Professional Software Development » 100 Interview Questions to Ask Employers
The Interview Question You Should Always Ask - Conversation Starter - HarvardBusiness.org
Those of us who run businesses, departments, or teams are faced with this question all the time. How can we distinguish the stars from the merely competent? Of all the candidates whose resumés we receive, how do we place our bet on the one who will stand out from the rest?Summation: Why hiring is paradoxically harder in a downturn
Hiring is always hard. The hardest thing to do at a company is the recruiting and hiring. It was really hard when the economy was doing well. Paradoxically, for certain industries (especially those reliant on innovation such as those in the tech space), it's even harder when times are tough. That's right ... hiring in tough economic times can actually be much harder than when times are good. In a downturn, the amount of resumes from C-Players massively increases while the amount of resumes from A-Players probably remains the same.
"It's harder to hire great people in a tough economy"Why I Never Let Employees Negotiate a Raise, Corporate Culture Article - Inc. Article
Interesting presentation on setting company culture...
Internal Netflix document detailing culture and practice that is *very* different to almost everyone else. Some amazing and inspiring stuff. I hope they walk the talk.19 Tips for Recruiting Great Developers « Software++
19 Tips for Recruiting Great DevelopersDeciphering Glyph: An Unboxing You Won't See On Gizmodo or Engadget
apple job offer
The Offer, from Apple
Really cool to see that Apple doesn't stop its branding at culture at product packaging: it even extends to job offers.How I Hire Programmers (Aaron Swartz's Raw Thought)
There are three questions you have when you’re hiring a programmer (or anyone, for that matter): Are they smart? Can they get stuff done? Can you work with them? To find out whether someone’s smart, I just have a casual conversation with them. I do everything I can to take off any pressure off: I meet at a cafe, I make it clear it’s not an interview, I do my best to be casual and friendly.
There are three questions you have when you’re hiring a programmer (or anyone, for that matter): Are they smart? Can they get stuff done? Can you work with them? Someone who’s smart but doesn’t get stuff done should be your friend, not your employee. You can talk your problems over with them while they procrastinate on their actual job. Someone who gets stuff done but isn’t smart is inefficient: non-smart people get stuff done by doing it the hard way and working with them is slow and frustrating. Someone you can’t work with, you can’t work with.Google Searches for Staffing Answers - WSJ.com
People leave because they are under used!
Google began crunching data from employee reviews and promotion and pay histories in a formula Google says can identify which employees are most likely to quit.
Idea for business alliance
Current and former Googlers said the company is losing talent because some employees feel they can't make the same impact as the company matures.
Concerned a brain drain could hurt its long-term ability to compete, Google Inc. is tackling the problem with its typical tool: an algorithm. The Internet search giant recently began crunching data from employee reviews and promotion and pay histories in a mathematical formula Google says can identify which of its 20,000 employees are most likely to quit.
algorithm to calculate people who might leave the firm; "underused" employeesWhy Your Employees Are Losing Motivation - HBS Working Knowledge
Business literature is packed with advice about worker motivation—but sometimes managers are the problem, not the inspiration. Here are seven practices to fire up the troops. From Harvard Management Update.
Business literature is packed with advice about worker motivation—but sometimes managers are the problem, not the inspiration. Here are seven practices to fire up the troops.Automated tests of programming skills. Assessment of software developers. Recruitment software. Codility
Automated recruitment test reduces the cost of screening of a programmer. Recruitment testing decreases the amount of interview work by up to 90% by requesting the candidate to write a snippet of a code in an online assessment tool. It also allows the recruiter to test employee in a natural working environment.
Automated tests of programming skills.