※ 引述《neo5277 (I am an agent of chaos)》之銘言：
: 真的很討厭考試....
: 你說今天如果是剛畢業去考試
: 那或許情有可原，很多時候是你轉職也是一堆考試。
: 那我寫履歷要做什麼? 最常碰到履歷上寫了用過的技術跟架構還有處理的問題。
: 有時候還附上專案的檔案。
: 然後不例外就是考試，然後面試時候問也沒問。
剛好在 Hacker news 看到這篇, 建議新創公司要怎樣找人:
Why Developers Hate Coding Skills Tests
(And What Hiring Managers Can Do To Change That)
https://hackernoon.com/why-developers-hate-coding-skills-8m6u3za1
In 10 years of working with high growth technology start-ups,
I’ve never come across a company that’s too good at hiring
software developers. Everybody struggles with finding great
software engineers.
他在近10年都沒看到擅長找軟體工程師的公司
問一些創辦人對於考程式的看法:
Would you hire a magician without asking them to show you some
magic tricks? Of course not.
你要找軟體工程師，當然要看他們寫程式的能力
it's clear that developers are looking at it from an
(understandably) selfish perspective. ‘I'm a good developer,
why do I need to prove this to somebody I don't even know?'"
“I feel like I’ve built products and have a professional
network that should preclude me from needing to do that.”
軟體工程師只是覺得自己很厲害，所以討厭再用考試證明自己
底下他有整理一些 coding interview 被討厭的原因
* Most coding assessments test only algorithmic skills
建議作法: 考 unit test 與 framework 使用
look for coding assessments based on unit tests—developers
write unit tests on a daily basis. Also look for assessments
that use language specific frameworks
* Coding skills tests are time consuming
建議作法: 第一場不超過30分鐘，最後的面試也不要超過2小時
* Coding tests don’t reflect the real world programming experience
建議作法: 問工作上會遇到的問題
* Coding assessments take developers out of their comfort zone
建議作法: 讓面試者自己決定環境
* Senior developers shouldn’t need to prove themselves
建議作法: 和上面類似，問工作相關的問題，不要天馬行空亂問
Make sure that whatever you are asking of senior developers to
do, it’s actually providing some insight on how they’d
contribute on-the-job—don’t make them jump through hoops
* Automated scoring of code can lead to false rejections
這個在台灣好像比較少看到, 他建議不要只看結果，要自己人工分析
for the sake of jumping through hoops!