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How do you "keep it real" in interviews? Concerning the viability of firing under-performing individuals, how likely is that? Are there any implications with
by 127001brewer 14y ago
How do you "keep it real" in interviews?
Concerning the viability of firing under-performing individuals, how likely is that? Are there any implications with indirect costs such as unemployment benefits? (I ask because I do not know - any insight on this would be greatly appreciated.)
- codeonfire 14y agoI ask difficult interview questions and require actual code to be written on the spot. If the questions can't be answered I let everyone know it. The viability of firing under-performing people is zero. Managers just want headcount and don't care about ability. They play the political game not the build-and-ship-software game. Are there cost implications? I should think so since the fakers cost lots of money and are not producing any software.
- 127001brewer 14y agoThey play the political game ... Unfortunately, this happens far too often. However, I have completely bombed on "difficult interview questions" and "code to be written" - merely due to the pressures felt in the interview(s). As said elsewhere, identifying the "fakers" is extremely difficult - perhaps that's why people who were referred tend[0] to be more successful? (But how do people outside get in?) [0] Merely a guesstimate based on casual observations.
- svachalek 14y agoMany companies are terrified of being sued for firing and will resort to passive-aggressive behavior instead. Most stuff like this is settled out of court so I don't know what the real odds and risks are but anecdotally I've been in a few orgs that weren't shy about firing at all, and didn't suffer for it.