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My shortcut is to look for people who get stuff done. During interviews I don’t ask technical questions or test the candidate but talk about accomplishments. H
by tucaz 6y ago
My shortcut is to look for people who get stuff done. During interviews I don’t ask technical questions or test the candidate but talk about accomplishments.
How many projects have they deployed to production and what problems does it solve?
A lot of developers work just during the development phase of a project and then jump to the next one. As a consequence they have no experience deliverying real life products and support systems in production.
I always look for people who finished things. Anyone can start or work on an ongoing project but just a few go through the whole process and have to maintain their stuff running.
I also talk about what the project does, in details, for the business. A good developer has to understand they are building something that is not just a piece of software but a tool to solve problems.
If they have these 2 things, I think we can work on the rest if needed.
- dyingkneepad 6y agoDon't you end up hiring a lot of people who are very good at bullshitting? Because that's what happened before we started introducing fizzbuzz-like problems.
- tucaz 6y agoI should have been more complete I’m my response. What I described is the first step to narrow down candidates that I choose for in-person interview. After that step, if I think they are worth “investing” I’ll give them some assignments and drill down on the tech questions. But yes, this process still fails. It just fails less, I think.