In the last few posts on interviewing, I discussed mostly about the technical aspects of the interviewing process and some readers had raised the concern that whether technical competence alone is sufficient for doing programming job well. Well, it’s definitely not. In this post, I will discuss on the three most important factors, besides technical skills, that people must care about when evaluating candidates for a programming job.
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I’ve been interviewing many .NET development developers lately and one of the most surprising things is that many candidates, both junior and senior level, cannot correctly answer questions which I consider very basic. I compile a short list of such questions below, hopefully it maybe helpful for you as interviewees or interviewers. Read more…
Read this to see how Imran tests his interviewees. Couldn’t help throwing out some code. (And it turned out that the time for me to look up the method collect() was the most.) Not sure if the senior developers interviewed by Imran have anything to do with the MCSD.NET folks who were interviewed by Gojko Adzic which I blogged about before.
# long version
(1..100).each { |n|
if (n % 15 == 0)
print "FizzBuzz ";
elsif (n % 3 == 0)
print "Fizz "
elsif (n % 5 == 0)
print "Buzz "
else
print n.to_s + " ";
end
}
# short version
p ((1..100).to_a.collect{|n|(n%15==0?"FizzBuzz":n%3==0?"Fizz":n%5==0?"Buzz":n.to_s) + " "; }).to_s;
Imran wrote that people often cheat in their CVs by enumerating things that they don’t really know about. He also suggests basic sets of knowledge, each for a specific skill/tech (e.g. Java, design patterns etc.), that a person needs to possess before claiming the skill/tech in the CV. I generally agree with his observation about the fact that many developers exagerate about their competences in their CVs. Read more…
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