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Incidentally, I really-really like that they asked questions based on the person's resume. That was typical before some students got handed a lot of dotcom boo
by neilv 2y ago
Incidentally, I really-really like that they asked questions based on the person's resume.
That was typical before some students got handed a lot of dotcom boom money.
(And then somehow most interviews throughout the industry became based on what a CS student with no experience thought professional software development was about. Then it became about everyone playing to the bad metrics and rituals that had been institutionalized.)
You can ask questions based on a resume without them disclosing IP, nor the appearance of it.
That resume-based questions thwarted a cheater in this case was a bonus.
- markus_zhang 2y agoI got asked of those questions every time I got interviewed. Maybe it's just a FAANG thing that interviewers ignore the CV?
- esafak 2y agoThey read the CV but placing too much weight on it makes it difficult to compare candidates objectively.
- neilv 2y agoThe CV is a starting point for conversations. On topics other than whether the person happened to memorize whatever Leetcode question was rolled on the dice. And it can more closely approximate actual work. Regarding cheating, and the widespread organized sharing of "which questions did this company ask, and what are the answers", the conversation isn't so vulnerable to that.
- raincom 2y agoAt the company I work for, we are forbidden to ask questions based on resume, as it introduces biases. Reduction of bias means "ask same questions of every candidate".
- neilv 2y agoIs that because * they don't trust their interviewers to be professional and objective, or * they're trying to have a EEOC CYA paper trail that says they make efforts to be unbiased, or * DEI motivated (e.g., not everyone has the advantage of good past experience as a starting point for conversations), or * some other HR theory?
- raincom 2y agoA combination of all three.
- xmprt 2y agoThe problem with modern hiring practices is that they're throwing the baby out with the bathwater. Hiring based on past experience is biased and often can lead to either subpar candidates (lemons) or overpaying. You're either left with the people who didn't succeed at their previous job (but are good talkers) or people who have a brand name college/company but aren't really exceptional. On the other hand, trying to completely ignore past experience means you're left asking questions completely unrelated to real world work.
- fma 2y agoI had a conversation with someone from a well known startup. He was complaining how in the last year he has noticed the trend of unqualified individuals passing HR screens and some even passed technical interviews (they are uncovered when they can’t even commit code). Their whole background is a lie. They would also send connection requests to people at the companies listed so recruiters don’t question it. He proudly said they don’t ask questions based on resume, because they don’t care where you worked or where you went to school…as long as you know your stuff. In fact he only looks at the resume after the interview. I wonder how long they will stick to this stubbornness.
- jgilias 2y agoThat’s mental. Why have a resume in the first place then? Any info in the resume introduces “bias”. Well, actually, even wanting to hire the best candidate for a job is already a bias of its own. So why not just have a lottery instead of a hiring process? /s But only slightly.