November 20, 2015 at 18:29How to Interview IT Professionals
- Transfer
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 already wrote about how the API of our IaaS provider works and shared the experience of developing our own DNS manager .
Today we decided to take a look at Western experience and consider the topic of hiring IT professionals. To do this, we pushed off a note from Reginald Brathwaite 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 conduct 300 IT interviews in one month and stay alive. In the course of work, the project team discovered a plethora of insights that allowed us to automate the selection process by half.
One of these tricks was Fizzbuzz-tasks, which allow you to immediately filter out those who have little to do with programming. They are usually used in online testing or during a video interview.
An example here is the task of sorting a combined list of two arrays. Usually, companies are given the opportunity to use any of the programming languages convenient for the candidate to solve such problems.
Further, the interview can be built on the basis of a discussion of the proposed solution. During the analysis, together with the candidate, you can analyze the pros and cons of his decision, consider other options and opportunities for optimization.
If you need to increase the level of difficulty at the next stage of selection, then it is worth using more complex tasks. Here, the statement of the task itself should set the direction for those solutions that 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 to an already more complex task allows us to talk about efficiency issues in terms of productivity and increasing the amount of processed data.
Of course, part of the audience of your applicants can be frightened off by hard wording of tasks in the form of a school programming Olympiad (by the way, a good source for inspiration). Here you can use the elements of storytelling and wrap the task in a situational case, which must be solved in one way or another.
The conclusions of Reginald Page Duty and the guys from Triplebyte are completely the same - to interview an IT professional, it’s not enough just to read the resume and listen to the stories about the experience. It is necessary to carry out practical work and observe the progress of solving problems.
In addition, you should be prepared to work together on bugs. With a small number of candidates and difficult 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 will be able to 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 professionals. To do this, we pushed off a note from Reginald Brathwaite 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 conduct 300 IT interviews in one month and stay alive. In the course of work, the project team discovered a plethora of insights that allowed us to automate the selection process by half.
One of these tricks was Fizzbuzz-tasks, which allow you to immediately filter out those who have little to do with programming. They are usually used in online testing or during a video interview.
An example here is the task of sorting a combined list of two arrays. Usually, companies are given the opportunity to use any of the programming languages convenient for the candidate to solve such problems.
Further, the interview can be built on the basis of a discussion of the proposed solution. During the analysis, together with the candidate, you can analyze the pros and cons of his decision, consider other options and opportunities for optimization.
If you need to increase the level of difficulty at the next stage of selection, then it is worth using more complex tasks. Here, the statement of the task itself should set the direction for those solutions that 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 to an already more complex task allows us to talk about efficiency issues in terms of productivity and increasing the amount of processed data.
Of course, part of the audience of your applicants can be frightened off by hard wording of tasks in the form of a school programming Olympiad (by the way, a good source for inspiration). Here you can use the elements of storytelling and wrap the task in a situational case, which must be solved in one way or another.
The conclusions of Reginald Page Duty and the guys from Triplebyte are completely the same - to interview an IT professional, it’s not enough just to read the resume and listen to the stories about the experience. It is necessary to carry out practical work and observe the progress of solving problems.
In addition, you should be prepared to work together on bugs. With a small number of candidates and difficult 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 will be able to 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: