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> Once you've read someone's resume you should have a pretty good idea whether or not you want to hire them. I disagree. The experience in resume is basically
by The_Colonel 2y ago
> Once you've read someone's resume you should have a pretty good idea whether or not you want to hire them.
I disagree. The experience in resume is basically a name-dropping, it doesn't tell you much about how much they know / what are their abilities.
As an interviewer, what interests me is whether they have non-surface knowledge about something. I'm looking for a T-shape - getting a broad, but surface level knowledge is not that difficult (often just reading some tutorial suffices), but not everybody can get deep into the topic. So a major part of the interview for me is going through their resume and probing whether this is their deep topic and how deep can they go.
- hn_throwaway_99 2y agoTotally agree. One of the best discriminator questions I've found is to have a candidate talk about a technology they've used in the past, and then talk about the pros and cons of that tech, and also to compare that tech with a competing tech they're familiar with. Poor candidates say something like "it's all great!" or "it's all awful", which is almost never true. They're unable to go beyond a very surface level "I called this library and it worked" kind of analysis. Good candidates are able to compare and contrast the pros and cons of lots of underlying details.