Them: “We just want to know how you solve problems.” Me: “Now you know.”
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Prikaži ovu nitHvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi
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Don’t you think these questions are testing a valuable skill, just not one very valuable to general programming? Not the CS trivia questions, but I mean being able to grok and solve novel puzzles quickly. Useful to research and tricky troubleshooting.
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No. I think they’re testing exposure to the fairly similar types of “twists” those puzzles employ.
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That’s the funny part about behavioral interviewing. They often have no clue what they’re wanting to know. They’re fishing to see how you compare afterward to the other candidates.
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And the sad part is that it’s a very slow way to hire. If you have to rank all the candidates, they’ll get snapped up by the time you make your offer. (Been there, done that.) Better to have a criteria and hire the first person that meets it.
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Nailed it. I didn't do that exact thing, but have passed puzzles back to the interviewer with "no thanks".
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What happened next?
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I had enough of those to write a blog post
.https://hackernoon.com/why-i-hate-code-challenges-90221c9ab747 …Hvala. Twitter će to iskoristiti za poboljšanje vaše vremenske crte. PoništiPoništi
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I worked in online testing for 10 years and I can tell you those kind of questions measure practically nothing. Sadly most places interpreted
@spolsky 's rule "code in interviews" literally and implemented as a trivia session. -
I feel like there are several ways to tell if someone can code *reasonably* well within 30 minutes, but I've never seen it formalized. More like: good interviewer --> good interview, reliable conclusions. Do you have any formalization or practical advice for this?
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Čini se da učitavanje traje već neko vrijeme.
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