Evaluating Developers and managers
Comments on Ravi Mohan's "How shall I judge a suit ?" at www.chaordicedge.org , and my thoughts here....
I ask people to write code, but more than monitoring, i get involved in coding, asking him to explaing why he is doing what he is doing, proposing alternate approaches and discussing the pros and cons.
This may not be an ideal collaborative environment to see how the developer reacts, but gives u a reasonable idea of how he reacts to others' ideas.
Many people in my org are of the opinion that the interviews should be finished fast, if the candidate cannot answer a few standard initial questions. This may save time, but is it really a good evaluation of the candidate? Im not very sure. I prefer spending as much time possible to extract the best out of a candidate, not the worst!
Coming to managers, I have seen many people talk abstractly, not giving concrete examples from their experience, basically taking an evasive , vague approach to answer questions like "have u encountered any situation where a developer is very aggressive, but technically good? ". The question itself is very vague, but instead of asking more questions to get a clearer picture , people take vague-answer approaches. That gives an indication of a no-no , immaterial of the managing theory.
Comments on Ravi Mohan's "How shall I judge a suit ?" at www.chaordicedge.org , and my thoughts here....
I ask people to write code, but more than monitoring, i get involved in coding, asking him to explaing why he is doing what he is doing, proposing alternate approaches and discussing the pros and cons.
This may not be an ideal collaborative environment to see how the developer reacts, but gives u a reasonable idea of how he reacts to others' ideas.
Many people in my org are of the opinion that the interviews should be finished fast, if the candidate cannot answer a few standard initial questions. This may save time, but is it really a good evaluation of the candidate? Im not very sure. I prefer spending as much time possible to extract the best out of a candidate, not the worst!
Coming to managers, I have seen many people talk abstractly, not giving concrete examples from their experience, basically taking an evasive , vague approach to answer questions like "have u encountered any situation where a developer is very aggressive, but technically good? ". The question itself is very vague, but instead of asking more questions to get a clearer picture , people take vague-answer approaches. That gives an indication of a no-no , immaterial of the managing theory.
