11 Matching Annotations
  1. Last 7 days
    1. Hire the best candidate We hire the best candidate for each role regardless of location, cost, or other factors.
  2. Dec 2019
    1. test of whether they know how to look for help.Are they able to read a manual?Can they formulate a search query?How do they assess whether the tutorial they found is suitable or reliable?What steps do they take to make sure they're finding - and learning - the right information?

      Interesting approach to hiring: put someone in front of an unfamiliar program, make them complete a set of tasks and observe how they look for help.

  3. Sep 2019
    1. Hire CodeIgniter Developer

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  4. Mar 2019
  5. Nov 2016
  6. Apr 2016
    1. Google's hiring formula. Stripped down by looking at the numbers. Some key points -- it doesn't favor GPA or schools one graduated from. It does favor problem-solving ability, but not in the old Fermi problem way. Questions are now real questions related to the roles that they will fill. Why? Because Fermi Problems can be coached.

  7. Nov 2015
    1. They should be treated like adults though and allowed to spend what they see as an appropriate amount of time working on the project versus other projects for the company. Trying to quanitfy/limit the amount of time leads to conflict and strife and unhappy management and employees. It doesn't work and it's not a long term, maintainable solution.

      In the end, it's a quest of trust. Hire people who work on the open source projects your company depends on. Then, let them keep doing it--for pay...at last!--and expect them to continue to balance the worlds of open source and business...as they likely already were, but now with the needle tilted slightly (or more, one would hope) in favor of working on open source code.

      It's like picking flowers. If you pick them and bring them inside, they die. Plant them in some fertile ground, however, and let them keep doing their thing. (OK, that was a bit strained...but hopefully you see my point ^_^).

  8. Jul 2015
  9. Feb 2014
    1. They don’t lead to better hiring outcomes as Google learned. Its senior vice president for people operations, Laszlo Bock, said last June in an interview with New York Times

      I don't see what the types of "brainteaser" problems in the referenced article have to do with the kind of question exemplified at the start of this one.

  10. Jan 2014
    1. Instead, we tried really hard to not hire those people, and we let them go if it turned out we’d made a hiring mistake.