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 I'm not...
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. The purpose is not to verify candidates' memorization...
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. Everything else ("how...
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 candidates, but...
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 of name I think...
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 heavily & is so contextual that what (IMHO) works...
