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  • LibreOffice : la Release Candidate 2 disponible, quelles différences avez-vous trouvées entre LibreOffice et OpenOffice.org ?

    LibreOffice : la Release Candidate 2 disponible Quelles différences avez-vous trouvées entre LibreOffice et OpenOffice.org ? La deuxième Release Candidate de LibreOffice 3.3, la suite bureautique issue du fork d'OpenOffice.org est disponible. Cette version apporte quelques améliorations et corrections de bugs grâce aux contributions de 80 développeurs depuis la bêta 3. A l'occasion de cette sortie, LibreOffice dispose désormais de son propre site Web disponible aussi en Allemand et partiellement en une dizaine de langues. La version française est elle encore très incomplète. Pour l'heure, LibreOffice ne se démarque pas encore significativement du cana...

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  • Le HTML5 passe en "Candidate Recommendation" avec Canvas2D, le W3C verrouille les fonctions et lance le HTML 5.1

    Le HTML 5 passe en « Candidate Recommendation » avec Canvas2D le W3C verrouille les fonctionnalités et lance la spécification HTML 5.1 La norme du Web HTML5 vient de franchir une étape importante dans son processus de standardisation. Le World Wide Web Consortium (W3C) vient d'annoncer officiellement la finalisation des spécifications HTML5 et Canvas2D, qui sont désormais disponibles en « Candidate Recommendation ». Cela signifie que les fonctionnalités sont verrouillées et que de futurs changements importants sont peu probables. Les entreprises et les développeurs peuvent donc utiliser ces spécifications pour la « mise en oeuvre et la planification ». Cette étape ma...

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  • How can I evaluate a candidate's knowledge of Html/CSS during an interview?

    - by webnoob
    I am trying to determine some good interview questions to assess the ability of people coming in for a Html/CSS job, however that topic is extremely broad, and I'm not sure what sort of questions I can ask to properly evaluate someone's HTML/CSS knowledge. What sort of questions can I ask to evaluate a candidate's Html/CSS abilities during an interview? Ideally I would like to ask few questions and then give them a real life scenario to combat.

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  • PySide 1.0.0 en Release Candidate, la version finale du binding Python de Qt prévue début mars

    PySide 1.0.0 : une cinquième beta disponible La version finale du binding Python de Qt devrait arriver dans le mois Mise à jour du 02/02/11 par Jiyuu Et voici plus vite que prévu la beta 5 de PySide, qui corrige une nouvelle fois un certain nombre de bogues (23 cette fois). D'après l'équipe de développement, nous devrions voir arriver d'ici deux semaines la première version release candidate (rc1), puis en théorie une version 1.0 après deux semaines de rc1. Source La quatrième b...

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  • Oracle annonce MySQL Cluster 7.3 et l'intègre à Node.js, la Release Candidate de MySQL 5.6 est disponible

    Oracle annonce MySQL Cluster 7.3 et l'intègre à Node.js La Release Candidate de MySQL 5.6 est disponible Oracle a annoncé lors de sa conférence MySQL Connect le premier développement milestone (DMR) de MySQL Cluster 7.3. Cette déclinaison distribuée de MySQL s'intègre désormais dans le serveur Node.js, mais cette intégration est encore classée comme expérimentale. [IMG]http://ftp-developpez.com/gordon-fowler/MySQL.png[/IMG] Cette version introduit le support natif pour les clés étrangères, ce qui permet aux utilisateurs d'étendre les avantages de MySQL Cluster dans un large éventail d'applications packagées et des déploiements personnalisés en simplifiant...

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  • Telerik announces native controls for Silverlight 4 Release Candidate.

    Right after the official release of Silverlight 4 Release Candidate (at MIX) Telerik has prepared for you a native build of RadControls for Silverlight that are built on the latest platforms release. The download can be found under the users accounts or as part of the Latest Internal Build. The download files are clearly marked with RadControls for Silverlight 4 RC. We will keep on updating the files with each Latest Internal Build. The RadControls for Silverlight 4 RC is still a preview version of RadControls for Silverlight 4 that will become official as soon as Microsoft announces the RTW version of Silverlight 4. Did you know that DotNetSlackers also publishes .net articles written by top known .net Authors? We already have over 80 articles in several categories including Silverlight. Take a look: here.

