Linked by snydeq on Thu 3rd Nov 2011 18:41 UTC
General Development Fatal Exception's Neil McAllister discusses the use of quizzes and brain-teasers in evaluating potential software development hires, a practice that seems to be on the rise. 'The company best known for this is Google. Past applicants tell tales of a head-spinning battery of coding problems, riddles, and brain teasers, many of which seem only tangential to the task of software development. Other large companies have similar practices -- Facebook and Microsoft being two examples,' McAllister writes. 'You'll need to assess an applicant's skill in one way or another, but it's also possible to take the whole interview-testing concept too far. Here are a few thoughts to keep in mind when crafting your test questions, to avoid slamming the door on candidates unnecessarily.'
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RE[3]: junk science
by MattV on Thu 3rd Nov 2011 23:31 UTC in reply to "RE[2]: junk science"
MattV
Member since:
2005-07-06

A better solution, in my experience, is to hire multiple new graduates and inform them that not all of them will be retained after the probation period. Assessment on the actual work you hired them to perform beats every other method of predicting how they will perform ahead of time.

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