Hire. “I never do test jobs.”

While I’m gathering my spirit to write a mega-post about marketing tools in hiring (there are about 20 pictures there, so I have something to gather my spirit for :)), I’ll answer the accumulated questions to the previous post.

So, about the thesis “normal programmers don’t solve problems”.

Now we have a lot of really cool developers. And they all came out through test assignments, and interviews with an architect/senior programmer. None of them have had a problem with it. Many at the beginning of communication themselves ask about test tasks (say, send me the tasks, I’m ready to do them today). That is, for the vast majority of normal. If for you personally it is not normal, it does not mean that the same for all 🙂

We certainly look at how many people disappeared after they were warned that there would be a test task (or openly stated that the tasks are not solved). These people are not very many, maybe 10 percent of those we decided to invite. Most programmers are completely normal to the tasks, if they see that they are really a test (ie, they can not use in reality, the client).

Some of those who have solved – said that the problems were interesting.

Some of those who haven’t solved them ask for comments, tell us what the problems are (and we always do).

Some of those who proudly (indignantly) refused to solve, after a while come back and say they’re still willing to try (because the work is still needed).

“Tasks can be bought.”

Well in theory, yes, you can find someone who will do the test tasks for you. But why? Why such a complex quest (to find someone who will do, pay him, to dock on time with us and with him), if then there will be an interview with the architect. Well, the tasks you buy, but the answers to the questions (which you do not know in advance)?

Over the history we had only one programmer, who in the work showed a significantly lower level than the tasks. Here he could really “ask a friend for help”. But then we did not have an oral interview with the architect.

Conclusions.

There are different realities, there is a reality of people where the tasks are not cool, and the programmer should be hired just because he told us that he was a programmer. Well, OK, if there are such companies, that’s great. It’s not like I’m forcing anyone to solve problems by force and deception.

There is my reality, where any skills and knowledge can and should be tested as much as possible before the person goes to work. And by the way I honestly believe that this is good for the person. Than to go out and after 2 weeks of probation again look for a job because “not suitable”.

Congratulations, we are different) And it does not mean that one of us is right and one is wrong.

By the way, when you hire a driver, don’t you have to ride with him first before trusting him with your family, your car, too? It is enough that he said that he is a cool driver, and he has a license? When hiring a 1C consultant should not test his knowledge of 1C. Because a good consultant will be offended by the fact that he was asked questions. And when hiring an accountant there is no need to test his knowledge of accounting either. A good accountant will not go for a job interview where at the entrance are tested on professional skills… Well, that’s just thinking out loud.
Tags: business, hiring, employees