I'll probably take some crap for this but I go on gut instinct a lot. I've got a guy working for me who is awesome, we got on the phone in the interview process and 30 seconds into it I was saying "You're hired, I want to work with you". My COO overheard that and was running at me waving his hands no-no-no.
That was 2004 or 2005. He's still here. Great hire.
Sometimes you can just tell right away.
All that rambling aside, I'm with the people who dislike the techy interviews. I was #4 at Google and I don't think there is a chance in hell that I could pass their interview questions today. But I've done good work, created good stuff, they ping me from time to time to come back. So perhaps I should be hired but I wouldn't pass the interview process so far as I can tell.
What's wrong with the contract idea in the original article? As a manager, I love the idea of someone who is willing to demonstrate their skills in a contract. If I were out looking for a job I'd offer that up, it's try before you buy, what's the downside?
Can other managers tell me what is wrong with that approach?
That was 2004 or 2005. He's still here. Great hire.
Sometimes you can just tell right away.
All that rambling aside, I'm with the people who dislike the techy interviews. I was #4 at Google and I don't think there is a chance in hell that I could pass their interview questions today. But I've done good work, created good stuff, they ping me from time to time to come back. So perhaps I should be hired but I wouldn't pass the interview process so far as I can tell.
What's wrong with the contract idea in the original article? As a manager, I love the idea of someone who is willing to demonstrate their skills in a contract. If I were out looking for a job I'd offer that up, it's try before you buy, what's the downside?
Can other managers tell me what is wrong with that approach?