Sun Apr 20 21:30:25 HKT 2008
From
/weblog/business/jobs
How do you think about this?
http://www.google.com/search?q=hire+slowly+fire+quickly The other guide -
http://home.att.net[..]rey.slinker/maverick/MaverickHiring.html startup hiring -
http://blogs.atlassian.com[..]is_a_hire_way_5_tips_for_startup_hi.html First of all, the #1 cardinal criteria for getting hired at Fog Creek:
Smart, and
Gets Things Done.
http://www.joelonsoftware.com/articles/fog0000000073.html Six Point:
-Technical Knowledge.
-Critical Thinking.
-Can You Solve Problems?
-Can You Learn?
-Can You Change Based on Environment and Evidence?
-Are You Toxic?
http://www.artima.com/weblogs/viewpost.jsp?thread=228097
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Tue Mar 18 01:25:22 HKT 2008
From
/weblog/business/jobs
There are four ways of going about this…
[1] – Submit your resume to a job site like Monster, and wait…
[2] – Attend various on-campus recruiting efforts…
[3] – Work with a recruiter…
[4] – Get recommended by a friend on the inside…
[1] and [2] are most ppl doing, [4] is nice if you have such friend, the best choice to trying [3]. More detail at
http://www.wallstreetprogrammer.com[..]inding-a-programming-job-on-wall-street/
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Thu Jan 24 09:55:17 HKT 2008
From
/weblog/business/jobs
The best way I've found to interview candidate developers is to pair program with them to do real work on the actual code of the project that is hiring. If not possible, give programming exercise which is:
The exercise must involve working with current development tools.
The exercise must require the candidate to apply important features of the language.
The exercise must involve understanding and working with existing code.
The exercise must involve error handling.
The exercise must involve testing.
The exercise must offer scope for domain modelling.
The exercise must involve asking questions.
The exercise must be realistic.
The exercise must involve changing requirements.
The exercise must offer the candidate enough rope to hang themselves.
The exercise must test many different skills and practices.
A good interview programming exercise takes at least an hour. -
http://nat.truemesh.com/archives/000630.html The other interesting reading -
http://blog.secosoft.net[..]ass-kickin-interviewscreening-questions/ Phone interview -
http://www.joelonsoftware.com/articles/ThePhoneScreen.html Questions that somebody like to ask... although I think this guy is a bit arrogance -
http://softarc.blogspot.com[..]y-favorite-java-developer-interview.html Another interview question and answer -
http://journeymanjournal.blogspot.com/2005/03/sir-am-i-hired.html http://paultyma.blogspot.com[..]/howto-pass-silicon-valley-software.html http://www.codinghorror.com/blog/archives/001042.html How about lie at CV?
http://jroller.com[..]mon?entry=lying_on_your_r%C3%A9sum%C3%A9 Interviewing in google -
http://pyre.third-bit.com/blog/archives/000174.html What interviewee should asked at interview -
http://blog.reindel.com[..]programmer-should-ask-on-a-job-interview
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Wed Mar 21 23:29:46 HKT 2007
From
/weblog/business/jobs
A prioritized list of desired traits:
Character
Critical thinking
Motivation
Creativity
Business knowledge
Technical knowledge
My only suspect is Technical knowledge is lower than Business knowledge, what will you think about this?
http://www.davenicolette.net/agile/index.blog?entry_id=1220879 Difference type of employee -
http://headrush.typepad.com[..]onate_users/2007/03/is_your_app_an_.html
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Thu Oct 12 18:45:28 HKT 2006
From
/weblog/business/jobs
A nice comment about IT employment:
Because the company cannot show absolute loyalty to the employees, I don't
want or expect absolute loyalty from employees to the company. In fact, when
I see an employee with a strong sense of loyalty, it worries me, because I
know that I may not be able to return the sentiment.
Obviously I expect honesty and fairness. But when it comes to the issue of
whether the employee stays or goes somewhere else, I don't expect loyalty to
be the deciding factor. It is my job to make sure the employees are happy
with their compensation and work environment. If they find a better
situation, I expect them to do what is best for them and their family. I
simply need to be sure that they cannot find a better situation.
That puts a lot of responsibility on the company, especially with the way we
do software development here. We ask our developers to do a lot of things
they don't necessarily enjoy. We expect them to help customers with the
tougher problems. We expect them to help with testing. We expect them to be
willing to use any and all of their skills to help make our products
successful. For a programmer who wants to do nothing but write code,
SourceGear is not the ideal work environment.
So we have to take the challenge of retention seriously. I'm pretty sure
nobody in our area pays better than we do. Everybody gets their own private
office. We eat lunch together every Wednesday at the company's expense. We
have a pool table and a basketball hoop.
http://discuss.joelonsoftware.com[..]DiscussTopicParent=8037&ixDiscussGroup=5
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