Here's a serious question. Please make an effort to think about it and come with an answer for your company: What is a "bad hire"?
We eventually had to let him go, but the technical debt remains. For example, tests that mock everything so that they didn't actually exercise any of the code!
I mean, a "bad hire" with the consulting/open source shop where I did a lot of interviewing & hiring was something pretty specific. A bad hire where I am right now is something pretty specific.
Too much theory and not enough actionable advice.
You know what. I'm just gonna talk candidates 30 minutes about them, us, me, the company (just talk, not any sort of test). Then I'll ask it to write a program to print number from 1 to 10 (that will be the test). And finally flip a coin before I take a decision (that's the randomness).
I'm pretty sure it follows none of the good practises or advise out there. Yet I'm confident that this is a process that has a low risk of accepting bad hires and a low risk of filtering good hires. =)
If you want some specific feedback for your team, please reach out to me on Twitter. I'm always thrilled to talk to people about process and organizational development. I'd love to chat with you about actionable ideas for your specific need.
Of course this is often an organizational issue more than a hiring one, but we seem to have given up on fixing those.
Shameless self-plug, though, for another post I wrote about organizational process: http://ramblinjan.com/development/2016/07/05/Going-Agile-Whe...
I definitely haven't given up on fixing those. I just, uh...I have a lot of feelings.
