We Only Hire the Best

Re:We Only Hire the Best by danvasquez29 on Monday May 23, 2016 @11:16AM (#11754386)

I send out a test in between phone interview and face to face but it's very subjective, not really meant to weed out people who fail. The purpose of it is to create some technical talking points for the face to face interview in lieu of putting someone on the spot on the whiteboard. "I see you refactored this, but not this. Can you explain your thinking? Why did you decide this pattern fit the solution?" There can be many right answers, and especially many right reactions to wrong answers, and I like that conversation more than putting people through a whiteboard.

Also, agree on the 2 interview max. Technically we do 3, but the first is a 3 minute basic screen by the recruiter, not really an interview.

[ Parent | on HN ]

Re:We Only Hire the Best by pmiller2 on Monday May 23, 2016 @11:46AM (#11754590)

> ...3 minute basic screen by the recruiter....

Exactly. The recruiter call should be primarily to gauge interest and to get some idea if the candidate has any skills and experience whatsoever. I've gotten calls from recruiters who were clearly not technical people asking fairly deep technical questions. That's an instant turn off to me.

[ Parent | on HN ]

Re:We Only Hire the Best by strictnein on Monday May 23, 2016 @02:41PM (#11755872)

I'm pretty sure we've all experienced this classic:

"Tech" Recruiter: "I saw that you have 7+ years of Java experience! That's great, we're looking for a senior Java dev!"

Me: "I have 7+ years of JavaScript."

"Tech" Recruiter: "Same thing, right?"

Me: ...

[ Parent | on HN ]