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  • Drupal 7 : vers la sortie de la version finale le 5 Janvier, la 3ème et dernière release candidate du CMS open-source est disponible

    Drupal 7 : vers une sortie de la version finale le 5 Janvier La 3ème et dernière RC du système de gestion de contenu open-source est disponible Mise à jour du 27/12/2010 par Idelways L'équipe de Drupal vient de sortir la troisième et (à priori) dernière release-candidate de la version 7 du système de gestion de contenu open-source. Dries Buytaert, le créateur du CMS a par ailleurs annoncé sur son blog que le 5 janvier prochain sera la date de sortie de la version finale, il promet une "fête gigantesque" pour célébrer cet évènement. Avec cette troisième RC, le CMS retrouve le statu de zéro failles...

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  • Drupal 7 : vers la sortie de la version finale le 5 janvier, la 3e et dernière Release Candidate du CMS open-source est disponible

    Drupal 7 : vers une sortie de la version finale le 5 Janvier La 3ème et dernière RC du système de gestion de contenu open-source est disponible Mise à jour du 27/12/2010 par Idelways L'équipe de Drupal vient de sortir la troisième et (à priori) dernière release-candidate de la version 7 du système de gestion de contenu open-source. Dries Buytaert, le créateur du CMS a par ailleurs annoncé sur son blog que le 5 janvier prochain sera la date de sortie de la version finale, il promet une "fête gigantesque" pour célébrer cet évènement. Avec cette troisième RC, le CMS retrouve le statut de zéro faille...

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  • Find out 20th, 30th, nth prime number. (I'm getting 20th but not 30th?) [Python]

    - by gsin
    The question is to find the 1000th prime number. I wrote the following python code for this. The problem is, I get the right answer for the 10th , 20th prime but after that each increment of 10 leaves me one off the mark. I can't catch the bug here :( count=1 #to keep count of prime numbers primes=() #tuple to hold primes candidate=3 #variable to test for primes while count<20: for x in range(2,candidate): if candidate%x==0: candidate=candidate+2 else : pass primes=primes+(candidate,) candidate=candidate+2 count=count+1 print primes print "20th prime is ", primes[-1] In case you're wondering, count is initialised as 1 because I am not testing for 2 as a prime number(I'm starting from 3) and candidate is being incremented by 2 because only odd numbers can be prime numbers. I know there are other ways of solving this problem, such as the prime number theorem but I wanna know what's wrong with this approach. Also if there are any optimisations you have in mind, please suggest. Thank You

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  • Thank You MySQL Community! MySQL 5.6.9 Release Candidate Available Now!

    - by Rob Young
    The MySQL Community continues its good work in testing and refining MySQL 5.6, and as such the next iteration of the 5.6 Release Candidate is now available for download.  You can get MySQL 5.6.9 here (look under the "Development Releases" tab).  This version is the result of feedback we have gotten since MySQL 5.6.7 was announced at MySQL Connect in late September. As iron sharpens iron, Community feedback sharpens the quality and performance of MySQL so please download 5.6.9 and let us know how we can improve it as we move toward the production-ready product release in early 2013. MySQL 5.6 is designed to meet the agility demands of the next generation of web apps and services and includes across the board improvements to the Optimizer, InnoDB performance/scale and online DDL operations, self-healing Replication, Performance Schema Instrumentation, Security and developer enabling NoSQL functionality.  You can learn all the details and follow MySQL Engineering blogs on all of the key features in this MySQL DevZone article. On a related note, plan to join this week's live webinars to learn more about MySQL 5.6 Self-Healing Replication Clusters and Building the Next Generation of Web, Cloud, SaaS, Embedded Application and Services with MySQL 5.6.  Hurry!  Seating is limited!  As always, thanks for your continued support of MySQL!

