3 ms·

Props to the honesty

CobrastanJorji 5y ago
Just to argue against myself, I do think that if enough interviewers interview a candidate, you will get an aggregate score that will give you a pretty good sense of how well that candidate is likely to do on other interviews, and I have found that candidates that do well on these interviews tend to make good employees, although that's based only on the fact that everybody I work with has passed one of these interviews and they've mostly been pretty good employees. I suspect a lot of people who fail these interviews would also make pretty good employees, but I'll never know.
- kspacewalk2 5y ago
  >I suspect a lot of people who fail these interviews would also make pretty good employees, but I'll never know. Why don't you take a leap of faith once in a while on someone who hasn't done well? Especially if you ever interview interns and have a bunch on that team, that's a near zero-cost gamble for a large corp.
  - CobrastanJorji 5y ago
    Well, the answer to "why" is "they don't put me in charge of the hiring process." Related, interns are a fantastic way to hire because you get WAY better information about them. Instead of an hour or two of riddles, you've got a three month work history which a couple of trusted employees have witnessed. That's WAY better signal than any whiteboard interview problem could possibly get you.
- b20000 5y ago
  I've been in interview rounds where if ONE interviewer doesn't like how you did on the stupid coding test, you're out. So what you are saying is pretty much BS.
  - CobrastanJorji 5y ago
    I don't think I follow you. Your company has a hiring process where it rejects all candidates who fail any interviews. How does the existence of such a system invalidate anything I said?
    - b20000 5y ago
      no, what I meant is that YOUR company rejects anyone who fails one coding test. You think that failing one doesn’t matter, but it does.
- b20000 5y ago
  also, what you do with interns, could be done with any developer you hire. you just hire them for a few months and pay them. if you like their work, keep them. otherwise let them go. no need for coding interviews.

Just to argue against myself, I do think that if enough interviewers interview a candidate, you will get an aggregate score that will give you a pretty good sense of how well that candidate is likely to do on other interviews, and I have found that candidates that do well on these interviews tend to make good employees, although that's based only on the fact that everybody I work with has passed one of these interviews and they've mostly been pretty good employees. I suspect a lot of people who fail these interviews would also make pretty good employees, but I'll never know.

kspacewalk2 5y ago
>I suspect a lot of people who fail these interviews would also make pretty good employees, but I'll never know. Why don't you take a leap of faith once in a while on someone who hasn't done well? Especially if you ever interview interns and have a bunch on that team, that's a near zero-cost gamble for a large corp.
- CobrastanJorji 5y ago
  Well, the answer to "why" is "they don't put me in charge of the hiring process." Related, interns are a fantastic way to hire because you get WAY better information about them. Instead of an hour or two of riddles, you've got a three month work history which a couple of trusted employees have witnessed. That's WAY better signal than any whiteboard interview problem could possibly get you.
b20000 5y ago
I've been in interview rounds where if ONE interviewer doesn't like how you did on the stupid coding test, you're out. So what you are saying is pretty much BS.
- CobrastanJorji 5y ago
  I don't think I follow you. Your company has a hiring process where it rejects all candidates who fail any interviews. How does the existence of such a system invalidate anything I said?
  - b20000 5y ago
    no, what I meant is that YOUR company rejects anyone who fails one coding test. You think that failing one doesn’t matter, but it does.
b20000 5y ago
also, what you do with interns, could be done with any developer you hire. you just hire them for a few months and pay them. if you like their work, keep them. otherwise let them go. no need for coding interviews.