Sun Feb 25 12:46:23 GMT 2024
From
/weblog/career/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/ Focusing is important -
http://www.jrothman.com[..]-do-other-things-before-my-job-hunt.html Focus on suitable company -
http://www.jrothman.com[..]4/04/job-search-trap-spray-and-pray.html https://jobtipsforgeeks.com/2016/06/14/desperate/ 5 ways to build your career strategy on LinkedIn -
https://www.fastcompany.com[..]o-build-your-career-strategy-on-linkedin 9 tips for landing a job if you’re over 50 -
https://www.fastcompany.com[..]-tips-for-landing-a-job-if-youre-over-50
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Tue Oct 31 00:24:11 GMT 2023
From
/weblog/career/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.
The other interesting reading -
http://blog.secosoft.net[..]ass-kickin-interviewscreening-questions/ Phone interview -
http://www.joelonsoftware.com/articles/ThePhoneScreen.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 What interviewee should asked at interview -
http://blog.reindel.com[..]programmer-should-ask-on-a-job-interview What should not waste time to ask the candidate -
http://www.innerspace.com.hk/cl_life.html http://www.ehow.com[..]303_use-technique-ace-job-interview.html The concern of putting negotiable in salary -
http://jobtipsforgeeks.com/2014/08/08/negotiable/ http://www.zdfs.com/code/2015/on-interviewing-software-engineers how-to-carry-out-technical-recruitment -
http://www.infoq.com[..]s/how-to-carry-out-technical-recruitment Bet you can’t solve this Google interview question. -
https://medium.freecodecamp.org[..]s-google-interview-question-4a6e5a4dc8ee system-design-interview-questions -
https://dzone.com[..]stem-design-interview-questions-for-java Why and how to do technical interviews? -
https://javax0.wordpress.com[..]y-and-how-do-to-do-technical-interviews/ Look for a track record of getting things done. Interview engineers based on their resumes. Don’t be lazy. Call their references and ask their previous colleagues the number of projects completed on time. -
https://betterprogramming.pub[..]ou-hire-software-developers-3910f3b1ed25 A scientist explains the surprising influence of body language in job interviews -
https://www.fastcompany.com[..]g-influence-body-language-job-interviews Whether it was lifeguarding at a local pool, manning the drive-through at a fast-food chain, or babysitting the neighbor’s kid, you probably remember your first job. While you likely took it to make money, early roles often came with valuable life lessons, too (although you may not have realized it then). -
https://www.fastcompany.com[..]ile-isnt-complete-without-this-one-thing
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Fri Sep 29 14:07:20 GMT 2023
From
/weblog/career/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 http://blogs.windwardreports.com[..]programming-interview-question-ever.html <- But I am not so sure about this.....
Common silly decision make when hiring -
http://www.makinggoodsoftware.com[..]r-technicalities-in-software-development http://devinterviews.pen.io/ Fire quick is not suitable -
http://manincentral.blogspot.com/2011/04/blog-post_08.html Someone code good may not fit in -
http://www.ericsink.com/entries/No_Great_Hackers.html 1) Define your value in advance of the interview. What actions did I take that affected the project? How do I describe the details of those actions in a way that helps articulate the value of how I worked?
2) Create these stories by asking yourself several questions. See if you can relate the answers to cost, schedule, or customer experience. Why? Because that’s what management cares about.
3) Never lie. Never. Never.
4) Use this value to create the stories of how you worked.
5) In the interview, answer every question as if it is a behavior-description question.
6) Do not assume the interviewer knows what you mean. Especially explain your project management approach.
http://www.jrothman.com[..]program-manager-interview-questions.html The hidden dangers of hiring international contractors -
https://medium.com[..]g-international-contractors-5c2a4373674a When hiring, experience is often valued too highly despite being less predictive of success -
https://entrepreneurshandbook.co[..]co/experience-doesnt-matter-4bfddac11483
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Fri Oct 08 00:04:38 GMT 2021
From
/weblog/career/jobs
Another post, say something lead to a successful story -
http://www.javacodegeeks.com[..]ly-control-your-technical-interview.html 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 In Software, When an Engineer Exits the Team -
https://medium.com[..]-an-engineer-exits-the-team-1e550303cff8
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