My all-time best interview was 20 years ago at FigiGraphics in San Diego. I was given a (Basic) program I was told had 12 known bugs in it. I was given twenty minutes to find and fix them. Some were trivial, but annoying to debug none the less. Others were more subtle, and several involved mutual interactions. The group of them did provide enough coverage so as to demonstrate if you had a broad Basic knowledge plus debug/code skills.
Also I was seated at work station with a keyboard that had a bad key. Part of the test was to see how long I would go before I complained. Of course the lost time came out of my twenty minute allotment.... :-) I am surprised that in my entire career this was the only time I had ever been given a hands-on 'performance test' by a hiring company. And how many times have I been assigned by my company to an interview panel where we would pick someone who 'interviewed well' - only for them to go down in flames later on... Marc Rutherford Principal Programmer/Analyst Advanced Bionics LLC 661 362-1754 -----Original Message----- From: u2-users-boun...@listserver.u2ug.org [mailto:u2-users-boun...@listserver.u2ug.org] On Behalf Of Kevin King Sent: Monday, October 07, 2013 7:36 PM To: U2 Users List Subject: [U2] [OT] Interview Questions This is not specifically a job posting, but I do have ads up on Monster and LinkedIn looking for talent. At the risk of confessing too much, I have historically been far too easy in the interview process. As a result, I have had some less-than-excellent hires and spent far too much time and money trying to rescue underperforming and/or recalcitrant staff. Therefore, I'm planning to be much more discriminating this time around, and am building a series of technical questions to help quickly identify those that have the right skills, abilities, and attitude for our team compared to those who may not. That being said, I have a question for the group: Technical questions aside, what are the best interview questions you've asked, been asked, or otherwise heard about that help differentiate between the candidates worthy of additional consideration vs. those that are not? Each company is different of course, but that aside I'm hoping to get some ideas to cut to the heart of the matter as quickly and efficiently as possible, both for the sake of the interviewer and the interviewee. (My technical interview is bordering on 200 questions and growing at an alarming pace.) If there were a half dozen questions to open with that could help set the stage for what may be to come, that could be very beneficial for everyone in this mix. Also, in an effort to keep the OT to a minimum, please don't ask me questions about the positions here. If you have questions, email me directly or through LinkedIn. I'd prefer to keep this topic on point of your recommended interview questions. _______________________________________________ U2-Users mailing list U2-Users@listserver.u2ug.org http://listserver.u2ug.org/mailman/listinfo/u2-users _______________________________________________ U2-Users mailing list U2-Users@listserver.u2ug.org http://listserver.u2ug.org/mailman/listinfo/u2-users
