The technical interviews often used in hiring software engineers are a failure because they only test whether a candidate has performance anxiety, rather than whether they are good at coding. The interviews may also be used to exclude groups or favour specific job candidates, a study from North Carolina State University and Microsoft has found. "Technical interviews are feared and hated in the industry, and it turns out that these interview techniques may also be hurting the industry's ability to find and hire skilled software engineers," said Chris Parnin, an assistant professor of computer science at NC State and co-author of a paper on the work. The study suggests that a lot of well-qualified job candidates are being eliminated because they're not used to working on a whiteboard in front of an audience. Technical interviews for software developers are often based around giving a job candidate a coding problem to solve, then asking the candidate to write out their code on a whiteboard while explaining each step.
Real is in quotes because I've passed a number of interviews for reasons outside of the interview process. Maybe I had a very strong internal recommendation that could override my interview performance, maybe someone read my blog and assumed that I can do reasonable work based on my writing, or maybe someone read some of my open source code and judged me on that instead of a whiteboard coding question (and as far as I know, that last one has only happened once or twice). The reason it's arguably zero is that the only software interview where I inarguably got a "real" interview and was coming in cold was at Google, but that only happened because the interviews that were assigned interviewed me for the wrong ladder -- I was interviewing for a hardware position, but I was being interviewed by software folks, so I got what was basically a standard software interview except that one interviewer asked me some questions about state machine and cache coherence (or something like that). After they realized that they'd interviewed me for the wrong ladder, I had a follow-up phone interview from a hardware engineer to make sure I wasn't totally faking having worked at a hardware startup from 2005 to 2013. It's possible that I failed the software part of the interview and was basically hired on the strength of the follow-up phone screen.
Human resource management is a large part of any company. People are what drive companies forward, and without them, there is no company. This is particularly true in the case of my SaaS business, where we have multiple departments and a couple dozen staff. It's critical for us to take care of those who are working so hard to move our business forward into the future. Technology has come a long way in the last few years, allowing HR departments to be more efficient in not only hiring new staff but managing the ones they already have.
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It can be hard to land an interview in the tech world. If you have a low GPA, no sales internships, or heck, any sales experience, it can seem downright impossible to get a call back after submitting 1947 resumes through job sites. That's why I created this course. In it, you'll learn basic sales skills commonly used at tech companies. Skills that would be taught to you in an internship, but never in a college class.