4 ms·

Honestly if I ever had someone yell at me in an interview I'd just pick my stuff up and walk out. Cheap way of figuring out you don't want to work there. Give

by cletus 8y ago

Honestly if I ever had someone yell at me in an interview I'd just pick my stuff up and walk out. Cheap way of figuring out you don't want to work there. Give feedback to the recruiter of what is unacceptable behaviour. As to the actual point I'm with you: be explicit. I write std::cout too. Not that I'd get upset if someone used "using namesace std" as long as such using statements are used judiciously, it's fine. Like if someone creates something claled "cout" in namespace "foo" and then writes this: using namespace foo; ... cout << 3; Then yeah I'd ping them on a code review.

vehementi 8y ago
Why bother giving feedback to the recruiter? That's only going to improve the company he's not going to be working at, rewarding them for already failing to do their jobs (who put this guy is an interviewer's position? etc.)
- dvtrn 8y ago
  That's only going to improve the company he's not going to be working at, rewarding them for already failing to do their jobs (who put this guy is an interviewer's position? etc.) There's something paradoxical about this statement, I'm not sure if it's the way I'm reading it, or even if you intended it that way. But if there was a "failure" here, and I were in that company's HR and Recruiting shoes-I'd probably want to know about it, and surely you would too if it were your company looking to grow and bring in talent to reach goals? Would you tolerate your staff treating candidates this way?
- matthewmacleod 8y ago
  That’s a disappointingly cynical view. It costs basically nothing to give that feedback, and that’s how organisations can improve. We often see complaints here about how unwilling companies can be to provide feedback to job applicants. I’d definitely encourage applicants to similarly leave feedback for employers they reject, because it improves the system for everybody. And if you are in a position to do so, try to solicit feedback on your recruitment process from applicants too!
- notacoward 8y ago
  Feedback is not a reward. It's a way to improve processes, and if we as a group give feedback then we as a group benefit. That recruiter might move on to another company, and you might benefit when you interview there next. Or you might benefit from someone else having given feedback to a recruiter at the next place you interview. Or it could come back to you in myriad other ways. The idea that it's only worth doing things with a direct and immediate benefit might appeal to some people's Randian insensibilities, but it's really quite broken.
- chrisbennet 8y ago
  I agree with the "don't give them feedback" but for a different reason. If the company has this psycho in there interview rotation, he sends a strong negative signal, basically the company has a "tell" that candidates can use to avoid this guy or companies that would employ him. If the recruiter coaches them to hide their "tell" [removed the guy from the interview rotation], they haven't really fixed the problem, just hidden it. Now, the next guy/girl who interviews won't know about the horrible guy he/she will be working with because the company "hid" him from view until it was too late.
Jemaclus 8y ago
I'm with you. I'd say "Thanks for your time" and leave, giving feedback to the recruiter. If anyone at my company did that in an interview, we'd certainly never put them in an interview rotation again, and there might be further repercussions. There's one guy in our office who is a brilliant programmer, but when reviewing code, he's incapable of seeing anything but the negatives. (Upon reflection, he perhaps did this on purpose to get out of interviews... ha.)
- bra-ket 8y ago
  "when reviewing code, he's incapable of seeing anything but the negatives" isn't is the purpose of code review
  - hellisothers 8y ago
    No, the purpose is to give constructive feedback which is especially important when a senior eng is reviewing junior eng work and you’re trying to guide them with encouragement.
  - Jemaclus 8y ago
    Nope! It's part of the code review process, for sure, but it's not the purpose of code review. The purpose of code reviews is to have better code at the end of it. That includes pointing out bugs, improving fine-but-inefficient code, praising good code, encouraging documentation, and providing learning experiences for the developer and anyone else reading the review. Furthermore, interviews != code reviews. For an interview, not only is the candidate putting their best foot forward, but the interviewer should be putting their best foot forward, as well. It doesn't matter if Joe is the best programmer in the company -- if he's abrasive, you don't want to put him in front of prospective candidates.

by cletus 8y ago

vehementi 8y ago

Why bother giving feedback to the recruiter? That's only going to improve the company he's not going to be working at, rewarding them for already failing to do their jobs (who put this guy is an interviewer's position? etc.)

dvtrn 8y ago
That's only going to improve the company he's not going to be working at, rewarding them for already failing to do their jobs (who put this guy is an interviewer's position? etc.) There's something paradoxical about this statement, I'm not sure if it's the way I'm reading it, or even if you intended it that way. But if there was a "failure" here, and I were in that company's HR and Recruiting shoes-I'd probably want to know about it, and surely you would too if it were your company looking to grow and bring in talent to reach goals? Would you tolerate your staff treating candidates this way?
matthewmacleod 8y ago
That’s a disappointingly cynical view. It costs basically nothing to give that feedback, and that’s how organisations can improve. We often see complaints here about how unwilling companies can be to provide feedback to job applicants. I’d definitely encourage applicants to similarly leave feedback for employers they reject, because it improves the system for everybody. And if you are in a position to do so, try to solicit feedback on your recruitment process from applicants too!
notacoward 8y ago
Feedback is not a reward. It's a way to improve processes, and if we as a group give feedback then we as a group benefit. That recruiter might move on to another company, and you might benefit when you interview there next. Or you might benefit from someone else having given feedback to a recruiter at the next place you interview. Or it could come back to you in myriad other ways. The idea that it's only worth doing things with a direct and immediate benefit might appeal to some people's Randian insensibilities, but it's really quite broken.
chrisbennet 8y ago
I agree with the "don't give them feedback" but for a different reason. If the company has this psycho in there interview rotation, he sends a strong negative signal, basically the company has a "tell" that candidates can use to avoid this guy or companies that would employ him. If the recruiter coaches them to hide their "tell" [removed the guy from the interview rotation], they haven't really fixed the problem, just hidden it. Now, the next guy/girl who interviews won't know about the horrible guy he/she will be working with because the company "hid" him from view until it was too late.

Jemaclus 8y ago

I'm with you. I'd say "Thanks for your time" and leave, giving feedback to the recruiter. If anyone at my company did that in an interview, we'd certainly never put them in an interview rotation again, and there might be further repercussions. There's one guy in our office who is a brilliant programmer, but when reviewing code, he's incapable of seeing anything but the negatives. (Upon reflection, he perhaps did this on purpose to get out of interviews... ha.)

bra-ket 8y ago
"when reviewing code, he's incapable of seeing anything but the negatives" isn't is the purpose of code review
- hellisothers 8y ago
  No, the purpose is to give constructive feedback which is especially important when a senior eng is reviewing junior eng work and you’re trying to guide them with encouragement.
- Jemaclus 8y ago
  Nope! It's part of the code review process, for sure, but it's not the purpose of code review. The purpose of code reviews is to have better code at the end of it. That includes pointing out bugs, improving fine-but-inefficient code, praising good code, encouraging documentation, and providing learning experiences for the developer and anyone else reading the review. Furthermore, interviews != code reviews. For an interview, not only is the candidate putting their best foot forward, but the interviewer should be putting their best foot forward, as well. It doesn't matter if Joe is the best programmer in the company -- if he's abrasive, you don't want to put him in front of prospective candidates.