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I'm not a googler (but I've interviewed there) and I disagree somewhat with the original premise. I think whiteboarding does filter out bad candidates but also
by deeg 6y ago
I'm not a googler (but I've interviewed there) and I disagree somewhat with the original premise. I think whiteboarding does filter out bad candidates but also filters out good candidates who fail the anxiety test. Google, with their massive pipeline, probably doesn't care about the false negatives enough to change; they still find enough people to hire. It's the companies with smaller pipelines that need to scoop up these good candidates.
- ghaff 6y agoIn general, hiring practices probably optimize for filtering out bad (or at least somewhat speculative) hires over passing on a potentially really good candidate (especially if there are any concerns to go along with the overall positives). Of course, if the pipeline is massive (whether it's jobs, schools, etc.) this tendency gets amped up even more and anyone who doesn't come across as pretty much perfect on all dimensions--whether they are or not--is going to get dinged.
- collyw 6y agoI used to be reasonably good at algorithmic stuff in university 20 years ago. Since then I hardly ever practice. It's not that I am bad at them, now, but its just so hit and miss whether an answer will come to me in time, you might as well toss a coin. If I was doing algorithmic stuff every day I have no doubt I would be better. Usually what happens is I get out of an interview and a an answer (or a better answer than I gave) pops into my head. Like I say, might as well toss a coin.
- cutemonster 6y agoIt seems you cannot see FAANGs perspective on this There are other people who always fail those coin tosses