Would you hire or not and why? :)
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Does my company have an HR department?
Wrong is evil and must be defeated. - Jeff Ello
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We have different experiences then. Personally, I ONLY have bad experiences with graduates right out of school. They know absolultely NOTHING. Whatever they're teaching in school, it's not programming. The last one I met got a job programming Dynamics AX, without knowing anything about it and only having done a small console application in C# over a 2 week period in school. Needless to say, he failed miserably, and as far as I know, he quickly stopped working with programming.
Anything that is unrelated to elephants is irrelephant
Anonymous
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The problem with quotes on the internet is that you can never tell if they're genuine
Winston Churchill, 1944
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I'd just like a chance to prove that money can't make me happy.
Me, all the timeAs I finished the college I was trained by a guy, 8 months later I was asked by our end customer to correct his programs and get ride of the messed code / crap functions / clean the corpses and eat the spaghetti. So yes, most fresh graduated are inexperienced but, on the other side, most of them have learn clean methodologies and how it is supposed to be. They might not be familiar with the libraries, language or other stuff like that, but their level of abstraction and adaptation should not be underestimated so fast.
M.D.V. ;) If something has a solution... Why do we have to worry about?. If it has no solution... For what reason do we have to worry about? Help me to understand what I'm saying, and I'll explain it better to you Rating helpful answers is nice, but saying thanks can be even nicer.
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Seriously? You want HR to have the final word on engineers?? :wtf: I would prefer to have them as a first sieve...
... such stuff as dreams are made on
Certainly not, but they set the rules, even while not having a clue. And territorial pissing is a strong force.
Wrong is evil and must be defeated. - Jeff Ello
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Seriously though, a man who can write good code should write code and not waste time in meetings and bureaucracy! You wouldn't want a freshly graduate surgeon while the hospital manager is one of the finest surgeons around, wouldn't you?
DURA LEX, SED LEX GCS d--- s-/++ a- C++++ U+++ P- L- E-- W++ N++ o+ K- w+++ O? M-- V? PS+ PE- Y+ PGP t++ 5? X R++ tv-- b+ DI+++ D++ G e++>+++ h--- ++>+++ y+++* Weapons extension: ma- k++ F+2 X If you think 'goto' is evil, try writing an Assembly program without JMP. -- TNCaver When I was six, there were no ones and zeroes - only zeroes. And not all of them worked. -- Ravi Bhavnani
Alternatively, for the developer who can't code, cuts corners and is an icon in his/her own mind, needs to go to as many meetings as possible. Preferably, re-assigned to test to suffer his misdeeds. but I would hire B in a heartbeat. If I were manager, I would probably get him cheap (HR - no degree we can pay him less). Then, I'd give him/her big raises every year.
Charlie Gilley <italic>Stuck in a dysfunctional matrix from which I must escape... "Where liberty dwells, there is my country." B. Franklin, 1783 “They who can give up essential liberty to obtain a little temporary safety deserve neither liberty nor safety.” BF, 1759
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den2k88 wrote:
At least if the programmers have sense they will be able to work around the drone. Get a single idiot programmer in there and it's over.
Ah, so it comes down to the old concept. Create a diversion that keeps the pointy-hairs busy and gives them something to 'manage' while you do what you intended to do in the first place.
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.Yeah, but when the managers start picking out technology to solve problems rather than ask the REALLY SMART PEOPLE THEY PAY, you know it's going to be an interesting 2017. ;P
Charlie Gilley <italic>Stuck in a dysfunctional matrix from which I must escape... "Where liberty dwells, there is my country." B. Franklin, 1783 “They who can give up essential liberty to obtain a little temporary safety deserve neither liberty nor safety.” BF, 1759
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Certainly not, but they set the rules, even while not having a clue. And territorial pissing is a strong force.
Wrong is evil and must be defeated. - Jeff Ello
Unfortunately that is all too true to be funny :( But then I'm working in a manufactuary - not even our IT has any clue about the needs of a software developer :~ But, to answer the question: Personally, I'd go with B due to his experience, assuming he can show some work to proof these claims. The company however would likely prefer A, because he's got a degree and, being inexperienced, requires less pay and less holidays! :cool: That said, I might also go with A if he is willing and able to learn the things B already knows, and possibly a few things more. And, if he is willing to stay with the company for long enough, that all the time learning skills will eventually pay off! The problem of course is that you can never be sure of that... Sometimes I regret there is no such thing as an apprenticeship, nor a craftsmanship job title for software development. In theory, institutes like universities should teach students what they need for an actual job, but in practice they only really teach the most basic theoretical aspects. It takes years to actually learn the ropes after that, and a period of apprenticeship would be perfect for that purpose.
