sfpeter

I also worked for a company once who had several enthousiastic , seemingly bright people with somewhat limited experience come in for interviews, but they didn't make the cut because they didn't pass some coding challenges. The guy who did get hired went to a good school and was a good coder, but was way too arrogant, difficult to work with and repeatedly refused to do what his manager asked him to work on. And how did that guy interview other candidates? He screened them by their education, and when they would come in he would give them one programming challenge without asking any other questions. Nobody seemed to realize that there were big problems with the company's hiring strategies and that developers themselves were largely to blame for that.

I like to believe that I can get a pretty good understanding of someone's technical abilities by asking thorough questions about his previous experience, and maybe ask them to explain a couple of basic patterns or programming concepts to me. I remember interviewing a senior java developer who claimed 5+ years of experience and had no idea what a Singleton was. What made it worse was that even after explaining it to her, she was unable to figure out how to implement one. Developers asked the strangest questions when interviewing other developers. I worked with a guy once who liked to ask his interviewees what the decimal value of 0xFE is. One candidate didn't know the answer so my coworker didn't think he could possibly be a good software engineer. I admit that (having done assembly coding in school) it seems odd that any software engineer wouldn't be able to figure out what FE is. But I still thought it was a bad way of testing technical skills. Would you rule out a candidate who doesn't know 0xFE ?