3 ms·
This sounds great in theory, but can also be a big time waster for your top dev talent. Especially so considering you usually start hiring when you're especiall
by acgourley 16y ago
This sounds great in theory, but can also be a big time waster for your top dev talent. Especially so considering you usually start hiring when you're especially crunched for developer resources.
The interview process should be extensive, yes, but it should also be spread out in a way that allows you to fail candidates early. Blocking out a day of interview time at once can be inefficient - rarely will that person be sent home early (for various reasons) and they are now just wasting a bunch of peoples time, and their own.
- JanezStupar 16y agoThink of all the time they will be wasting with this person if she turns out not to be a good fit. You presumably want people who will enhance and help your top talent.
- rdtsc 16y agoThat's exactly the point and this inversely related to the size of the company. Imagine if IBM hires a dead weight, the company is so big and there are so many other positions that the company as a whole will not be terribly hurt (unless it's the CEO perhaps). But with a small company, when you have 5 people and you hire the 6 and it turn out to be a bad choice, it could kill the company.
- rdtsc 16y agoThe critical people interview first, after the interview they talk to one of the owners. At that point the interview could stop. So it might actually not take more than half an hour. Hiring many people at one time I think is a sign of a problem. We try not to hire more than 3-5 people / year. It is not that bad for a each top dev to spend 10 hours / year to find the right candidate.