Senthil Kumaran <sent...@uthcode.com> writes:
[...] > I can understand your situation. One possible suggestion is to pay > well and hire smart students based upon their academic and project > strengths and let them start new on whichever technologies you are > using. The problem is that most academic and offical projects are easy to manipulate. I've met a large number of freshers with outstanding academic credentials (IIT etc.) who couldn't code themselves out of a paper bag. I've also met a lot of people from 3rd rate colleges with mediocre credentials who were unbelievably awesome. YMMV but I don't consider them reliable. My favourite metrics to judge real ability are (in decreasing order of usefulness). 1. Open source work. It's a good metric of what they've been doing and how long they've been doing it. It's also a good metric of team work and other such non technical things. It's also something with history which they can't create in a week just to impress you. 2. Personal knowledge. If you've met the prospective employee at an event which attracts good programmers, chances that they are one are higher. Word of mouth or recommendations from someone you trust work well too. 3. Programming problem. Give them a *hard* programming problem to crack on their own time. Give them a week or so and ask them to send you their solution. This should weed some people out. 4. General interests. This is not necessarily accurate but I've generally found a good correlation. If the prospective candidate has a wider range of interests, is well read and not just someone who can write some programs, I've generally found that they're better to work with. -- ~noufal http://nibrahim.net.in This report is filled with omissions. _______________________________________________ BangPypers mailing list BangPypers@python.org http://mail.python.org/mailman/listinfo/bangpypers
