Our industry's hiring practices are absolutely obnoxious. In an ideal world, you could trust someone's resume. e.g. "I've written large production programs in C." Ok, great, so then clearly this person knows C so there should be no need to dissect code or run them thru some linked list algorithm and see if they know how to use pointers correctly.
Yet, we do. Ok, then what about open source contributions (if they have them)? Well, sure, but we don't really know, for sure, if that code is their own or if they indeed truly wrote it, can we? So we can't count on it. It helps but it can't be an automatic "this person passes the technical" signaler.
So maybe the person shares actual code and walks us through it that they wrote, even if not open source? Again, we can't know for certain it is their own code and not some friend who wrote it for them 2 years ago that they claim is their own. Or was a teammate's, or what-have-you. So we can't count on that either.
Apart from getting a candidate to actually pump out some code, even trivially, we don't really have a way to de-facto verify that the person says they can do what they say they can do, short of a personal reference from someone, say, in the company already that knows and has worked with the person in the past.
I absolutely hate this practice of having to constantly "re-prove" to the next employer that someone knows how to write software. It's extremely redundant and yet we keep on doing it, with no real hope of actually making it better.
Yet, we do. Ok, then what about open source contributions (if they have them)? Well, sure, but we don't really know, for sure, if that code is their own or if they indeed truly wrote it, can we? So we can't count on it. It helps but it can't be an automatic "this person passes the technical" signaler.
So maybe the person shares actual code and walks us through it that they wrote, even if not open source? Again, we can't know for certain it is their own code and not some friend who wrote it for them 2 years ago that they claim is their own. Or was a teammate's, or what-have-you. So we can't count on that either.
Apart from getting a candidate to actually pump out some code, even trivially, we don't really have a way to de-facto verify that the person says they can do what they say they can do, short of a personal reference from someone, say, in the company already that knows and has worked with the person in the past.
I absolutely hate this practice of having to constantly "re-prove" to the next employer that someone knows how to write software. It's extremely redundant and yet we keep on doing it, with no real hope of actually making it better.