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  • Cheating Incident

    - by Paul Sorensen
    Hi Everyone -I just wanted to give you a heads-up on some recent actions that we had to take regarding someone who tried to cheat on a test.Just last week, we had a candidate who was bold enough to try to take screen-shots during the exam using his cell phone. Of course this is completely against Oracle Certification Program policy. This candidate's exam was immediately stopped, and the candidate was ejected from the testing center.Of course it doesn't end there. This candidate was also suspended permanently from the Oracle Certification Program, and all of his previous certifications were revoked. He is no longer eligible to participate in the program. Unfortunately - if this candidate works for an Oracle partner company, then his company will also likely become aware of his indiscretion - particularly when they request validation of his certification.Although this particular candidate was blatantly involved in content theft, any type of cheating incident is very unfortunate. It erodes the value of the certification credentials, and hurts everyone involved. The actions described above represent our efforts to curb cheating and maintain the value of Oracle certification credentials.I encourage anyone seeking Oracle certification to carefully read and adhere to the Oracle Certification Program Fraudulent Activity Policy.Thanks,QUICK LINKSOracle Certification Program Candidate Agreement (PDF 155K)Oracle Certification Program Fraudulent Activity Policy

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  • Get to Know a Candidate (11 of 25): Roseanne Barr&ndash;Peace &amp; Freedom Party

    - by Brian Lanham
    DISCLAIMER: This is not a post about “Romney” or “Obama”. This is not a post for whom I am voting. Information sourced for Wikipedia. Barr is an American actress, comedienne, writer, television producer, and director.  Barr began her career in stand-up comedy at clubs before gaining fame for her role in the sitcom Roseanne. The show was a hit and lasted nine seasons, from 1988 to 1997. She won both an Emmy Award and a Golden Globe Award for Best Actress for her work on the show. Barr had crafted a "fierce working-class domestic goddess" persona in the eight years preceding her sitcom and wanted to do a realistic show about a strong mother who was not a victim of patriarchal consumerism. The granddaughter of immigrants from Europe and Russia, Barr was the oldest of four children in a working-class Jewish Salt Lake City family; she was also active in the LDS Church. In 1974 she married Bill Pentland, with whom she had three children, before divorcing in 1990 and marrying comedian Tom Arnold for four years. Controversy arose when she sang "The Star-Spangled Banner" off-key at a 1990 nationally aired baseball game, followed by grabbing her crotch and spitting. After her sitcom ended, she launched her own talk show, The Roseanne Show, which aired from 1998 to 2000. In 2005, she returned to stand-up comedy with a world tour. In 2011, she starred in an unscripted TV show, Roseanne's Nuts that lasted from July to September of that year, about her life on a Hawaiian farm. The Peace and Freedom Party (PFP) is a nationally-organized political party with affiliates in more than a dozen states, including California, Florida, Colorado and Hawaii. Its first candidates appeared on the ballot in 1966, but the Peace and Freedom Party of California was founded on June 23, 1967, after the LAPD riot in the wealthy Century City section of Los Angeles, and qualified for the ballot in January 1968.  The Peace and Freedom Party went national in 1968 as a left-wing organization opposed to the Vietnam War. From its inception, Peace and Freedom Party has been a left-wing political organization. It is a strong advocate of protecting the environment from pollution and nuclear waste. It advocates personal liberties and universal, high quality and free access to education and health care. Its understanding of socialism includes a socialist economy, where industries, financial institutions, and natural resources are owned by the people as a whole and democratically managed by the people who work in them and use them. Barr is on the Ballot in: CA, CO, FL Learn more about Roseanne Barr and Peace and Freedom Party on Wikipedia.

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  • Can a candidate be judged by asking to write a complex program on "paper"?

