[xenen]

I think the problem is the fact that we have two types of engineers: the academic geeks, and the creative geeks.

I wouldn't give anyone a pass if they show no personality, creativity and out-of-the-box thinking with good product intuition during my interview. Vice versa, I don't think any academic geeks would give me a pass if I couldn't solve their math puzzles with a proof.

I could be just talking out of my ass here, but it is nonetheless how I see this situation. I don't like it, but I don't see any evidence of it changing anytime soon.

[varelse]

In an interview, I have 30-60 minutes to figure out whether I want to hire you or not. My team writes a lot of code.

Therefore, I'm going to ask you what your favorite language is and then test your ability to write 10-20 lines of code in that language to solve a relatively simple problem.

If you can't do that, it seems to me that a) you don't like to write code and therefore I shouldn't hire you or b) you're out of practice and shouldn't have claimed expertise or c) you're a poser.

If your expertise is with something else, go apply for positions that require skill with said "something else" as we'll both be a lot happier that way.

It's a completely different situation if I know you personally but 95% of the time I don't and I have to make a quick decision.

[randomdata]

Keep in mind that if we only have 30-60 minutes together, I'm going to be putting forth a lot of energy in determining if you are even worth working for or are just another bozo boss/company. It is just as risky on my part as it is yours. That doesn't leave a lot of time to think about any challenges you send my way, no matter how easy they may be.

It feels to me like such a process tries to shift the power towards the employer, to make it seem like you would be lucky to even have a chance to work there and focus the time wholly on the business needs, when it really should be a mutual discussion to see if both parties feel it is a good fit. Passing your test with flying colours only to find we are a terrible match is just as damaging as hiring a bozo to begin with, no?

[hga]

Both are important; match is obvious, but what about the prospect of working at a place with a fair amount of deadwood? Even if they're on the way out, that's going to be ugly.

Failure to do the most basic of technical screening will result in the latter; as I've said in more detail before, in the '90s it was reverse a linked list in C/C++, look at this dozen or so lines of code and find some of the errors in them, and do some design (quiet, no one in the same room time allowed for that, with a discussion to follow). I didn't think it was too much to ask back then, but it sure weeded out a lot of people who couldn't program their way out of a paper bag.

[bjourne]

I'm curious to know if you would reciprocate in kind? That is to send me code samples of the work your dev team has done on your company. Your goal is to ensure I'm not a bozo and my goal is to not have to work with bozo colleagues. Hence the exchange of code samples. Fair?

[hga]

Heh, I'd go father than that, I'd set them in front of a console and let them look through the code base. Of course, this test works both ways ^_^.

Never had anyone ask for that, though. They would have gotten major bonus points for asking....

[vidarh]

Before you spend those 30-60 minutes, I want to know if you're worth working for. If you go straight into coding tests, I a) know you're not, b) expect you to be a formalistic stickler, c) I know you haven't done enough homework to at least have a reason to believe I am good enough to have plenty of options.

If you have done your homework when interviewing me, you'll understand that you need to sell me on your company, your team and the position first to let me assess whether you're worth my time.

The candidates who will bend over backwards to satisfy your coding tests before you've spent at least 20 minutes explaining why they should care, are the candidates who are fanboys and/or don't have other decent options. You should ask yourself why.

I've called off interviews and called the recruiter back to tell them I don't want to deal with that company again over interviewers who conducted bad technical interviews, for the reason that I know my value and I know the value of my time.

Conversely, when on the hiring end, I don't want candidates that are happy to bend over backwards for me without any sales effort first, or who don't ask me pointed questions about the company, the job, the terms. It makes me immediately suspicious about why they are willing to make such a big decision without sufficient information to evaluate if it would be a good fit for them.