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Comment by jarsin | Hacker News Reader

Total BS. I have seen this first hand both as a hiring manager and as an applicant. I have been rejected from jobs based on totally insane interview questions that have nothing to do with the job. In one case I interviewed at 2 competitors. One gave me nothing but trick whiteboard questions, the other emphasized my experience and gave me a real world interview. I was rejected by the whiteboard company and hired by the competitor. My first day on the job I sat down and commited code that ended up in production the very next day and did that for many years afterwords.

I have also hired people that had to pass insane interviews due to the company culture and watched them fail at being a developer. I know many good devs that cannot pass these interviews that would run circles around these super whiteboard problem solvers.

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There's a lot wrong with that article, you're right. Another way the article is BS is that Joel assumes that it is only possible to get good candidates by being the employee's first employer, since "they already have jobs. Stimulating jobs. Jobs where their employers pay them lots of money and do whatever it takes to keep them happy." It's impossible! Here's a pro-tip for all you hopeless employers trying to hire these inscrutable "top engineers", who are unfairly entrenched in their existing jobs. Ready to be blown away? Write it down, who knows when this post will go away!

Offer them a stimulating job, and pay them lots of money, more stimulating than their current employer, and more money than their current employer.

There you go, glad I could help.

If there is this "floating population of applicants in your industry that apply for nearly every opening posted online" as Joel puts it, then I'll offer that the software job market is also flooded with a floating population of "dog jobs" that are uninteresting, low pay, crappy company/work conditions, etc. that never get filled without paid recruiters spamming thousands of people daily. When you search job boards, nearly 100% of the jobs are such. When you get another LinkedIn message, it's more than likely a dog job. Don't get me wrong, I like hearing from recruiters, and I appreciate the opportunity of getting a heads up about the kinds of jobs that are out there, but the pickins of GOOD JOBS, jobs that I would leave my employer for, are pretty slim.

Improve job quality and you'll improve your candidate pool. Pay bananas, get monkeys.

This exactly.

Right now I would love to be working on amazing challenging stuff for these companies. Instead I have to decide if i want to go gungho studying my ass off for whiteboard interviews...and if I am insanely lucky I will get offered a salary already in line with my current one at a company that doesn't have billions in the bank...like all these SV companies that are so convinced there is some shortage.

You bring up another reason why 90% of applications might be rejected: false negatives.

Consider a hiring filter which rejects 90% of good applicants and 99% of bad applicants. In such a world, consider a population of 10 good applicants. These 10 applicants will go on 100 interviews, be rejected on 90 of them and each will find a job. So in this world where every applicant finds a job, you still get 9/10 applications being rejected.

This seems to agree with your (anecdotal, and likely biased [1]) experience.

[1] "I got rejected after an interview, therefore hiring is broken" is a perennial topic on HN.

I think this is probably close to being the case. The Google interview is an "any given Sunday" thing, with a huge amount of luck involved as to choice of interviewer and interview questions. I suspect that a person who got an offer, if forced to re-interview, would fail 9/10 times.

I've come to accept that I'm no good at whiteboard interviews. The only way I can get hired nowadays is either via a personal referral and/or an employer so desperate (or serious enough about hiring someone in a reasonable time-frame) that they short-circuit their interview process and skip the whole whiteboard hazing process.

For my current job, I had a total of 2 phone conversations (first with a recruiter, second with the hiring manager) over the course of a week when they all of a sudden dropped an offer on me. I was a bit surprised by it -- "What? An offer already? Uh, I was expecting some sort of interview first?"

I actually nearly walked away at that point, but was... talked into accepting after a little back-and-forth on the salary.

But anyway, I just ignore cold-call/emails from recruiters anymore, because I know it will just end in wasted time (like getting rejected after 4 rounds of hazing and a weekend-stealing homework project) and stress/frustration I don't need. Most companies are obviously being overwhelmed with large numbers of high quality applicants for every open position ;)

I'd love to have an interview where I got to show off what I know with some whiteboard problems. Every interview I've ever had usually goes like "So tell us about the kind of projects you've done in school or on your own." I don't have any huge personal projects, just a million little ones and for the most part, my school projects have been very uninteresting and not 100% towards the interests I have. I end up sounding pretty dull and lazy. If I was given some whiteboard problems, I would at least be able to show off what I know rather than just talking about it. In interviews, I'm always afraid of sounding like I'm bullshitting something when I'm not an expert in something but know enough to carry a conversation about the subject. The job I got hired for, the skills they were looking for were things I've done as a hobby in my spare time. I was surprised they offered me the job since I figured there had to be a bunch of masters grads out there much more qualified than me. Now I sit here and feel like I'm maybe a bit too underqualified for the job. It's going to take a bit of time just getting up to the knowledge level that I think they were expecting me to have. If I had some whiteboard-style questions during the interview, maybe I would have gotten weeded out. Maybe they really are looking for someone of my experience. I'm really not 100% sure but I'm not about to tip my hand and be branded as a bullshitter. I really do like the job and the projects they already have me working on are way cooler than I'd ever imagine. But I wish I was a bit more prepared for the level of knowledge required before coming in here.

apply for amazon, you'll have fun.

Seems like it's because the industry has accepted that there's a fixed number of good applicants, and so employers are engaged in a zero-sum game to dig them out, overlooking the notion that average programmers can become better with guidance.

This seems to agree with your (anecdotal, and likely biased [1]) experience.

Spolsky's observations are no less anecdotal and no more data-driven than the previous poster's experiences.

This is exactly what happens. The hiring bar is so arbitrarily high that companies can say there's a shortage when they reject 5-10 good applicants for every position.

In a true labor shortage this would be completely unsustainable. Trying to justify rejecting 90% of your good applicants to avoid "false negatives" and extending that logic to say that there's a shortage... Obviously retarded if you think about it.

Hardly. If the cost of 10 interviews exceeds the cost of 1 bad hire, then my 90/99 filter is probably worth it.

If you think it's retarded, try and work out the arithmetic yourself.

Does that include the accounting for recruiter salaries, the time taken away from employees to conduct interviews, etc.? You'd think that CA being an at-will state would encourage more performance-related terminations. Fail early, fail fast- with your talent pool.

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