Follow-up to “The dystopian world of software engineering interviews”

Re:Follow-up to “The dystopian world of software engineering... by raverbashing on Sunday February 23, 2020 @05:00AM (#22396023)

> Last week, the person interviewing our latest candidate told me that despite the candidate doing perfectly fine, he couldn't come up with something that he felt excited about doing in his current job, which was a red flag for him.

> I tried explaining that perhaps that's something you shouldn't expect from someone who's at that point switching jobs.

Ugh. You are, of course, correct.

They want "the best candidates" but when they get one that's evaluating new positions they go on about "why do you want to move", "candidates don't seem to enthusiastic about our company" well maybe because you're not enticing then to move, quite the contrary.

Good candidates get hired (from an unemployment/"underployment" pool), excellent candidates get poached. Sports teams gets that but apparently if it was a software company they would ask Michael Jordan if he would be able to hit a 3 pointer

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Re:Follow-up to “The dystopian world of software engineering... by SomewhatLikely on Sunday February 23, 2020 @07:03AM (#22396466)

I like the three pointer analogy. I checked and his percentage was 33%. This is quite similar to how the hiring process works, you only get offers on the attempts where you hit the three pointer. You weren't any worse of a candidate on the other attempts, and there are 5% candidates out there taking 20 interviews and getting hired on the twentieth because they had a good day and hit a three pointer that day. Also, they spent the last three months practicing 3 pointers exclusively, and when they get hired their teamwork skills, strategic thinking, defense, and everything else you didn't test for are lacking.

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