solve a surprise (and obscure) problem and come up with
by meheleventyone 10y ago
Right but there are lots of ways to test problem solving skills that don't involve asking people to both solve a surprise (and obscure) problem and come up with code at the same time whilst under stress. The latter three things are probably clouding your results in a way it's not really possible to account for. It seems like a lot of people setting interviews lack a bit of empathy.
The grandparent seems like the problem solving equivalent of yelling "think fast" whilst tossing a basketball at someone's face to test reflexes.
- rnovak 10y agoOkay, give us a generalized example? everyone who (appears) to care about being empathetic while at the same testing for these skills is continually asking for better options. If you're hiring a point guard, isn't testing their reflexes by tossing them a basketball a reasonable approach?
- falsedan 10y agoAsk a simple, standard question that the candidate could reasonably answer in 10 or so minutes, confirm it works with them, and then change the parameters to invalidate their solution? This is the closest I can get to actual project work in 45 minutes.
- rnovak 10y agoThe second the interviewer changed the parameters people would start complaining that they were "Setup to fail." These threads commonly illuminate that interviewers simply cannot win, regardless of how genuine they are.
- falsedan 10y agoThat's why I recommend confirming that the candidate's first solution was right. Use lots of positive feedback: ok, looks good, that's right, that's how I would do it; I see where you're going with this; etc. Then introduce the change, with a justification e.g. the team providing the input data changed their format/guarantees/technology, and we have to blah blah blah.