Comments on: How to Nail Tech Interviews (both sides) http://shipsoftwareontime.com/2008/06/26/how-to-nail-tech-interviews/ The blog that helps you build great software Wed, 21 Jul 2010 05:13:30 +0000 hourly 1 http://wordpress.com/ By: sk http://shipsoftwareontime.com/2008/06/26/how-to-nail-tech-interviews/#comment-969 sk Sun, 10 Jan 2010 04:58:02 +0000 http://shipsoftware.wordpress.com/?p=87#comment-969 Hey, Nice post. I have researched some <a href='http://questionspoint.com/interview-questions/cSharp/24.aspx' rel="nofollow"> Excellent C#.Net interview questions and answers</a> Hey, Nice post. I have researched some Excellent C#.Net interview questions and answers

]]> By: Dhaval http://shipsoftwareontime.com/2008/06/26/how-to-nail-tech-interviews/#comment-381 Dhaval Sun, 29 Jun 2008 11:09:13 +0000 http://shipsoftware.wordpress.com/?p=87#comment-381 Good Points to remember. Thanks for sharing. Good Points to remember.
Thanks for sharing.

]]> By: Tom Willis http://shipsoftwareontime.com/2008/06/26/how-to-nail-tech-interviews/#comment-376 Tom Willis Sat, 28 Jun 2008 13:34:59 +0000 http://shipsoftware.wordpress.com/?p=87#comment-376 When I was doing tech interviews, I stayed away from the specific tech questions like "What's the DataAdapter for etc...." and went more for something like..."Write a class to describe yourself..." This often leads to some interesting discussions about problem solving which should be considered more valuable IMO then someones familiarity with whatever API is in fashion at the moment. It often quickly determines whether this person you are talking to lives up to their resume, or has somehow managed to assemble a bunch of acronyms for a resume that only a recruiter could love. Another suggestion I would make is don't let HR anywhere near your hiring process, most of the time they are useless in identifying someone that meets your needs because they don't even understand what you need. Ideally HR should be involved for those silly things like background checks and keeping it legal. All of those things can happen after you've determined that the candidate should be made an offer barring anything unexpected like finding out they are an axe murderer or wanted for embezzlement. But if they are identifying candidates for you to interview, there is something very very very wrong with your hiring process and I wouldn't want to work there. When I was doing tech interviews, I stayed away from the specific tech questions like “What’s the DataAdapter for etc….” and went more for something like…”Write a class to describe yourself…” This often leads to some interesting discussions about problem solving which should be considered more valuable IMO then someones familiarity with whatever API is in fashion at the moment. It often quickly determines whether this person you are talking to lives up to their resume, or has somehow managed to assemble a bunch of acronyms for a resume that only a recruiter could love.

Another suggestion I would make is don’t let HR anywhere near your hiring process, most of the time they are useless in identifying someone that meets your needs because they don’t even understand what you need. Ideally HR should be involved for those silly things like background checks and keeping it legal. All of those things can happen after you’ve determined that the candidate should be made an offer barring anything unexpected like finding out they are an axe murderer or wanted for embezzlement. But if they are identifying candidates for you to interview, there is something very very very wrong with your hiring process and I wouldn’t want to work there.

]]> By: tietyt http://shipsoftwareontime.com/2008/06/26/how-to-nail-tech-interviews/#comment-375 tietyt Sat, 28 Jun 2008 10:05:55 +0000 http://shipsoftware.wordpress.com/?p=87#comment-375 MOST of this has nothing to do with technical interviews, IMO. It's valid for most types of interviews. I disagree with the do immediate assessments. Often, I'll think a candidate is good and then I'll sleep on it and realize there were 1 or 2 things that concerned me about him/her. At that point I'll probably want to see him/her again to confirm. MOST of this has nothing to do with technical interviews, IMO. It’s valid for most types of interviews.

I disagree with the do immediate assessments. Often, I’ll think a candidate is good and then I’ll sleep on it and realize there were 1 or 2 things that concerned me about him/her. At that point I’ll probably want to see him/her again to confirm.

]]> By: prashant http://shipsoftwareontime.com/2008/06/26/how-to-nail-tech-interviews/#comment-374 prashant Sat, 28 Jun 2008 00:50:43 +0000 http://shipsoftware.wordpress.com/?p=87#comment-374 Hi, Good post. Thanks Prashant Jalasutram www.prashantjalasutram.blogspot.com Hi,

Good post.

Thanks
Prashant Jalasutram
http://www.prashantjalasutram.blogspot.com

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