    - by iammilind
    Sometime back in an interview, I was asked to write following program: In a keypad of a mobile phone, there is a mapping between number and characters. e.g. 0 & 1 corresponds to nothing; 2 corresponds to 'a','b','c'; 3 corresponds to 'd','e','f'; ...; 9 corresponds to 'w','x','y','z'. User should input any number (e.g. 23, 389423, 927348923747293) and I should store all the combinations of these character mapping into some data structure. For example, if user enters "23" then possible character combinations are: ad, ae, af, bd, be, bf, cd, ce, cf or if user enters, "4676972" then it can be, gmpmwpa, gmpmwpb, ..., hnroxrc, ..., iosozrc Interviewer told that people have written code for this within 20-30 mins!! Also he insisted I have to write on paper. If I am writing a code then my tendency is as of I am writing production code, even though it may not be expected from me. So, I always try to think all the aspects like, optimization, readability, maintainability, extensible and so on. Considering all these, I felt that I should be writing on PC and it needs decent 2 hours. Finally after 25 mins, I was able to come up with just the concept and some shattered pieces of code (not to mention of my rejection). My question is not the answer for the above program. I want to know that is this a right way to judge the caliber of a person ? Am I wrong / too slow in the estimates ? Am I too idealistic ?

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  • Jquery: How do i not select a specific column

    - by Poku
    I have a table, where i have a click event on the tr: <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> , this click event: $(".newCandidatesTableTr").click(function(e) { works just fine, but in the row i also have a click event on a td: $(".insertCandidate").live("click", (function(e) { and this conflicts eachother. I want to do one thing if the tr is clicked and other when this specific td in the tr is clicked. So how do i in my tr.click() event defined that the event shall not happend when i click the specific td? Here is the code: // Lists a table with old candidates who migth be the same person as the new candidate $(".newCandidatesTableTr").click(function(e) { alert(this.id); GetCandidateName(this.id); }); // Show insert candidate dialog $(".insertCandidate").live("click", (function(e) { var tempCanName = $(".suggentionCandidatesTableTitle").text(); var tempCanNameSub = tempCanName.substr(0, tempCanName.length - 1); var canName = $(".suggentionCandidateName_" + canID + "").text(); $("#mergeCandidateDialog").empty(); $.blockUI({ message: $("#mergeCandidateDialog").append( "<div>" + tempCanNameSub + "'s ansøgning vil blive lagt under den eksiterende ansøger " + canName + "'s data.<br /><br /> Ønsker du at fortsætte?<br /><br /></div>" + "<div id=\"content\">" + "<input type=\"button\" id=\"" + this.id + "\" class=\"insertCandidateYes\" value=\"Ja\" />" + "<input type=\"button\" id=\"insertCandidateNo\" value=\"Nej\" /></div>"), css: { cursor: 'default', fontWeight: 'normal', padding: '7px', textAlign: 'left' } }); })); <% foreach (var candidate in Model.Ansogninger) { %> <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> <td><div id="candidateID""><label title="<%= candidate.Navn %>"><%= candidate.AnsogerID %></label></div></td> <td><div id="<%= "candidateName_" + candidate.AnsogerID %>" class="candidateNameTD"><%= candidate.Navn %></div></td> <td><div id="candidateEmail"><%= candidate.Email %></div></td> <td><div id="candidateRundeName"><%= Model.RundeName %></div></td> <td id="testTD"> <div id="<%= "acceptCandidateButton_" + candidate.AnsogerID %>" class="acceptb">Godkend</div> </td> </tr> <% } %>

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  • Jquery: How do i not select a specific colum

