For what it is worth in about 15 years of making things professionally I think I have maybe 500 or so lines of OSS code. (Actually come to think of it it’s probably 3k or so but you don’t follow me for my body of work in caching Battletech simulator displays.)
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There's already a better way, it's called interview
just ask your candidate and let them answer you instead of trying to do detective work with code in a repository. -
Work sample tests are better than interviews, because there exist many candidates who can’t usefully program who sound like they can, and many who can who do not perform well under the stressful artificial constraints of an interview.
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Exactly. For videogames I need creative, problem solving people. In other industries my selection process may not be the best one. It's about identifying what you need most for your project/team/company and then design the selection process around that.
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And even in the same industry it's not the same trying to find a guy to write your render engine than looking for a junior gameplay programmer.
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I know many brilliant programmers. People who invented techniques 7-10 years ago that open source is just now adopting. Most of them do not have a GitHub repo.
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That’s not to say open source isn’t changing the world or open source doesn’t have a ton of brilliant programmers. I’m only saying there are lots of brilliant people who don’t give away their best work.
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a related discussion is happening in the design space. newcomers (and employers!) want to see detailed, fancy portfolios. ux veterans are short on time and handcuffed by NDAs.
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Agreed that itw lasts the day anyway so that can be a good strategy to just pair program. How do you handle lack of onboarding/internal knowledge for candidate? Do you take a real internal problem but work on solving it outside of company scope?
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Well first of all, if you want to create a good selection process, then the first step is to realize sometimes it's going to fail. Just as creating a piece of software without exception handling...
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