4 ms·
To me those sorts of questions are terrible interview questions. I'm looking for a few things when I hire: - What are you like as a human being? Can we work to
by bartread 8y ago
To me those sorts of questions are terrible interview questions. I'm looking for a few things when I hire:
- What are you like as a human being? Can we work together?
- Can you code? [1]
- Are you willing, in fact keen, and able to learn?
- Can you see beyond the technical issues?
[1] This tends to be frowned on in some circles, but given the bi-modal distribution of developer skill, leading to plenty of smart people who aren't good programmers, in my view it's of critical importance. Generally asking somebody to solve a relatively simple problem in a language they're comfortable with and that is also similar to something we use, or pairing together on a problem, works well here. What I don't care about is understanding of specific frameworks or technologies: if you're a good dev you can learn those, and we're happy to invest and give you the time to do so.
- justherefortart 8y agoI just ask them to talk about the projects they've worked on recently and any issues that arose, and how they dealt with them. If they can communicate clearly what happened. I've never had that fail me as far as them being "technical enough" for the position as no one knows everything, can you figure it out is the bigger issue. Then I typically just have them tell me about what they liked and disliked at prior jobs and what environment they would like to work in. After that, what are their goals for their career and how can we help them achieve them. If the interviewee can demonstrate they have anything in those areas, I've never had an issue with someone I've hired. I don't care if you can program everything walking in the door. If you've got a can-do attitude, we can work together to get you up to speed on our crap code and the whys behind it.