On 04/03/2010 02:33 PM, Richard Freeman wrote: > > I think the problem is that our recruitment process uses the ability to > answer complex technical and organizational questions as a way to assess > maturity. I think that maturity is far more important than technical > skill in a distro - a mature person will recognize their own limitations > and exercise due diligence when stepping outside of them. Instead of > playing 20 questions and going back and forth with recruits, maybe a > better approach would be to cut down the questions dramatically (or more > clearly put their answers in the documentation), and then use other > approaches like references and interviews. A new recruit might be given > the names of 5 devs that they will need to interview with for 30-60 > minutes by phone or IRC (preference on phone), and they will need to > submit references, who will be contacted. When we hire people at work > we don't play trivial pursuit with them, we use an interview to get a > feel for what they're like and how they handle situations, and we screen > resumes and references to determine experience. I'm sure any of the > professional linux distros would work in the same way, but perhaps > somebody should ask around and see how it is done elsewhere. >
The sessions also teach them a lot. I regularly get feedback that people learned a lot during the sessions. Reading a lot of technical documentation doesn't motivate many but the reviews do. Regards, Petteri
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