    - by Poku
    Hey I have a table, where i have a click event on the tr: <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> , this click event: $(".newCandidatesTableTr").click(function(e) { works just fine, but in the row i also have a click event on a td: $(".insertCandidate").live("click", (function(e) { and this conflicts eachother. I want to do one thing if the tr is clicked and other when this specific td in the tr is clicked. So how do i in my tr.click() event defined that the event shall not happend when i click the specific td? Here is the code: // Lists a table with old candidates who migth be the same person as the new candidate $(".newCandidatesTableTr").click(function(e) { alert(this.id); GetCandidateName(this.id); }); // Show insert candidate dialog $(".insertCandidate").live("click", (function(e) { var tempCanName = $(".suggentionCandidatesTableTitle").text(); var tempCanNameSub = tempCanName.substr(0, tempCanName.length - 1); var canName = $(".suggentionCandidateName_" + canID + "").text(); $("#mergeCandidateDialog").empty(); $.blockUI({ message: $("#mergeCandidateDialog").append( "<div>" + tempCanNameSub + "'s ansøgning vil blive lagt under den eksiterende ansøger " + canName + "'s data.<br /><br /> Ønsker du at fortsætte?<br /><br /></div>" + "<div id=\"content\">" + "<input type=\"button\" id=\"" + this.id + "\" class=\"insertCandidateYes\" value=\"Ja\" />" + "<input type=\"button\" id=\"insertCandidateNo\" value=\"Nej\" /></div>"), css: { cursor: 'default', fontWeight: 'normal', padding: '7px', textAlign: 'left' } }); })); <% foreach (var candidate in Model.Ansogninger) { %> <tr id="<%= candidate.AnsogerID %>" class="newCandidatesTableTr"> <td><div id="candidateID""><label title="<%= candidate.Navn %>"><%= candidate.AnsogerID %></label></div></td> <td><div id="<%= "candidateName_" + candidate.AnsogerID %>" class="candidateNameTD"><%= candidate.Navn %></div></td> <td><div id="candidateEmail"><%= candidate.Email %></div></td> <td><div id="candidateRundeName"><%= Model.RundeName %></div></td> <td id="testTD"> <div id="<%= "acceptCandidateButton_" + candidate.AnsogerID %>" class="acceptb">Godkend</div> </td> </tr> <% } %> /Thanks

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  • DataGrid: dynamic DataTemplate for dynamic DataGridTemplateColumn

    - by Lukas Cenovsky
    I want to show data in a datagrid where the data is a collection of public class Thing { public string Foo { get; set; } public string Bar { get; set; } public List<Candidate> Candidates { get; set; } } public class Candidate { public string FirstName { get; set; } public string LastName { get; set; } ... } where the number of candidates in Candidates list varies at runtime. Desired grid layout looks like this Foo | Bar | Candidate 1 | Candidate 2 | ... | Candidate N I'd like to have a DataTemplate for each Candidate as I plan changing it during runtime - user can choose what info about candidate is displayed in different columns (candidate is just an example, I have different object). That means I also want to change the column templates in runtime although this can be achieved by one big template and collapsing its parts. I know about two ways how to achieve my goals (both quite similar): Use AutoGeneratingColumn event and create Candidates columns Add Columns manually In both cases I need to load the DataTemplate from string with XamlReader. Before that I have to edit the string to change the binding to wanted Candidate. Is there a better way how to create a DataGrid with unknown number of DataGridTemplateColumn? Note: This question is based on dynamic datatemplate with valueconverter

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  • Unavailable repository

    - by katrina
    I am new to Ubuntu and keep butting up against errors, such as this: Package libpng12-dev is not available, but is referred to by another package. This may mean that the package is missing, has been obsoleted, or is only available from another source However the following packages replace it: libpng12-0 E: Unable to locate package subversion E: Package 'git-core' has no installation candidate E: Package 'build-essential' has no installation candidate E: Package 'autoconf' has no installation candidate E: Package 'libtool' has no installation candidate E: Unable to locate package libxml2-dev E: Unable to locate package libgeos-dev E: Unable to locate package libpq-dev E: Unable to locate package libbz2-dev E: Package 'proj' has no installation candidate E: Unable to locate package munin-node E: Unable to locate package munin E: Unable to locate package libprotobuf-c0-dev E: Unable to locate package protobuf-c-compiler E: Unable to locate package libfreetype6-dev E: Package 'libpng12-dev' has no installation candidate E: Unable to locate package libtiff4-dev E: Unable to locate package libicu-dev E: Unable to locate package libboost-all-dev E: Unable to locate package libgdal-dev E: Unable to locate package libcairo-dev E: Unable to locate package libcairomm-1.0-dev E: Couldn't find any package by regex 'libcairomm-1.0-dev' E: Unable to locate package apache2 E: Unable to locate package apache2-dev E: Unable to locate package libagg-dev when I want to do this: sudo apt-get install subversion git-core tar unzip wget bzip2 build-essential autoconf libtool libxml2-dev libgeos-dev libpq-dev libbz2-dev proj munin-node munin libprotobuf-c0-dev protobuf-c-compiler libfreetype6-dev libpng12-dev libtiff4-dev libicu-dev libboost-all-dev libgdal-dev libcairo-dev libcairomm-1.0-dev apache2 apache2-dev libagg-dev. Any help or advice would be greatly appreciated. Or referrals to other questions...

