QOTD
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Quote:
are they leaning backwards? or are they leaning to you the interviewer?
Sorry , but which position is good? if they leaning forward means they are listen to you carefully?
Ravi Khoda Humanity is the best religion and smile is the best medicine.
No. Leaning forward means they are getting ready to pounce on you and shake your neck. :-)
The language is JavaScript. that of Mordor, which I will not utter here
This is Javascript. If you put big wheels and a racing stripe on a golf cart, it's still a fucking golf cart.
"I don't know, extraterrestrial?" "You mean like from space?" "No, from Canada." If software development were a circus, we would all be the clowns. -
Quote:
are they leaning backwards? or are they leaning to you the interviewer?
Sorry , but which position is good? if they leaning forward means they are listen to you carefully?
Ravi Khoda Humanity is the best religion and smile is the best medicine.
aaah, my mistake. leaning forwards tends to mean that people are interested in what you are saying. Leaning backwards means they are confident and/or relaxed. SO it would depend on what kind of person you are looking for to what would be the best option.
#region(start signature) Life's like a nose, you've got to get out of it whats in it! \#endregion
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after spending few years in the IT industry now i got a chance to interview new candidates in my company. Basically, now my opinion will also taken into account by management in selecting new people. I would like to get some tips from you guys that apart from technical knowledge, what key points should i focus ? Till now i only gave interviews but did not take any.
Ravi Khoda Humanity is the best religion and smile is the best medicine.
Start by looking for "Interview Questions" articles: they will give you all the questions and answers you will need! Then bin them. By all means ask a question from them - but use it to weed out the idiots who also sought out that rubbish...by following it up with an in depth explanation, or just passing over the sheet to those that give it word-for-word. Check up on history, check up on CP and SO: do they have an account? Why not? What have they published? If they have, what's it like? Good? Bad? Relevant? Plagiarised? Do they answer questions, or do they ask them? Most interviews (apparently) are decided one way or the other in the first couple of seconds: "I can work with this guy" / "No way Jose!" - often before anyone has started to speak! You need to get someone who can do the job - that's a given - but you also need to remember that you will be working with them for several years, so it has to be somebody that "fits in" with the team. If you don't like them at first meeting, you probably don't want to employ them, even if they are technically brilliant. One important thing to remember: you have to sell the company to them as well. If they are any good, they want somewhere that they fit into comfortably - so if you give the wrong impression of what the company is like, they won't stay long; and recruiting is expensive! You should treat an interview as a two way process - them selling themselves, you selling yourself.
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
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after spending few years in the IT industry now i got a chance to interview new candidates in my company. Basically, now my opinion will also taken into account by management in selecting new people. I would like to get some tips from you guys that apart from technical knowledge, what key points should i focus ? Till now i only gave interviews but did not take any.
Ravi Khoda Humanity is the best religion and smile is the best medicine.
Problem solving. Given a problem, how does the candidate approach the solution; decomposition of the problem into sub-problems, and method of (re)solving each sub-problem. One more thing is "What is your favourite topic/subject", ... followed by what was the most interesting learning you had in the last 3/6 months in this topic; "Can you explain this learning to me".
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Problem solving. Given a problem, how does the candidate approach the solution; decomposition of the problem into sub-problems, and method of (re)solving each sub-problem. One more thing is "What is your favourite topic/subject", ... followed by what was the most interesting learning you had in the last 3/6 months in this topic; "Can you explain this learning to me".
Sit him down with QA, and tell him to solve the top 50 unanswered problems. If he makes an excuse and runs like hell, he's the one you want! :laugh:
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
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Sit him down with QA, and tell him to solve the top 50 unanswered problems. If he makes an excuse and runs like hell, he's the one you want! :laugh:
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
:)
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after spending few years in the IT industry now i got a chance to interview new candidates in my company. Basically, now my opinion will also taken into account by management in selecting new people. I would like to get some tips from you guys that apart from technical knowledge, what key points should i focus ? Till now i only gave interviews but did not take any.
Ravi Khoda Humanity is the best religion and smile is the best medicine.
One of my techniques is to try and help the candidate relax - I will usually make an erudite witty remark and if they don't laugh they generally don't get through. Understand that this is as much to protect their sanity as it is to ensure that I can work with them - as if they get the job they will need to put up with my erudite witticisms on a daily basis :-D
“That which can be asserted without evidence, can be dismissed without evidence.”
― Christopher Hitchens
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Sit him down with QA, and tell him to solve the top 50 unanswered problems. If he makes an excuse and runs like hell, he's the one you want! :laugh:
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
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Start by looking for "Interview Questions" articles: they will give you all the questions and answers you will need! Then bin them. By all means ask a question from them - but use it to weed out the idiots who also sought out that rubbish...by following it up with an in depth explanation, or just passing over the sheet to those that give it word-for-word. Check up on history, check up on CP and SO: do they have an account? Why not? What have they published? If they have, what's it like? Good? Bad? Relevant? Plagiarised? Do they answer questions, or do they ask them? Most interviews (apparently) are decided one way or the other in the first couple of seconds: "I can work with this guy" / "No way Jose!" - often before anyone has started to speak! You need to get someone who can do the job - that's a given - but you also need to remember that you will be working with them for several years, so it has to be somebody that "fits in" with the team. If you don't like them at first meeting, you probably don't want to employ them, even if they are technically brilliant. One important thing to remember: you have to sell the company to them as well. If they are any good, they want somewhere that they fit into comfortably - so if you give the wrong impression of what the company is like, they won't stay long; and recruiting is expensive! You should treat an interview as a two way process - them selling themselves, you selling yourself.
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
OriginalGriff wrote:
One important thing to remember: you have to sell the company to them as well. If they are any good, they want somewhere that they fit into comfortably - so if you give the wrong impression of what the company is like, they won't stay long; and recruiting is expensive! You should treat an interview as a two way process - them selling themselves, you selling yourself.
Things get really ugly when the company leaders start to believe their own propaganda. This can go as far as a total loss of any grasp of reality and employees are considered to be incompetent or lazy.
The language is JavaScript. that of Mordor, which I will not utter here
This is Javascript. If you put big wheels and a racing stripe on a golf cart, it's still a fucking golf cart.
"I don't know, extraterrestrial?" "You mean like from space?" "No, from Canada." If software development were a circus, we would all be the clowns. -
Sit him down with QA, and tell him to solve the top 50 unanswered problems. If he makes an excuse and runs like hell, he's the one you want! :laugh:
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
:laugh: :laugh: won't do that but yeah idea is good to go through top unanswered question for asking technical question rather than go through the same repetitive list of interview questions for .net or c#.
Ravi Khoda Humanity is the best religion and smile is the best medicine.
