It’s a relatively simple project with a skeleton of a class and failing unit tests. They have to fix the code to make the unit tests pass.
If they get through that, I give them a second set of failing unit tests that they have to make pass by fixing the class without breaking the unit tests.
But, just because a company gets big, doesn’t mean that you can take hiring less seriously. You still have to be sure that you hire the right people. A false positive - hiring someone that can’t do the job - is worse than a false negative - not hiring someone who would be a good fit.
- There are usually HR policies around firing people that takes awhile and a lot of paperwork.
- You open yourself up to lawsuits whether they are successful or not, it still a hassle and has costs.
- you increase the amount you have to pay to your states unemployment insurance fund.
- It puts a chilling effect on other employees. They think they can easily be fired to.
- if the employee is really bad, they do “negative work” and put more work on the other employees who have to work around them or redo their work.
Very rarely will one employee that you don’t hire make or break an established company.
Everything I know about management, hiring, firing and organizational theory comes from the Manager Tools/Career Tools Podcasts.
As far as hiring, this is my go to guidance.
https://www.manager-tools.com/2007/04/effective-hiring-set-t...