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  • Inheritance versus Composition in a business application

    - by ProfK
    I have a training management and tracking system, with a high level structure as follows: We have a Role1, e.g. Manager, Shift-boss, miner, etc. and a Candidate, training for that Role. The role has a list of courses and their subjects the candidate needs to complete to qualify for the role. Candidate has a TrainingHistory attribute, containing the courses and subjects they have completed, their results, and the date completed. Now I see it as a TrainingHistoryCourse is-a Course, extended to add DateCompleted etc. but something is nagging at me to rather use something like a TrainingHistoryRecord that has-a Course. How can I further analyse this to determine which pattern to use? Then, a Role has a list of RoleTask definitions that the Candidate must be observed practising, and a Candidate has a history of RoleTaskObservation objects recording their performance at these tasks. This is very similar to the course/subject requirement and history pattern for the candidate, except for one less hierarchical level, but, a RoleTaskObservation clearly does not have an is-a relationship with RoleTask, unless I block my nose and rather use ObservedRoleTask. I would prefer to use the same pattern for both subject/course and task/observation structures, but I think that would force me to adopt a composition pattern for TrainingHistoryCourse. What is the wisdom here? Always inherit where possible and validated by a solid is-a association, or always favour composition wherever possible? 1 Client specified this to be called JobTitle, but he isn't writing the app, and a JobTitle is only one attribute of a Role. Authorization roles are handled by the DevExpress framework and its customization hooks, so there would be very little little confusion between a business Role in my domain objects and an authorization role in lower level, framework code.

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  • Is HR/Recruitment Really Ready For Innovative Candidates

    - by david.talamelli
    Before I begin this blog post, I want to acknowledge that there are some great HR/Recruitment people out there who are innovative and are leading the way in using new means to successfully attract and connect with talented people. For those of you who fit in this category, please keep thinking outside the square - just because what you do may not be the norm doesn't mean it is bad. Ok, with that acknowledgment out of the way - Earlier this morning (I started this post Friday morning) I came across this online profile via a tweet from Philip Tusing I love the information that Jason has put on his web-pages. From his work Jason clearly demonstrates not only his skills/experience but also I love how he relates his experience and shows how it will help an employer and what the value add of having him on your team is. Looking at Jason's profile makes me think though, is HR/Recruitment in general terms ready to deal with innovative candidates. Sure most Recruiters are online in some form or another, but how many actually have a process that is flexible enough to deal with someone who may not fit into your processes. Is your company's recruitment practice proactive enough to find Jason's web-pages? I am not sure what he is doing in terms of a job search, but if he is not mailing a resume or replying to ads on a Job Board - hopefully Jason comes up on some of the candidate searching you are doing. Once you find this information, would the information Jason provides fit nicely into your Applicant Tracking System or your Database? If not, how much of the intangible information are you losing and potentially not passing on to a Hiring Manager. I think what has worked in the past will not necessarily work in the future. Candidates want to work somewhere they will be challenged and learn and grow. If your HR/Recruitment team displays processes that take don't necessarily convey this message, this potentially could turn people away who were once interested in your company. For example (and I have to admit I still do some of these things myself), once calling up and having a talk to a candidate a company may say: 1) HR Question: Send me in a copy of your resume - Candidate Reply - you actually already have my resume, the web-page is http:// 2) HR Question:Come in for a chat so we can get to know you - Candidate Reply - if this is the basis of a meeting, you already know me and my thoughts by looking at my online links (blog, portfolio, homepage, etc...) These questions if not handled properly could potentially turn a candidate from being interested in your company to not being interested in your company. It potentially could demonstrate that your company is not social media savvy or maybe give the impression of not really being all that innovative. A candidate may think, if this company isn't able to take information I have provided in the public forum and use it, is it really a company I want to work for? I think when liaising with candidates a company should utilise the information the person has provided in the public domain. A candidate may inadvertantly give you answers to many of the questions you are seeking on their online presence and save everyone time instead of having to fill out forms or paperwork. If you build this into your conversations with your candidates it becomes a much more individualised service you are providing and really demonstrates to a candidate you are thinking of them as an individual. Yes I know we need to have processes in place and I am not saying don't work to those processes, but don't let process take away a candidates individuality. Don't let your process inadvertently scare away the top candidates that you may want in your company. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

