I find it very interesting, given that I have taken hundreds of interviews and attended quite a few (many times for the kick or out of optimisim or to learn something and/or check my current skills :-))
Here is his list
- Do not get too technical (There is google for this)
- Try to find out if the candidate is passionate about what he has worked on
- Ask some questions which probe his analytical ability
- Ask about academic projects.
- Probe whether he understands some concepts about source control, unit testing
- Ask whether he has uses google :)
- See if the candidate is capable of working independently
- Don't expect him/her to know the obscure details of the language he/she uses for programming. After all a programming language is just a tool
- Check his/her learning ability and flexibility and the willingness to adapt to new technologies
- Check to see if he can tell you the reason for leaving his current job
- Many more to come
4 comments:
Hi Balbir,
I would really interested to get the source of your stats. Besides, more details like, 95% of what level of users/pros etc ?
I agree, there are many who claim to be 'Developer' without adequate technical base, but 95% ( I assume of developers)is way to high for recursion.
Hi, Rajesh,
I will post more stats here later. But believe me on the 95%. This might not be true for users exposed to solving a particular problem, but if you frame a new problem that the user has not encounterd, 95% of them cannot solve it. About 15% might get close with some help.
Common guys,
Don't waste the time in asking the same old algorithms and swaping programs in teh interview. Rather ask the candidate to give a solution for the solution for a real business problem or simulated business problem.
Yes, we do not. But they act as starting points to probe further - to understand what the candidate knows versus what is understood.
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