How to interview IT professionals
One of our primary goals is to make IaaS simple and straightforward. To do this, we constantly optimize the work of our provider and talk about it here. For example, we have already written about how the API of our IaaS provider works and shared our experience in developing our own DNS manager .
Today we decided to take a look at Western experience and consider the topic of hiring IT specialists. To do this, we pushed off Reginald Brathwaite's note from Page Duty and briefly analyzed the insights he described.
/ Photo by Rachel Johnson / CC
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More recently, we talked about the Triplebyte case, which managed to hold 300 IT specialist interviews in one month and stay alive. In the course of the work, the project team discovered inspirations for themselves, which allowed automating the selection process by half.
One of these techniques were Fizzbuzz-puzzles, which allow you to immediately filter out those who have little to do with programming. Usually they are used in online testing or during a video chat.
As an example, here you can take the task of sorting the combined list of two arrays. Usually, for solving such problems, companies give the opportunity to use any of the programming languages convenient for the candidate.
Further, the interview can be constructed on the basis of a discussion of the proposed solution. In the course of the analysis, together with the candidate, you can analyze the pros and cons of his decision, consider other options and possibilities for optimization.
If you need to increase the level of complexity in the next stage of selection, then you should use more complex tasks. Here the statement of the task itself should set the direction for those solutions that will require not only work with data types, but the use of non-trivial sorting methods. An example of such a task can be found here .
Further discussion of the proposed solution of a more complex task allows us to talk about efficiency issues in terms of performance and increasing the amount of data being processed.
Of course, a part of the audience of your applicants may be frightened off by the rigid formulations of tasks in the form of a school programming contest (by the way, a good source for inspiration). Here you can use the elements of storytelling and wrap the task in a situational case that needs to be solved in one way or another.
The findings of Reginald Page Duty and the guys from Triplebyte are the same - for an interview with IT professionals, it is not enough just to read the resume and listen to the stories about the experience. It is necessary to carry out practical work and monitor the progress of solving problems.
In addition, you should be ready to work together on the bugs. With a small number of candidates and complex tasks, this approach will allow not to immediately abandon all those who failed to solve all the problems. Moreover, in the process of joint discussion of decisions, you can better understand how a person analyzes the situation and feel his willingness to work with your team.
PS A little about the work of our IaaS provider:
Today we decided to take a look at Western experience and consider the topic of hiring IT specialists. To do this, we pushed off Reginald Brathwaite's note from Page Duty and briefly analyzed the insights he described.
/ Photo by Rachel Johnson / CC
')
More recently, we talked about the Triplebyte case, which managed to hold 300 IT specialist interviews in one month and stay alive. In the course of the work, the project team discovered inspirations for themselves, which allowed automating the selection process by half.
One of these techniques were Fizzbuzz-puzzles, which allow you to immediately filter out those who have little to do with programming. Usually they are used in online testing or during a video chat.
As an example, here you can take the task of sorting the combined list of two arrays. Usually, for solving such problems, companies give the opportunity to use any of the programming languages convenient for the candidate.
Further, the interview can be constructed on the basis of a discussion of the proposed solution. In the course of the analysis, together with the candidate, you can analyze the pros and cons of his decision, consider other options and possibilities for optimization.
If you need to increase the level of complexity in the next stage of selection, then you should use more complex tasks. Here the statement of the task itself should set the direction for those solutions that will require not only work with data types, but the use of non-trivial sorting methods. An example of such a task can be found here .
Further discussion of the proposed solution of a more complex task allows us to talk about efficiency issues in terms of performance and increasing the amount of data being processed.
Of course, a part of the audience of your applicants may be frightened off by the rigid formulations of tasks in the form of a school programming contest (by the way, a good source for inspiration). Here you can use the elements of storytelling and wrap the task in a situational case that needs to be solved in one way or another.
The findings of Reginald Page Duty and the guys from Triplebyte are the same - for an interview with IT professionals, it is not enough just to read the resume and listen to the stories about the experience. It is necessary to carry out practical work and monitor the progress of solving problems.
In addition, you should be ready to work together on the bugs. With a small number of candidates and complex tasks, this approach will allow not to immediately abandon all those who failed to solve all the problems. Moreover, in the process of joint discussion of decisions, you can better understand how a person analyzes the situation and feel his willingness to work with your team.
PS A little about the work of our IaaS provider:
Source: https://habr.com/ru/post/271351/
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