Subj : Re: Software Job Market Myths
To   : comp.programming,comp.software-eng
From : shelley
Date : Sat Jul 02 2005 04:06 am


CTips wrote:
> shelley@osel.netkonect.co.uk wrote:
>
>
> > How do you evaluate the performance (not just their CV) of a good
> > programmer? (Real question here - I find this hard to do and have made
> > mistakes) Is it good design skills, low numbers of defects (almost the
> > only measure of software quality - which can't be right), lots of code,
> > great personality... what?  All these are good but don't seem to be the
> > essence of good programming. Can you trade off good design for lots of
> > bugs? There are flavours of good but again evaluation is not easy.
> >
>
>
> 1. Look at their experience - see what they've done solo, and what
> they've contributed to a group project.
> 2. Quiz them about the theory underlying what they've implemented - e.g.
> if they implemented a wavelet transform, see if they can explain why a
> particular wavelet family was picked.
> 3. Check their problem solving skills (give them small problems, and see
> how many hints are needed to get the answer).
> 4. Check their programming skills (see if they can implement simple
> functions)
> 5. Get them to explain something they are both passionate about and is
> somewhat relevant to the job.
> 6. Look for breadth and/or cross-disciplinary experience
> 7. Look for a solid mathematical/CS education

That's a good list of personal attributes to look for when hiring - I
like 5.)

When you've worked with them for a year or so what would you use to
characterize their contribution? What attributes in what they have
contributed - rather than their personal attributes would you value?

Ideally a balance of all positive attributes of course - but what gives
the order of magnitude difference - more or better or faster - what is
this sixth sigma effect? Can it be measured?

.