Re:Tech sector job interviews assess anxiety, not software s...
by groby_b on Wednesday July 15, 2020 @05:45PM
(#23852421)
These people are usually called "references" :)
As for interviewing for a few days... Yeah. No. Not in a country with an abysmally bad vacation policy like the US.
Re:Tech sector job interviews assess anxiety, not software s...
by mxcrossb on Wednesday July 15, 2020 @11:43PM
(#23855526)
The whole reason we’re in this mess is every company is trying to play moneyball. They’re all convinced that by creating a unique interview process they’ll find better talent than other companies and this make more money. The end result is more and more obtuse hiring practice which have zero practical value.
Re:Tech sector job interviews assess anxiety, not software s...
by andrewflnr on Wednesday July 15, 2020 @06:52PM
(#23853348)
I do think that the people giving the questions and interacting with the applicant should be different from the ones judging their results. This also gives you the opportunity to blind the judging for race, gender, etc. The proctor should be explicitly on the applicant's "side" IMO.
Re:Tech sector job interviews assess anxiety, not software s...
by hinkley on Wednesday July 15, 2020 @08:50PM
(#23854439)
I used to 'sit in' on interviews, and basically say very little except to answer questions about working here or to serve as the 'linter' to get them unstuck.
You hear something very different than the person who asked the question. And in one case I discovered that my coworker had been asking a question that he thought he knew the answer to and did not; a deep clone implementation (where he never asked about cyclic graphs).
Re:Tech sector job interviews assess anxiety, not software s...
by andrewflnr on Thursday July 16, 2020 @11:29AM
(#23859972)
I assumed it rather than say it out loud, but my idea is to have standard, vetted questions, to reduce the risk of a question being mal-formed like that (unless you want to see how they make tradeoffs in response to an overambitious spec). Your situation sounds rather different. Do you think my scenario would work better?
It seems like there's probably some value in a "MoneyBall" company that identifies a way to interview without most of the anxiety. Perhaps hiring a few people with remarkably high EQ who customize the interview setting who review the inteviewees' work and watch them program over a few days in their own computer and IDE.
I know I've interviewed people that have frozen up, but for whatever reason I didn't pause the interview and address the anxiety, but rather I tried to adjust the questions (which generally didn't work).