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The operator expression evaluation problem is a favorite of mine. It leads into parenthetical eval and has some expansions and optimizations. My favorite variant is RPN, but most kids haven't touched one so I end up having to explain the operations too granularly. Sucks because it's the best way to gauge effective stack usage ability.
C0D45681931dSome companies prefer to waste everyone's time and find someone who can solve irrelevant tasks, while others don't care who they hire so long as you can do the work.
Neither approach is without failure though.
That CV of yours and a good hour or so meeting is usually all it takes to work out if you'll be a decent social fit, and if you're CV is lying or over exaggerating your capabilities / expertise. If you can't explain in depth anything on your cv, or have a lack of confidence then I'll just move on to the next person.
bastianrob1931d@C0D4 agreed that there are other ways to screen a talent.
Neither is ideal for both ends.
I find any well written CV is just to pass HR / preliminary screening.
No matter how much reference, experience and portofolio I can give as a prove is gonna convince people I can work unless I completed some sort of HackerRank test.
C0D45681931d@Fast-Nop I've never had the luxury of having to make it pass the 1st interview and be hogtied down to pass a test.
But I've never had to put someone through it either. Sure some people can't code, or are juniors trying to get a seniors wage, but the bullshit only flies for so long before the dev fails under expected levels of pressure beyond their skill level.
AlmondSauce845431dThere's a fine line between headstrong and arrogant. If your interviewer isn't sure which it is, then they may well just play it safe and pass (they don't really want to take the chance on hiring a highly arrogant person.)
@C0D4 Yeah, but hiring an imposter costs a lot of money. First, the job doesn't get done so that products are delayed. Second, you need to hire again, which also involves a lot of working time (screening CVs, holding interviews).
I never had this problem because for my first job, I had the most relevant experience (doing shit in assembly) from my final thesis, and subsequent employers would notice that I held for many years in my first job.
For future jobs, I have a relevant side project that requires quite some skills and thus proves that I can code.
@matt-jd The Codinghorror article is already from 2007, that was before memes were as prominent as now. Even many CS graduates can't actually code.
It's a huge gap between self-image and reality. The low end of the Dunning-Kruger curve: they know so little that they don't even realise it. And then their inflated egos crash upon making contact with reality.
Another point is that the numbers are skewed. If you have 90 out of 100 applicants who can't do anything, they don't get hired, therefore they stay in the applicant pool and apply at many companies over and over. The other 10 do get hired and vanish from the pool. So you have a huge, constant trash bottom in the applicant pool.
This also means that when companies boast they aim for the top 10%, what they actually do is just going for the applicants who aren't total idiots. It's not really about rockstar hiring.