GOTOs are a bit like wire coat hangers: they tend to breed in the darkness, such that where there once were few, eventually there are many, and the program's architecture collapses beneath them. (Fran Poretto)
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You're a hiring manager. You are responsible for picking a candidate who will be in a long-term position with the company and who you know you will be able to mold/teach. Both candidates are friendly and willing to learn. But there's a slight challenge. Candidate A is a fresh engineering graduate from a World Famous University and has no experience in Development. Candidate B is having good experience of Development and knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure. He also writes extremely clean and readable code, follows SOLID principles, writes great unit tests and has good knowledge of Dev-Ops things. However, Candidate B has no engineering degree. Both candidates are friendly and both seem like they have potential to learn. Your firm uses modern development approach in either C# or Java and produces applications that must meet a efficiency standard. Who do you hire and why? :) :)
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__| | | | \| |__| | | /When it comes to software, degrees don't mean much. Sure, they can gauge the candiate's ability to employ logical thinking, but that's pretty much it. If B is a good programer, hire B. Unless you want the candidate to optimize your algorithms (instead of actually writing usable software), academia doesn't mean much.
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You're a hiring manager. You are responsible for picking a candidate who will be in a long-term position with the company and who you know you will be able to mold/teach. Both candidates are friendly and willing to learn. But there's a slight challenge. Candidate A is a fresh engineering graduate from a World Famous University and has no experience in Development. Candidate B is having good experience of Development and knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure. He also writes extremely clean and readable code, follows SOLID principles, writes great unit tests and has good knowledge of Dev-Ops things. However, Candidate B has no engineering degree. Both candidates are friendly and both seem like they have potential to learn. Your firm uses modern development approach in either C# or Java and produces applications that must meet a efficiency standard. Who do you hire and why? :) :)
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__| | | | \| |__| | | /I guess, it depends on the budget, your (team) willingness to train/educate them and productivity start time expectation. Budget: If you get B, a already productive developer, he might be more expensive. If you get A, might be less investment, just your time investment to get him where you need. Time: Sometimes, there is no time for training and B could become even more productive to your expectation if he is guided with a senior developer. If I REALLY liked both of them, I would get both of them and pair them so they work together and train them and make them sweating blood while they are coding :) One of them might leave, but you would have a backup or you would split & promote both of them eventually. Good Luck :)
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You're a hiring manager. You are responsible for picking a candidate who will be in a long-term position with the company and who you know you will be able to mold/teach. Both candidates are friendly and willing to learn. But there's a slight challenge. Candidate A is a fresh engineering graduate from a World Famous University and has no experience in Development. Candidate B is having good experience of Development and knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure. He also writes extremely clean and readable code, follows SOLID principles, writes great unit tests and has good knowledge of Dev-Ops things. However, Candidate B has no engineering degree. Both candidates are friendly and both seem like they have potential to learn. Your firm uses modern development approach in either C# or Java and produces applications that must meet a efficiency standard. Who do you hire and why? :) :)
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__| | | | \| |__| | | /I have been responsible as a software engineer to make many hiring recommendations. I always go with the person who demonstrates outside interests in extending their abilities by doing their own development projects. In this case however, the description of Candidate B shows symptoms of being a "prima-donna", which could be very disruptive over all. If the position requires someone who can teach and mentor other developers than Candidate A would also not fit your requirements, though he or she may be the better fit in terms of personality in your organization. As a result, both of your candidates have potential negatives against their hiring and both are equal in terms of the negatives. You can do one of two things here... 1) Interview several more candidates to either get a better fit or determine if the current two warrant further investment of consideration. 2) If you want to make a choice between your current candidates than follow my suggestions below which I have used for a 100% success rate during my own interviewing experiences. A) Develop a basic, oral, technical exam that has questions based upon the minimal requirements of the position as well as your minimal, overall, technical requirements. The idea is not to always get the correct answer but to see how each candidate answers each question. If candidate A answers less questions correctly but providers a much better response in handling him or herself this will indicate a personality that is more adept at handling difficult issues. If candidate B answers the same questions more correctly and well than you also have to understand this more experienced candidate's capabilities. Are they just good at taking oral exams or do the responses sound as if the person feels comfortable with the questions due to an interest in the profession. B) Prior to the oral exam, ensure that you make each candidate feel as comfortable as possible within the interview environment. Open up the session by getting the candidate to talk about themselves by trying to see if both can find some common ground such as a shared interest. The idea here is to go against the common practice of attempting to intimidate candidates thinking this is the best way to see how they react under stress. This is a fool's way of interviewing prospective personnel and