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  • A Good Developer is So Hard to Find

    - by James Michael Hare
    Let me start out by saying I want to damn the writers of the Toughest Developer Puzzle Ever – 2. It is eating every last shred of my free time! But as I've been churning through each puzzle and marvelling at the brain teasers and trivia within, I began to think about interviewing developers and why it seems to be so hard to find good ones.  The problem is, it seems like no matter how hard we try to find the perfect way to separate the chaff from the wheat, inevitably someone will get hired who falls far short of expectations or someone will get passed over for missing a piece of trivia or a tricky brain teaser that could have been an excellent team member.   In shops that are primarily software-producing businesses or other heavily IT-oriented businesses (Microsoft, Amazon, etc) there often exists a much tighter bond between HR and the hiring development staff because development is their life-blood. Unfortunately, many of us work in places where IT is viewed as a cost or just a means to an end. In these shops, too often, HR and development staff may work against each other due to differences in opinion as to what a good developer is or what one is worth.  It seems that if you ask two different people what makes a good developer, often you will get three different opinions.   With the exception of those shops that are purely development-centric (you guys have it much easier!), most other shops have management who have very little knowledge about the development process.  Their view can often be that development is simply a skill that one learns and then once aquired, that developer can produce widgets as good as the next like workers on an assembly-line floor.  On the other side, you have many developers that feel that software development is an art unto itself and that the ability to create the most pure design or know the most obscure of keywords or write the shortest-possible obfuscated piece of code is a good coder.  So is it a skill?  An Art?  Or something entirely in between?   Saying that software is merely a skill and one just needs to learn the syntax and tools would be akin to saying anyone who knows English and can use Word can write a 300 page book that is accurate, meaningful, and stays true to the point.  This just isn't so.  It takes more than mere skill to take words and form a sentence, join those sentences into paragraphs, and those paragraphs into a document.  I've interviewed candidates who could answer obscure syntax and keyword questions and once they were hired could not code effectively at all.  So development must be more than a skill.   But on the other end, we have art.  Is development an art?  Is our end result to produce art?  I can marvel at a piece of code -- see it as concise and beautiful -- and yet that code most perform some stated function with accuracy and efficiency and maintainability.  None of these three things have anything to do with art, per se.  Art is beauty for its own sake and is a wonderful thing.  But if you apply that same though to development it just doesn't hold.  I've had developers tell me that all that matters is the end result and how you code it is entirely part of the art and I couldn't disagree more.  Yes, the end result, the accuracy, is the prime criteria to be met.  But if code is not maintainable and efficient, it would be just as useless as a beautiful car that breaks down once a week or that gets 2 miles to the gallon.  Yes, it may work in that it moves you from point A to point B and is pretty as hell, but if it can't be maintained or is not efficient, it's not a good solution.  So development must be something less than art.   In the end, I think I feel like development is a matter of craftsmanship.  We use our tools and we use our skills and set about to construct something that satisfies a purpose and yet is also elegant and efficient.  There is skill involved, and there is an art, but really it boils down to being able to craft code.  Crafting code is far more than writing code.  Anyone can write code if they know the syntax, but so few people can actually craft code that solves a purpose and craft it well.  So this is what I want to find, I want to find code craftsman!  But how?   I used to ask coding-trivia questions a long time ago and many people still fall back on this.  The thought is that if you ask the candidate some piece of coding trivia and they know the answer it must follow that they can craft good code.  For example:   What C++ keyword can be applied to a class/struct field to allow it to be changed even from a const-instance of that class/struct?  (answer: mutable)   So what do we prove if a candidate can answer this?  Only that they know what mutable means.  One would hope that this would infer that they'd know how to use it, and more importantly when and if it should ever be used!  But it rarely does!  The problem with triva questions is that you will either: Approve a really good developer who knows what some obscure keyword is (good) Reject a really good developer who never needed to use that keyword or is too inexperienced to know how to use it (bad) Approve a really bad developer who googled "C++ Interview Questions" and studied like hell but can't craft (very bad) Many HR departments love these kind of tests because they are short and easy to defend if a legal issue arrises on hiring decisions.  After all it's easy to say a person wasn't hired because they scored 30 out of 100 on some trivia test.  But unfortunately, you've eliminated a large part of your potential developer pool and possibly hired a few duds.  There are times I've hired candidates who knew every trivia question I could throw out them and couldn't craft.  And then there are times I've interviewed candidates who failed all my trivia but who I took a chance on who were my best finds ever.    So if not trivia, then what?  Brain teasers?  The thought is, these type of questions measure the thinking power of a candidate.  The problem is, once again, you will either: Approve a good candidate who has never heard the problem and can solve it (good) Reject a good candidate who just happens not to see the "catch" because they're nervous or it may be really obscure (bad) Approve a candidate who has studied enough interview brain teasers (once again, you can google em) to recognize the "catch" or knows the answer already (bad). Once again, you're eliminating good candidates and possibly accepting bad candidates.  In these cases, I think testing someone with brain teasers only tests their ability to answer brain teasers, not the ability to craft code. So how do we measure someone's ability to craft code?  Here's a novel idea: have them code!  Give them a computer and a compiler, or a whiteboard and a pen, or paper and pencil and have them construct a piece of code.  It just makes sense that if we're going to hire someone to code we should actually watch them code.  When they're done, we can judge them on several criteria: Correctness - does the candidate's solution accurately solve the problem proposed? Accuracy - is the candidate's solution reasonably syntactically correct? Efficiency - did the candidate write or use the more efficient data structures or algorithms for the job? Maintainability - was the candidate's code free of obfuscation and clever tricks that diminish readability? Persona - are they eager and willing or aloof and egotistical?  Will they work well within your team? It may sound simple, or it may sound crazy, but when I'm looking to hire a developer, I want to see them actually develop well-crafted code.

