it's not ide f1striving f...

来源：蜘蛛抓取(WebSpider) 时间：2011-09-05 13:35 标签： not ide f1
Ecology and Society: The People Paradox: Self-Esteem Striving, Immortality Ideologies, and Human Response to Climate Change
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It’s Not the How or the What but the Who
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It’s not a talent shortage, it’s a hiring problem
I just started a new job at Microsoft and the hiring process has been on my mind a lot lately. I read articles on the Internet and hear people talking about how hard it is to find good development talent. They say there are plenty of people looking for jobs, but hardly any worth hiring. I don’t think that’s necessarily true.
I just went through the interview process with a bunch of big software companies in the Seattle area and I only received one job offer. I’m generalizing here, but I think that if I’m qualified to work for Microsoft, I’m probably qualified to work just about anywhere. For all but 2 companies, I didn’t make it past the phone screens. (Edit: What I’m doing here is making an assumption that most big software companies have similar technical requirements of their employees. So if I’m smart enough that Microsoft wanted to hire me, I’m likely smart enough that Google or Amazon might want to hire me as well. I am not saying that any Microsoft employee can get a job wherever they want simply because they worked at Microsoft. Also, for those of you that brought up culture as a reason, I am talking about being rejected before a culture fit could be determined.)
To me, this says that something is wrong with the interview process. Companies shouldn’t be turning qualified candidates. I understand why they do, but to me it seems like a waste, and pretty unfair for lots of people trying to get a job. Getting turned down for a job you aren’t qualified for is one thing, but getting turned down because it was snowing the day of your interview is pretty crushing.
So what can be done about it? There are constantly great articles about different interviewing/hiring techniques. My personal favorite is contracting someone to do a small job for the company. That way they’re really invested in it (because you’re paying them) and you get to see how the person works first hand. A novel technique like that doesn’t necessarily scale too well though. How can a company like Microsoft that hires hundreds of people a week do better? (They hired me, so clearly they can’t&/sarcasm&)
I think the number one thing companies can do is calm down a bit and let the interviewee impress you. So many of the interviews I had were strictly technical. There was a little room for questions at the end, but never a time where I felt I could really show off the things I’m good at. They seemed to care more about whether I could come up with complex algorithms on the spot instead of things that I’ve actually done.
I didn’t get to talk about the iPhone app I built for the national restaurant chain, or the website I helped build with over 30,000 signups, or the developer blog I helped start at my old company. Sure, they saw it on my resume, but they never got to hear the details that made each of those things great. I feel like there are so many reasons to hire me, and it was hard to bring many of them up in a lot of the interviews that I had. The job I got? That was the one where I talked about my experience the most with the interviewer.
Hopefully I’m not coming off as bitter about not getting more job offers. I’m really not. I understand that I made mistakes and they can’t hire everyone. I just want companies to stop thinking that the talent isn’t out there, because it is. They just need to work a little bit differently to find it.
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