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- Path: camelot.dsccc.com!not-for-mail
- From: kcline@sun132.spd.dsccc.com (Kevin Cline)
- Newsgroups: comp.lang.c++
- Subject: Re: Difficulty hiring people with C++ experience.
- Date: 12 Jan 1996 11:29:40 -0600
- Organization: DSC Communications Corporation Switch Products Division
- Message-ID: <4d65q4$n7v@sun132.spd.dsccc.com>
- References: <gmandelDJAoyx.Kpr@netcom.com> <gmandelDKL1AF.K22@netcom.com> <4clu0d$623@usenet4.interramp.com> <gmandelDL1Aup.4L6@netcom.com>
- NNTP-Posting-Host: sun132.spd.dsccc.com
-
- In article <gmandelDL1Aup.4L6@netcom.com>,
- Glenn Mandelkern <gmandel@netcom.com> wrote:
- >Besides, delivery of the complete set of knowledge in something could take
- >up a lot of valuable interview time as well. Then neither of us has time
- >to explore each other, determining assets and liabilities of each side.
- >Just how much can you derive from answering one technical question?
-
- Rather a lot, actually. As an interviewer, I don't expect a C++
- programmer to remember trivia, like the manipulator needed to insert a
- floating point number into a stream with three digits after the
- decimal. But I would expect an "expert" C++ programmer to be able
- tell me the benefits of using streams over printf, and whether a base
- class constructor is called before or after a derived class
- constructor. I try to ask open-ended technical questions in an effort
- to find out if the candidate has a good understanding of the language.
- I usually start by asking the candidate what he has read recently.
- Too often the answer is "nothing". Then I ask him how well he knows
- C++. Then I make my own evaluation and see how well we agree.
-
-
-
- --
- Kevin Cline
-
