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I've heard of a theory that says "A's hire A's but B's hire C's". The gist is that cream-of-the-crop interviewers actively look for open-ended-ness and the poss
by lhorie 5y ago
I've heard of a theory that says "A's hire A's but B's hire C's". The gist is that cream-of-the-crop interviewers actively look for open-ended-ness and the possibility that the interviewee may be better at things than they are, whereas less effective interviewers only look for people whose skills are a subset of their own (and by implication, design tests that only leverage the skillset they know, hence the "must have 5 years GraphQL experience cus I ain't got no interest in coaching you" attitude instead of "I am prepared to go out of my comfort zone and talk to people to get them up to speed on tech stack minutiae")
As a candidate, I've "fired" interviewers that were just wasting my time asking me about googleable trivia. There are other employers willing to pay premium for experience over technology memorization.
- ashton314 5y ago> I've "fired" interviewers that were just wasting my time asking me about googleable trivia. I feel like this is a great bit of advice for interviewers and interviewees: for the interviewer, don’t ask about things that are easy to look up, and for the seeker, take it as a red flag if they do.
- sly010 5y agoI agree that good engineers can learn most tech fast, and that that is due to experience and not them being inherently smarter than others. If this is true though, how do you measure (non specific) experience? Maybe asking for 100 relatively easy but totally random knowledge crumbs? (some web, some unix, some networking, some functional programming, etc). It would be impossible to score high, but well rounded engineers could get more of them right. This might actually be a better approach than asking a few hard questions.
- mattalex 5y agoFor me a good sign are task questions: suppose we have X with Y as a restriction. How would you accomplish Z?