asks: "Having hired several programmers who haven't worked out, I'm wondering if other people have better success with interviewing techniques. Usually we have a two 'technical interviews' and a final interview. The technical interviews tend to be a combination of specific technical questions ('Is friendship inherited? How would you find out?') and algorithmic ('Given the numbers from 1-10 missing one number, how do you find the missing number?'). In addition, we essentially try to interview for: intelligence/performance. technical skills (algorithmic, etc.), and team compatibility. Unfortunately, we've been burned a couple of times by people whose performance didn't measure up to what we expected from the interviews. So I'm wondering if other people wanted to share their interviewing tricks - how do you find out if someone is a good programmer?"
Surprisingly enough, we've done a series of these, so if you are interested in similar questions for sysadmins
, or the one who will follow in your footsteps
, then we've got it covered. We've also covered core IT questions
as well. What special ways do you have of evaluating potential coders? How well have they worked out?