| Juniors you filter for potential. If you wanted a low risk, higher skilled person you'd take a senior. Juniors are more of a gamble and I think most of thr ageism in the industry comes from the fact that seniors are clear where they land, but with juniors you can hire a girl who can contribute $100k/month of work at a salary of $10k/month. Most interviewing techniques filter the top and bottom of the talent pool. Large organizations are fine with this. It's less risk, more control, and if they wanted a genius, they'd just acquire. So you don't want to follow thr FAANG style of recruiting. The best ones that do well with that filter have already been snapped up anyway. One of my favorite tricks is just to ask them to build something. Minesweeper or a roguelike, even if they're a web dev. The idea is not to have them finish it in 4 hours but see their approach. Do they write specs? Do they write tests? How much do they design for? You probably don't want to hire someone who designs for a week when the target is 2 hours. What's the balance between planning and development? Usually the bad ones have none of either. It also tests how they deal with huge problems, something that happens all the time in this field. Test for whatever you're hiring for. If you don't optimize much don't test too much there. If it's a front end job, get them to do some animations. The best ones have some prior experience before the job, see if they'll surprise you. |