|
|
|
|
|
|
by zerr
2569 days ago
|
|
|
Your process seems fine for someone unknown, "blank". But when you have information about the past experience - does it really make sense? e.g. if someone graduated from the top CS program - can't you deduct that they are able to "think", "solve problems" and "code"?
I guess one can argue that the interview process is some kind of verification of applicants resume - but aren't there more efficient ways to do this? You can easily check whether the person really graduated that program, about past experience - previous jobs, etc... I mean, you should leave the qualification verification to those entities who are more qualified to do it, and who have much more time - I guess if the university awards a degree after 4 years of involvement with the candidate says much more than you can deduct in 30 minutes during the interview set up. |
|
|
People graduate from high school who are functionally illiterate. Similarly, people graduate from CS programs who are functionally incompetent.
I've interviewed many people who can talk the talk, have an impressive resume, can talk details about their projects... But fail a simple coding question. My go-to phone screen question is to find the common elements from two lists of integers, and half the candidates can't do it in better than O(n^2). I'm not even looking for the perfect solution, just something that is better than brute-force.
It's the "do original work" that is the hardest for many people. They can modify existing systems, plumb together interfaces, etc. without a problem, but given a fresh problem and a blank sheet of paper they are stuck.
I've found the same people are also weak in their fundamentals...