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If learning this stuff is so easy, then I’d rather hire someone who understands what the goal is of finish carpentry.
In this hypothetical, we’re talking about a job building houses. Any real carpenter would know the differences between varieties of wood, between the two major types of wood construction, and between the different roles wood can play in a project.
Houses are most commonly built using platform framing of stud walls made from spruce, pine, or fir. And he’d definitely know which projects he’d worked on that involved which.
The exceptions—coders who really want nothing more than to follow some formula and take no responsibility for the result—are exactly who interviewers are trying to weed out.
Of course, there are carpenters who are creative craftsmen of the first order.
Pouting that interviews suck without suggesting any improvements is just childish, and doubly so if you’re complaining not about the bizarre “puzzle question” or “culture fit” interviews, but about being questioned on knowledge and experience.
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Technical interviews can be annoying and they can be done badly, but I’d still much rather work in an industry that does tech interviews than one forced to rely solely on CV reviews and personality-driven poking at “soft skills”.Those aren’t the guys you’re going to bend over backwards to hire to frame your walls.The whole story seems to be built on the premise that the only skill a carpenter has is the ability to drive a nail straight, making any notion of an “interview” farcical. There’s a hell of a difference between a framer, a cabinet-maker, and a furniture-maker. There is, however, a lot of brown stain, and brown shingling, and brown brick. Questions like this are exactly how a good interviewer separates a blinkered newbie from an expert with perspective.When Apple made a phone, it turned out it wasn’t really competing in the handset business; it was competing for the next dominant personal computing platform.The more I think about an Apple car, the more I think that it might be the basis of their future “computing environment”: a space that is completely aware of and responsive to its occupant(s).If a programmer walked into an interview and gave answers this evasive about how many projects he’d done in Java, he’d be an obvious no-hire.Not having certain experience is one thing; not even knowing what experience you have is another matter entirely.Among other things: I’ve never met anyone in the software industry who is happy with the hiring process, and that includes everyone who’s designed the process.Nobody seems to have a solution to separating the potential stars from the mehs, and anyone who claims they do either doesn’t have enough perspective to understand the difficulty of the problem (young interviewers who have been trained in one particular hiring style seem to be blessed with the arrogance of blind faith), or they’ve perfected the art of hiring the mediocre (a sufficiently rigorous process can probably rule out almost all the disastrous hires, but will likely also lose a few stars…and it’s finding the stars that is the problem).To be a Best Picture, a film should have a show-it-again quality even though you can recite much of the dialogue by heart; and it helps if the film comes off as truly original as opposed to derivative, a la Spielberg’s problem here is that Hollywood had never experienced the “summer blockbuster film” phenomenon—much less Spielberg— yet.Immensely entertaining but also a wonderfully crafted film.