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  • IF I have multiple candidate keys which one is a primary key and justify your choice ??

    - by zahrani
    Given R = { Account , Analyst , Assets, Broker, Client, Commission, Company, Dividend, Exchange, Investment, Office, Profile, Return, Risk_profile, Stock, Volume} and a set of functional dependencies F{fd1, fd2,fd3, fd4, fd5,fd6, fd7, fd8, fd9, fd10, fd11} where: fd1: Client - Office fd2: Stock - Exchange, Dividend fd3: Broker - Profile fd4: Company - Stock fd5: Client - Risk_profile, Analyst fd6: Analyst - Broker fd7: Stock, Broker - Invenstment, Volume fd8: Stock - Company fd9: Investment,Commission - Return fd10: Stock, Broker - Client fd11: Account - Assests these are candidate key(s) : (Account, Commission,Analyst ,Company) (Account, Commission,Analyst ,Stock) (Account ,Commission,Broker ,Company) (Account ,Commission,Broker ,Stock) (Account ,Commission,Client, Company) (Account ,Commission,Client ,Stock) (Q) Select a primary key and justify your choice ? I was select (Account ,Commission,Broker ,Stock) as a primary key ??? I chose that because it has the most direct dependencies compared to other ones. e.g. more attributes are functionally dependent on this primary key. please check if my answer is it true ? or Not I'm waiting your answer asap thank you

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  • Interview: Am I need to leave a hope for candidate?

    - by Budda
    Today I've interviewed a candidate who didn't answer any question. At all. After 3-4 answers (attempts to answer) for me was obvious: we won't hire him. Would you recommend me to say (definitely in polite form) something like: Sorry you don't meet our requirements? Or just to tell in another way: thank you, that are all my questions for now. Our HR department will let you know if/when we will need another interview session. Probably you see any other option. Thanks.

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