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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When the HR manager receives a request to hire some smart people to do programming and that HR manager doesn't know how to find them. He/she will rip off some tough IQ questions from somewhere and request the candidates to answer them. This kind of tough test show that the company have no idea what kind of candidates they are looking for.

Recently, my company want to open a factory in Philippines and want to hire three Filipino Java Programmers. My company get about 3000 applicants for the three vacancy.

However, the HR manager doesn't know how to set the test to filter away the unsuitable candidates.

Fortunately, he is humble enough to ask me for help and I prepare 20 questions for him to test their Java knowledge.

I also prepare a simple Java program with errors for the candidates to test their debugging skills.

The right candidate must have knowledge, skills and good attitude. Their attitude can only be tested during their probation.

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