doug: (Default)
From: [personal profile] doug
Can confirm. I've done a lot of interviewing people for jobs over the years, skewing very techie. I don't use FizzBuzz itself, but very similar, simple coding tests. They are useful as conversation starters for actually able candidates - getting in to performance and space/speed and maintainability tradeoffs as the requirements might grow and change over time. Indeed, good candidates often want to know about the context before they write a single line of code.

But the main point is to screen *out* the ones who sound utterly plausible in interview, and have an entirely plausible CV, often with coding jobs behind them with good references, but literally cannot write *any* working code for the simplest of toy problems. I am not exaggerating here.

Every time we've had a shortlist of 4-6 coders to interview - and I've never been short of candidates so these are 4-6 good ones on paper - at least one has flunked this test utterly. They'll do absolutely anything to try to avoid actually doing it, and when they do write something down, it's gibberish and can't possibly work. You get them to talk you through it and it's bewildering nonsense that sounds like they're talking about a program but doesn't come close to solving the problem.

I once, near the start of my interviewing career, appointed someone who would have failed that test had we had one, and I was the most junior person on the panel so it wasn't entirely my fault, although I was the only actually technical person so it was to a large degree. It was a miserable, draining experience for everyone for the entire year it took to get rid of them.

The only tip I have for candidates regarding this (assuming you can actually code!) is to be aware that while asking for more context before cracking code can be a very positive sign, stalling on actually writing any code is a showstopping bad sign and you don't want to run close to raising that flag.
mtbc: photograph of me (Default)
From: [personal profile] mtbc
In being interviewed for coding jobs I'd been puzzled at how easily I was impressing people with the more technical/coding portions of the process, a lot of it felt like freshman undergrad computer science. This background helps to explain why, I guess maybe my typical competition really sucked!

One of my worst hiring mistakes was letting a less-technical (well, still with a math degree) colleague's very positive opinion plus a great-looking resume sway me in agreeing to the hire of a lovely guy who turned out to not easily understand the unremarkable code he was looking at. He didn't make it past the probationary period. On the flip-side the other worst mistake was hiring a guy who was very good but not quite as good as he thought.
jducoeur: (Default)
From: [personal profile] jducoeur
On the flip-side the other worst mistake was hiring a guy who was very good but not quite as good as he thought.

Reminds me of an intern we hired at a job about 20 years ago. *Very* smart guy -- totally aced these algorithmic questions, loved writing the most efficient possible code, and so on.

Problem was, he turned out to be *utterly* self-absorbed, and convinced that efficiency was the only thing that mattered. He couldn't write user-facing systems to save his life, and that super-efficient code turned out to be impenetrable and unmaintainable.

Suffice it to say, we didn't offer him a job at the end of that internship (to his loud dismay). And ever since, I've been a little suspicious of focusing too much on algorithms in interviews: I want to see evidence of code that is *good*, not just clever...
naath: (Default)
From: [personal profile] naath
just so long as no-one asks me to write correctly spelled code on a whiteboard while they watch...
(I have bad hands and panic under pressure; give me 30mins with my keyboard/text editor of choice and you'll have some working code; make me do it 'live' with a qwerty keyboard and vi and something might get broken)

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