6 ms·

> All these details seem to add up to a rather stark observation - there is NO shortage of highly qualified applicants for these types of jobs. Our geographic r

> All these details seem to add up to a rather stark observation - there is NO shortage of highly qualified applicants for these types of jobs. Our geographic region has many tech employers so we aren't the only option for job seekers. We probably aren't even in the top 25% of employers for salary in our area. Where is that? > We are not a software company so we do not use deep algorithm testing as part of our evaluation process [...] My experience has been that of that candidate pool, we will have 3-6 candidates with well documented programming projects or job experience. These tend to be the candidates we interview - we use a simple rubric with yes/no for 5-10 categories we evaluate You should try it. Right now it seems you are skewing toward hiring folks who already have experience vs fresh grads for entry level positions. Whiteboard, if done right, gives a chance to college hires to prove themselves. Especially if there are other tech companies in the area. The pool of candidates that have one year of experience and are already looking to jump ship is very different than fresh grads (where everyone is looking for a job).

clusterhacks 6y ago
Middle-eastern United States area. Our rubric is for deciding who to interview. We definitely have new grads who have resumes with meaningful programming projects who get into the interview pool. We have hired new grads over experienced candidates on the strength of the interview. During an interview, we usually have a whiteboard abstract design and pseudo-code guided exercise. I also very much like to ask candidates to walk us through one of their projects and experience with that as well. Occasionally, someone who doesn't do very well with other parts of the interview will really open up on a school or personal project and show unexpected insight and ability. I wish we could do a blinded work-sample test, but there are HR policies that prevent us from using one.
- 908B64B197 6y ago
  > During an interview, we usually have a whiteboard abstract design and pseudo-code guided exercise. I also very much like to ask candidates to walk us through one of their projects and experience with that as well. Occasionally, someone who doesn't do very well with other parts of the interview will really open up on a school or personal project and show unexpected insight and ability. That's the correct way of doing algorithmic screening. Relatively self-contained problem that has several possible solutions.

clusterhacks 6y ago

Middle-eastern United States area. Our rubric is for deciding who to interview. We definitely have new grads who have resumes with meaningful programming projects who get into the interview pool. We have hired new grads over experienced candidates on the strength of the interview. During an interview, we usually have a whiteboard abstract design and pseudo-code guided exercise. I also very much like to ask candidates to walk us through one of their projects and experience with that as well. Occasionally, someone who doesn't do very well with other parts of the interview will really open up on a school or personal project and show unexpected insight and ability. I wish we could do a blinded work-sample test, but there are HR policies that prevent us from using one.

908B64B197 6y ago
> During an interview, we usually have a whiteboard abstract design and pseudo-code guided exercise. I also very much like to ask candidates to walk us through one of their projects and experience with that as well. Occasionally, someone who doesn't do very well with other parts of the interview will really open up on a school or personal project and show unexpected insight and ability. That's the correct way of doing algorithmic screening. Relatively self-contained problem that has several possible solutions.