I can see the point when you consider that you are hiring a whole person, not just a code producer. I guess you would have to indentify the most important qualities you would want in an employee or coworker and focus on questions that would reveal those qualities. For instance, do you want someone that can produce code for hours and hours on end, arrives at 6:00am and leaves at 10:00pm but has absolutely no people skills so cannot work alongside team members or deal with customers? Or do you want someone that may not be the fastest coder but is accurate and effecient and can make a customer feel comfortable and relaxed by discussing sports or hobbies or their business while they isolate problems and who other team members enjoy working with?


>>A proven track is good, but how do I know that the person has a proven track? By reading a >resume? Some people are willing to show their old apps but in a lot of cases old apps belong >to his/her current employer or client and how do I know that the interviewee wrote the app >(or what parts of the app the interviewee wrote).
>
>
>I understand why you want to ask these types of questions. But if you're not going to
>make hire/not hire decisions based on them, then don't include them in the interview.
>
>If you thought "I want to hire someone who can work out the "Sqaure of a Number" in
>there head, then be sure this process is relevent to the job your interviewing for.
>
>While it's true that some code cannot be revealed, it seems logical that the interviewee
>should be able to provide a recent sample of their code from somewhere. Do you have
>code at home on your PC? I have hundreds of projects from over the years, and I can
>easily provide a sample of code from last week to 15 years ago.
>
>To prove their track record, contact their last 3 employers, and talk to 3 work related
>references. If they cannot provide previous employers or references, then move on to
>someone else.
>
>
>
>
>
>>Kevin,
>>I really appreciate your reply, but I must say that I somewhat disagree with you. The last two jobs I have had I have been asked "logical questions" during the phone interview. These are not supposed to be hard questions but are meant to filter out some of the applicants. In some cases it is not even the correct answer that matters but the train of thoughts leading to the answer that is interesting. A person in this field must know how to use the scientific method. I would not ask code questions over the phone, but generic questions like: What are the main principles of object oriented programming?
>>A proven track is good, but how do I know that the person has a proven track? By reading a resume? Some people are willing to show their old apps but in a lot of cases old apps belong to his/her current employer or client and how do I know that the interviewee wrote the app (or what parts of the app the interviewee wrote).
>>
>>Einar
>>
>>
>>>I bet alot of people would really feel put on the spot if you
>>>started asking logic questions in a phone interview. If you expect
>>>someone to figure out complex logical problems in their head,
>>>you might be disappointed. Such an approach might turn people away
>>>because the might get the feeling the position is more complicated
>>>than it really is. Keep the interview questions relative to the
>>>position.
>>>
>>>Do you come up with solutions to logical problems in your head
>>>right on the spot, or do you work out the problem and test
>>>your approach using code? I would bet most people would spend
>>>some time working out an algorithm in code than just pop off
>>>the solution after a minute's time.
>>>
>>>Wouldn't you rather interview people who have a proven track
>>>record developing applications in the area you're looking for?
>>>Just because you find a person who is quick with an answer
>>>doesn't mean they can write solid applications.
>>>
>>>
>>>
>>>
>>>>I will shortly start looking for a new employee (permanent or contract). Does anyone have any good IQ type questions or good interview type questions? If anyone knows of any good websites with this kind of information that would be appreciated also.
>>>>I like to use some IQ type questions in the phone interview just to find out if it is worth bringing the person in for a face to face interview. Questions does not have to be directly computer related and should be able to be answered within 30 seconds without the use of pen and paper. More difficult questions are also welcome.
>>>>
>>>>I am tempted to sneak in a Microsoft question, like : how many cars are there in Los Angeles? Where the object is not to get the correct answer but to use some kind of logic to derive an answer and not just answer I don't know. Has anyone tried that approach?
>>>>
>>>>Thanks,
>>>>Einar