We use a programmatic assessment of Linux skills in our hiring process. I'm not thrilled with such assessments, but they do give a good foundation to talk over in the tech interview.

There's this one question that _everyone_ gets wrong, but only on a technicality. They figure out how to find the answer, but they always copy-paste the full contents of the proc 'file' which contains all the possible settings with marks around the currently selected one. The grader want's just the selected value.

@CarlCravens Our technical interview has a set of question and we always preface this with, "you aren't expected to know all these answers, we just want to know how much you do know around the areas that have caused us problem in the past."

I think the most someone got was... 60% of the answers right. But I'm also looking for how they handle the "I don't know" response and if they do it via bluster or honesty.


I'm really happy when someone gets to the end of one set of questions related to their focus area. (We have questions for DBAs, front-end, and back-end folks.)

Though, to be honest, I'm just happy if they don't have typos (including case-sensitive ones since we're a C# shop) in their resume. :)

@dmoonfire I learn so much reading other people's resumes... what works, what doesn't. I find myself wanting to critique them. And typos and misspellings show a lack of attention to detail, which is crucial in our jobs. Get someone to check your work.


@CarlCravens I know. My boss hate it when I'm just in red every typo on the page.

Boss: "It's the recruiter that did that."

Me: "Then tell the recruiter that thirty typos on the resume lost them deal because this is only two pages."

I have critiqued resumes in interviews. Because I want to see how they respond since the DBA and I are both very detailed-oriented code reviewers and that's one way of giving them an idea of what is like on our team.

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