How Not to Get a Job in Software

6 May 2007 at 1:42PM Leave a comment

On Bill’s Blog: the Business of Software, hiring manager William McCann talks about his recent recruiting headaches.

When a candidate struggles with my OOP discussion, I try to give him some relief by asking him to define inheritance. Inheritance, after all, is fundamental to all modern programming and is easy to describe; simply define the word. But I was shocked when the candidate admitted that he did not know of inheritance.

I’ve also run into candidates who didn’t know what they were talking about. Would you hire an electrical engineer who did not know Ohm’s Law? I’ve encountered at least one new EE grad who couldn’t identify this basic precept of electrical engineering. (For us non-engineers, the formula is I=V/R.)

The point is that in every interview, the candidate must reinforce that s/he has the standard knowledge and skills needed to succeed in the position.

Candidates: Check out the mind of a hiring manager (especially you techie types).
Hiring Managers: Bill’s use of a consistant set of questions and a specific methodology is fair, objective, and helps him compare candidates. This helps him hire better people.


Entry filed under: NotJobs.

How Not to Get a Job in China It says so in the Scriptures

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.


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