Awesome hiring process
Hiring may refer to: Recruitment of personnel (usually called hiring in American English)
-- Wikipedia a.k.a. the most authoritative source
Collection of links and ideas about the hiring process in the IT industry and related subjects, like, education.
I collect those resources for my small research.
The current recruiting process in IT is a mess.
There are no standardized definitions of positions. The same position in different companies can assume two different skill sets.
There is no single approach to the hiring process, so each time this is a surprise for the candidate. All ask different questions from "dog or cat" to "rebalance red-black tree on the whiteboard".
Because the hiring process is so chaotic often happens that decision is random or biased. Often there is no feedback, so no hope for improving the situation.
Recruiters struggle to understand if a person is a good fit for the position, for the team. The risk for them is that one bad hire can "destroy" the team. It is easy to hire someone and harder to fire.
Applicants struggle because the interview is a stressful process. And often they don't get an explanation of why they were rejected.
Both sides lose a lot of time.
It doesn't have to be that way. In my opinion, the hiring process is about finding a match. The company wants to find the person who will fit into the team and will get the job done. The applicant wants to find a good team and place where they will get compensated for the work.
There are a lot of good people. There are a lot of good companies. Can't we make it easier for everybody?
Note: There are bad actors e.g. people who don't care about their job or team (toxic people) or companies who do not care about their workers and simply want to extract as much as possible value and don't want to build a healthy relationship. I'm talking about the ideal situation. Can we improve the process for good actors?
I will take the list of questions from "systematic approach to the job search" as a starting point for the classification of links:
- Where to search for a job?
- How to choose the next workplace?
- How to write a CV?
- How to pass the interview?
- How to negotiate salary and benefits?
- What to do after you got hired?
- What to do before leaving the current job?
Where to search for a job?
👩💻The average popular remote job on http://remoteok.io gets: 3,107 reads 433 people applying So your odds to get it are 0.23%
- LinkedIn ("As of 2015, most of the company's revenue came from selling access to information about its members to recruiters and sales professionals" according to Wikipedia)
- "Y Combinator who's hiring"
What are actual tech job sites/services/startups/recruiters that you think really does something right in their approach?
- An App for Tracking Job Listings
- Climate jobs for software engineers
- Honest work
- A Practical Guide to Finding a Tech Job with Relocation to Europe
How to choose the next workplace?
- Find engineering teams that share your values
- This is a collaborative list of corporate culture traits. You can vote for traits, add new ones and share your opinion
- Keynote: Programmers Don't Like People...or Do They? - April Wensel
- Ask HN: Tools or sites you use to scope out a workplace before taking a job?
- 20 Questions To Ask Before Joining A Startup
How to write a CV?
How to pass the interview?
Being good at interviewing ≠ being good at the job
- Did you know that there is literally a class in Stanford's CS curriculum, that is basically "How to pass Google's Interview?" (CS9: Problem-Solving for the CS Technical Interview)
- How To Answer The Dreaded "Tell Me About Yourself" Interview Question
- Practice interviewing with engineers from Google, Facebook, and more... anonymously
- I want to share a few common mistakes I keep seeing in interviews at Google, with suggestions for what you can do instead
- What Startups Really Mean By “Why Should We Hire You?”
How to negotiate salary and benefits?
What to do after you got hired?
About professional growth
- Rethinking the Developer Career Path – Randall Koutnik
- A Senior Engineer's CheckList (Hacker news discussion)
- The Most Important Non-Programming Skills for Programmers
Another revolutionary idea: "tell students how to solve problems." Study:
the case for case studies in Pascal. Three groups
- write code, read expert code
- " ", " " " WITH explanation.
- Just read the explanation.
2 & 3rd groups learned fast, 1st didn't.
me, graduating with a CS degree: finally, I have mastered machine learning, system design, various defunct functional programming languages, and know how to do abstract algebra
me, at my daily job: spends 2 hours trying to center a button
I remember how betrayed I felt when I truly understood that good programming just took some practice and some focus like EVERYTHING ELSE IN THIS WORLD
and it wasn't some inherently magical skill you had to be born with and wildly passionate about
- John Ousterhout: "A Philosophy of Software Design"
But in order to get people into tech jobs, they need to be educated properly.
Unfortunately, many bootcamps are doing a terrible job. Instead of helping students, they are actively harming them, and in some cases, ruining lives.
So, someone needs to talk about this.
- If You Are a New Developer, Start Here!
- Computer Science and Programming
- CS50's Introduction to Computer Science
- Grow Your Technical Skills with Google
- Skill Stacking: A Practical Strategy To Achieve Career Success
- The Best Book to Read as a Developer
Interviews take a lot of time and do not test candidates in real conditions.
This is why in @evilmartians we use “interview by email”. We send an email with questions and give candidates 24 hours to answer. It’s still good to test communication skills but much more comfortable.
I think hiring now is one of the most significant problems in IT.
Current HR practices are bad not only for candidates but for the company too. Because they cut many good developers.
I think these 3 rules can improve your hiring process: HR rule 1: Use objective criteria. Intuition mostly hides unconscious discrimination. The reason should be “CSS without component isolation”, “the previous website has no retina support”, or “think that 3D hack enables GPU”, not “he/she will not fit us”. HR rule 2: always answer to resume. And describe the real reason, why the candidate didn’t pass this step. With rule 1 you will have good reasons. HR rule 3: take real problem from your work for interview and tests. Don’t try to create some tricky question for a filter.
"Heard of a cool tech-bro-weeding interview technique the other day. A male and female engineer conduct the interview session together. If, when the female engineer asks the candidate a question, he directs his answer to the male engineer,then he's out.They said it happens a lot"
Interview process in big co:
- Interview questions
- Becoming a Googler in three steps
- Get that job at Facebook
- Intercom. How we hire engineers
- How to interview at GoCardless
- Stories & Tips: 50+ Interviews With Facebook, Twitter, Amazon & Others
- Visualizing a Job Search or: How to Find a Job as a Software Engineer
- Interviewing for a Technical Position Doesn’t Have to Be Scary
- Decoding the Front-end Interview Process
- Technical Interviewing is Broken, But We Can Fix It
- 86+ quality candidates for a Software Engineering position, here’s how we did it
- We've all faced rejection
- 'Clean your desk' : My Amazon interview experience
- You suck at technical interviews
- Google's "Director of Engineering" Hiring Test
I'm researching job description best practices, and one that I found that I love is outlining what the role will achieve in her/his first month, first 3 months, and first year.
Any other best practices you've seen?