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You're a hiring manager. You are responsible for picking a candidate who will be in a long-term position with the company and who you know you will be able to mold/teach. Both candidates are friendly and willing to learn. But there's a slight challenge. Candidate A is a fresh engineering graduate from a World Famous University and has no experience in Development. Candidate B is having good experience of Development and knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure. He also writes extremely clean and readable code, follows SOLID principles, writes great unit tests and has good knowledge of Dev-Ops things. However, Candidate B has no engineering degree. Both candidates are friendly and both seem like they have potential to learn. Your firm uses modern development approach in either C# or Java and produces applications that must meet a efficiency standard. Who do you hire and why? :) :)
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You're a hiring manager. You are responsible for picking a candidate who will be in a long-term position with the company and who you know you will be able to mold/teach. Both candidates are friendly and willing to learn. But there's a slight challenge. Candidate A is a fresh engineering graduate from a World Famous University and has no experience in Development. Candidate B is having good experience of Development and knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure. He also writes extremely clean and readable code, follows SOLID principles, writes great unit tests and has good knowledge of Dev-Ops things. However, Candidate B has no engineering degree. Both candidates are friendly and both seem like they have potential to learn. Your firm uses modern development approach in either C# or Java and produces applications that must meet a efficiency standard. Who do you hire and why? :) :)
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__| | | | \| |__| | | /Obviously, the one without the degree. Requires less investment in the short term, is immediatly productive and - because he has no degree - you get away with paying him less. :-)
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You're a hiring manager. You are responsible for picking a candidate who will be in a long-term position with the company and who you know you will be able to mold/teach. Both candidates are friendly and willing to learn. But there's a slight challenge. Candidate A is a fresh engineering graduate from a World Famous University and has no experience in Development. Candidate B is having good experience of Development and knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure. He also writes extremely clean and readable code, follows SOLID principles, writes great unit tests and has good knowledge of Dev-Ops things. However, Candidate B has no engineering degree. Both candidates are friendly and both seem like they have potential to learn. Your firm uses modern development approach in either C# or Java and produces applications that must meet a efficiency standard. Who do you hire and why? :) :)
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__| | | | \| |__| | | /Depends upon whether I'm going to be hiring a junior or senior dev and you don't specify. You don't really say what kind of role the candidate would be going into. e.g. support, green-field development. I'd be more inclined to hire developer B because of more experience, but experience doesn't mean as much as people make out when technologies keep changing every 5-10 years. Consider, every software development team has its own 'culture'. That is to say, their own way of deployment, monitoring and managing faults, source control, standard coding habits etc. Define what your own culture is and interview both against that criteria. That might be more informative than interviewing against qualifications or any other types of arbitrary indicators you've dug up off the internet.
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You're a hiring manager. You are responsible for picking a candidate who will be in a long-term position with the company and who you know you will be able to mold/teach. Both candidates are friendly and willing to learn. But there's a slight challenge. Candidate A is a fresh engineering graduate from a World Famous University and has no experience in Development. Candidate B is having good experience of Development and knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure. He also writes extremely clean and readable code, follows SOLID principles, writes great unit tests and has good knowledge of Dev-Ops things. However, Candidate B has no engineering degree. Both candidates are friendly and both seem like they have potential to learn. Your firm uses modern development approach in either C# or Java and produces applications that must meet a efficiency standard. Who do you hire and why? :) :)
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__| | | | \| |__| | | /Well, since you quite obviously WANT me to say B, I'll say B. Happy? Now, let's see if we can make this a bit fairer... - Does Candidate A also know "knows all of the sorts, trees, and hashes and answer all of your questions quickly under pressure." - Does he also "write extremely clean and readable code, follows SOLID principles, write great unit tests and has good knowledge of Dev-Ops things."
Truth, James