3 ms·

At some point the candidate is going to need to write some code. If you haven't been involved in hiring, you might not know how little proficiency it's possibl

• cratermoon 3y ago
  I've been on both sides of interviewing, so much so that I can almost tell just be looking at subtle things on a resume or in interviewing whether or the person has real programming skill. In my early days, I hired some real stinkers, and learned from those errors. I've worked with people who wrote code that made The Daily WTF[1] (I know, because I submitted it) I know how to reject candidates that check the boxes that HR screens but can't code. I've consulted (mercifully briefly) at organizations where programmers whose primary skillset was using copy/paste but were able to jump through all the Jira (technically Azure DevOps: same shit, different name) hoops were given ownership of key parts of a system. What were you saying about proficiency? 1. https://thedailywtf.com/ https://thedailywtf.com/ I'd link the actual post but it was over a decade ago and
  • recursive 3y ago
    That's great if it works for you. I haven't figured out all these subtle cues so I still have to give coding exercises.
    • cratermoon 3y ago
      You might find it interesting to track what happens to the people who do your coding exercises. For the ones you hire, how do they do in the company? If you can see happens to those you reject, via whatever online profile they have, you'll get a good sense of when you missed a good hire.
      • recursive 3y ago
        I like the idea. I might try to do it. Not so much that I sign up for linkedin or anything, but this could be useful.