Hiring programmers. Tips from the programmer
Several times I came across the materials about the hiring of programmers and read them with some interest, because I'm the programmer myself , and I was curious to find out how we are assessed at the interviews.
My impressions? I'm in sadness
Almost all materials, in my opinion, resemble "harmful advice".
At once I will make a reservation, all article is especially personal opinion, however found support in the person of friends and colleagues of programmers.
The first meeting, the interview without those specialists
HR-s, do not be fooled. You will never understand how good a programmer is
Unless only when you can insert electrodes into his ear and run end-to-end testing. But while there are no such technologies, all you can estimate is adequacy of and, at least in part, motivation is the person sitting in front of you.
And believe me, this is is enough. .
After all, your task: find a person who can join the team, work fruitfully in it and that his work is rewarded in the way that he expects, and that your company can provide (money, recognition, interesting projects, etc.).
All attempts to ask what that technical nuances will look inappropriate and helpless. Personally, I get very annoyed when I ask about something that they do not understand themselves. I just want to get up and leave.
What else can you ask at the first stage? Depends on the specifics of the vacancy.
If you need an experienced person - Ask about the experience, find out what tasks he solved, what difficulties he overcame.
If you need a person who can be trained , give him a couple of logical tasks, check the liveliness of the mind.
The information gathered at the first stage is enough to weed out 80% - 90% of the candidates.
Part two. Interview with a specialist
DO NOT ASK THE THEORY out of the context of the practical experience of a particular developer!
I personally know several people who studied with me on programmers. They had all the theoretical bounces from their teeth, but when it came to real programming, they could not do anything worthwhile.
What, in my opinion, is it necessary to ask the candidate?
Ask technical nuances from their previous experience, especially those that overlap with future work.
By the way a person tells, it will be clear:
Does he really understand the question or just came up with these points for hammering his own prices.
On how much his experience and knowledge are suitable for the current vacancy.
Will he be able to cope with future work.
Will he be able to learn, if he has no such experience.
And, as it seems to me, this is enough to make the final choice.
More about a person you can learn only on probation.
I hope this material will be useful to somebody, thank you for your attention.
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