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I can't find the article because its hidden behind Google's previously admitted coin flip, brain teasers. An interview only has one question to answer: How lon

I can't find the article because its hidden behind Google's previously admitted coin flip, brain teasers. An interview only has one question to answer: How long will it take this person to do what I need? Everything after that is you trying to sell the company to the candidate. After you do the interviews, you pick the person who needs the least ramp time. Quietly staring at a person writing on a whiteboard while taking notes isn't communication. It isn't normal. It tests nothing except the candidate's whiteboard interview technique. You test their communication ability... by communicating with them. Have a conversation. Testing someone's determination to do useless studying for your ridiculous company is pointless. I am not here to get you to join my cult. I am here to pay you to do things. That's it. Unless your job is to design and review algorithms, I don't care if you can draw depth first search on a whiteboard blindfolded. There are a million ways to figure out how long it will take to get a person up to speed. I make a list of the skills needed for a position. I write down an approximate time to learn each one. In each interview, I figure out what skills the person has by discussing that skill. That's it.

hvidgaard 7y ago
I simply have to disagree. The amount of unqualified candidates that have a decent CV and are reasonable to talk to, but completely unable to correctly write a while loop is too damn high. That is what my whiteboard questions filter out. They're super easy stuff such as "I give you as input a list of integers, return the index of the first consecutive pair of numbers that when added is 42 - you can use any language or pseudocode". If they write it correctly, but not handle the obvious edge case with the end of the list, no pair existing, you can ask them about this. This is basic code review and discussion of a solution with a fellow developer - both very important. You'd be shocked how many people that write years of relevant programming experience and fail that. Do we get some false negatives, probably. But it's a reasonable price to pay compared to hiring someone unqualified. I think a big reason for this, is that you can teach yourself to be a developer, and all the millions of articles and videos on the topic mean you can get something done without understanding the fundamentals. I think this, for some, create a false sense of competency. It's easier with say, structural engineers - if they have an exam and or relevant work experience, there is a pretty high chance that they're up for the job. And you wouldn't hire a junior engineers without a senior person overseeing and checking their work for grave mistakes.
- safety-third 7y ago
  I would not be shocked. I meant it when I said to weed out the charlatans. I certainly do some basic FizzBuzz. I do it over the phone and in-person because sometimes they get a friend to do the phone interview. There is a giant difference between this and the current whiteboard interview fad. I don't think false negatives are good. How many positions go unfilled for months and years? A lot. At a larger company, it won't take long before they remove the position entirely. They might not be wrong to do so either. Eventually your bus factor goes to zero, and whole teams go away. I have never seen anything beyond FizzBuzz, experience, and conversations be predictive for actual work. Even these only weed out the most outrageous candidates. I work in the chemical engineering industry. They sort resumes, ask questions, and call references. They don't ask them to do sophomore level process energy and mass balance with multiple components and vapor-liquid equilibria on a whiteboard. Most aren't Professional Engineers either. Junior engineers used to be a crap shoot. Now there are so many graduates compared to junior positions that most companies will only hire people that interned with them.
  - hvidgaard 7y ago
    > I don't think false negatives are good. How many positions go unfilled for months and years? A lot. At a larger company, it won't take long before they remove the position entirely. They might not be wrong to do so either. Eventually your bus factor goes to zero, and whole teams go away. I'd rather that happen, than hire unqualified people. Hire and then fire someone is damn expensive - months of salary and a lot of hours wasted. If you don't get them out of the door fast enough, the damage they can do with incompetency is even greater.
    - safety-third 7y ago
      I have personally hired false positives. Like you say, they are expensive. I have never once hired someone who was literally incapable of doing the job. It's never because of work directly. A person who was incredibly professional in the interview turned into a massive asshole at the office. One fought good coding practices because he thought it was over-engineering. Another spent all day playing online poker on their phone. One spent their entire time at the office making Forth interpreters. Doing 7 hours of whiteboarding interviews for every candidate won't flush out any of these. Not a single one. If you can tell me the magic 8 ball I need to shake to fix this, I am wide open to suggestions.

hvidgaard 7y ago

I simply have to disagree. The amount of unqualified candidates that have a decent CV and are reasonable to talk to, but completely unable to correctly write a while loop is too damn high. That is what my whiteboard questions filter out. They're super easy stuff such as "I give you as input a list of integers, return the index of the first consecutive pair of numbers that when added is 42 - you can use any language or pseudocode". If they write it correctly, but not handle the obvious edge case with the end of the list, no pair existing, you can ask them about this. This is basic code review and discussion of a solution with a fellow developer - both very important. You'd be shocked how many people that write years of relevant programming experience and fail that. Do we get some false negatives, probably. But it's a reasonable price to pay compared to hiring someone unqualified. I think a big reason for this, is that you can teach yourself to be a developer, and all the millions of articles and videos on the topic mean you can get something done without understanding the fundamentals. I think this, for some, create a false sense of competency. It's easier with say, structural engineers - if they have an exam and or relevant work experience, there is a pretty high chance that they're up for the job. And you wouldn't hire a junior engineers without a senior person overseeing and checking their work for grave mistakes.

safety-third 7y ago
I would not be shocked. I meant it when I said to weed out the charlatans. I certainly do some basic FizzBuzz. I do it over the phone and in-person because sometimes they get a friend to do the phone interview. There is a giant difference between this and the current whiteboard interview fad. I don't think false negatives are good. How many positions go unfilled for months and years? A lot. At a larger company, it won't take long before they remove the position entirely. They might not be wrong to do so either. Eventually your bus factor goes to zero, and whole teams go away. I have never seen anything beyond FizzBuzz, experience, and conversations be predictive for actual work. Even these only weed out the most outrageous candidates. I work in the chemical engineering industry. They sort resumes, ask questions, and call references. They don't ask them to do sophomore level process energy and mass balance with multiple components and vapor-liquid equilibria on a whiteboard. Most aren't Professional Engineers either. Junior engineers used to be a crap shoot. Now there are so many graduates compared to junior positions that most companies will only hire people that interned with them.
- hvidgaard 7y ago
  > I don't think false negatives are good. How many positions go unfilled for months and years? A lot. At a larger company, it won't take long before they remove the position entirely. They might not be wrong to do so either. Eventually your bus factor goes to zero, and whole teams go away. I'd rather that happen, than hire unqualified people. Hire and then fire someone is damn expensive - months of salary and a lot of hours wasted. If you don't get them out of the door fast enough, the damage they can do with incompetency is even greater.
  - safety-third 7y ago
    I have personally hired false positives. Like you say, they are expensive. I have never once hired someone who was literally incapable of doing the job. It's never because of work directly. A person who was incredibly professional in the interview turned into a massive asshole at the office. One fought good coding practices because he thought it was over-engineering. Another spent all day playing online poker on their phone. One spent their entire time at the office making Forth interpreters. Doing 7 hours of whiteboarding interviews for every candidate won't flush out any of these. Not a single one. If you can tell me the magic 8 ball I need to shake to fix this, I am wide open to suggestions.