Disclaimer: this post will be available only in Polish (for now). It was triggered by a discussion in a local IT community in Poland and TBH I'm not even sure whether there are similar discussions in other communities - AFAIK there are not, but maybe there are things...
The recruitment interviews I host aren't pure practice. One of the stages I explicitly distinguish is called "engineering background check". Some do call it "the theoretical part" (because I ask candidates to explain a particular term to me), but it's only half-true....
When it comes to recruitment interviews, there's an overwhelmingly popular opinion (on the Internet) that one should test candidates in conditions that do resemble real-life work scenarios as much as possible. Tasks & challenges should mimic the ones that the candidate would face in her/his daily work....
As a person who actively builds teams for many years, I can share with you what's the first thing that happens after I publish a new open position post/ad (in social media or on specialized job boards): nearly instantaneously, I get contacted by ... no, not by enthusiastic...
It's hard to find a company bigger than 30 people that doesn't have its HR Department - even if it consists of just 1 person. And the name itself is of secondary meaning: some call it Human Resources, some prefer People Operations, Human Capital, etc. Regardless...
There's no point in re-inventing the wheel. We all walk in the footsteps of industry pioneers & use the legacy of their lessons learned for our advantage. However ... Think for yourself I hate mindlessly copying "industry standards" & "best practices". Software Engineering varies so...
