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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Comment by snorkel2
by snorkel2 on Fri 4th Nov 2011 20:41 UTC
snorkel2
Member since:
2007-03-06

I won't go to interviews where they give you a test with no prior warning, those are freaking ridiculous.

In a real world situation it's unlikely you would ever
have to deal with a "test" like situation. All those stupid tests do is find people who are good at tests and trivia. I remember in college there where people who were way smarter than me, probably at the genius IQ level and did great at tests, but they could never get their assignments done and didn't do any better in the class than me.

I went to this one interview and they wanted me to write a program on the spot that could reverse a string without using any additional memory than the string originally used. It's not easy to do. I simply walked out as the ahole interviewing me was standing over my shoulder critiquing me as I was working. NOT COOL OR PROFESSIONAL. I later looked it up on Google and he was using the Guerrilla Interview tactics by Joel Splosky and it took 3 good programmers half a day to properly solve the reverse a string using no more memory than the string originally uses.

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