3 ms·

I’m curious to know what you think a better way would be?

• scarface74 8y ago
  It’s not really that difficult. I have a simplified skeleton of class that is similar to the problems we solve every day and failing unit tests. They have to make the unit tests pass. Then I give them a second set of requirements and they have to make the second set of tests pass without breaking the first set.
  • paulie_a 8y ago
    Honestly, tech interviews are really simple to conduct. Give a few challenges. See if they stumble hard. See how they interact (quite frankly the most important aspect if they have any technical experience). Give hints if necessary. Interviews are stressful enough, so a small nudge is fine. But you can definitely tell who is capable, and those that don't have the experience pretty quickly.
• antoinevg 8y ago
  I find it doubtful that you are asking in good faith. This is a topic that has been discussed to death for years and there are ample resources on the Internet for anyone who is genuinely interested in alternative approaches to whiteboard interviewing.
• paulie_a 8y ago
  It's fairly easy. Give a problem, for the person to work on, they code it, they might need some hints or direction. Interviews are already stressful. Get the person actually coding, doing something. Whiteboard interviews are just plain stupid. Whiteboard is maybe 1 percent of the day to day. Why in the world would you judge a candidate on that over actually testing their abilities and more importantly their ability to interact and adapt I'll be crude but whiteboard interviews are fucking stupid, obnoxious and wastes time, you will definitely miss out on quality candidates. You might as throw a personality test in for the ultimate combo of "how to fail at hiring"