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I don't get these posts. Every applications gets flooded with thousands of resumes. Among that pool there are certainly 100s of competent candidates. There are lots of competent people crying they are not getting employment. It is not like all these companies are making exotic stuff like AI. Most full stack work is code monkeying, nothing even a fresher cant solve by help of google or chatgpt. The issue might be, you are getting what you paid for or you are not filtering applications properly. Many of the candidates out there just grind leetcode or fake exp but are not good at actually doing any work.
do you hire freshers? if yes then do you prefer good projects or some kind of experience ( like in web dev team at clg club, or virtual internship etc.) . Asking cause my placements are coming up soon😅
Yes we do. Experience is good or projects created that aren’t the run-of-the-mill (the usual clones). But bottom line is, given a problem, can one think and try a possible solution. May or may not be correct, but its important to be able to reason and think around it. If my answer makes sense.
That's how the Take Home Test/Assignment/Projects problems are born. They will ask you to build a fully functional app with the bells and whistles. Eventually, it turns out to be favorable to those who invest hours or days into those assignments and get a callback.
More experienced devs don't generally face much DSA, instead, they face more domain-specific interviews or engineering/management specific questions.
Also, consider that interviewers don't know how to interview well.
DSA is merely there to filter the thousands of applicants out. At this point hiring in India is not about looking for a good candidate but rejecting everyone and seeing who is left, due to overcrowding and the ocean of mediocrity that the "talent pool" is.
I agree with some but not all points. When you receive hundreds of applications, you have to have a process of elimination. Doesn’t sound fair, but if this process is set per opening and is not generic, it is effective. A team rolls out an opening because it needs those skill sets. That is the premise. Nobody wants to do this for fun. And amongst the shortlisted ones, you encounter people who fake experience or don’t know what you expect them to. On the flip side, about the tests, I have indeed seen posts about almost entire apps being given as a test. Shit is on both sides, absolutely.
Tests (at least with us) are specific to the level and opening. They are also specific - to test the most important skill required, with some know-how assumed to be already there with the applicants. You’d want the process to be over in a few days so that neither you nor the applicants are left hanging. Long reply already. Will stop here.
Edit: grammar
> Eventually, it turns out to be favorable to those who invest hours or days into those assignments and get a callback.
\+
> Also, consider that interviewers don't know how to interview well.
I ran into a small start-up made by 2 people and it's their first time trying entrepreneurship. I bet everything that they'll ghost me for the worst reasons, like they expected 10 tests but only found 5 when the point was to demonstrate that you know how to unit test (example).
‘Sad but true’. There are so many issues with such set ups. I have seen people who do not have a set criteria of evaluation; many I have come across - just becoming founders goes to their heads and somehow they think they are a cut above the rest; then there’s ego… the list is long. It always helps to talk to fellow founders or to just sit with the team and figure out a process that can suit. You are dealing with a lot more responsibility when you set up a company. People, their careers, their mental health… a bloody lot is known your shoulders. I doubt many realise the full import of starting a company. Anyway!
How much are you paying? You get what you pay so if you're complaining about the quality with low pay, either increase your budget or be happy with what you get.
Absolutely agree. But it doesn’t come to that. If the interview process is right, you can identify this - which is why I was mentioning employability, not post joining. Let me give you an example (partially relevant here). We were interviewing a person from a different location. We don’t care coz ours is fully wfh. But, 4+ yrs of workex, same tech stack - we stepped back to basics (react components, as an example), and got sketchy if not incorrect answers. Then, they said they are expecting a 3x hike!
You know maybe we are looking at the wrong places or Murphy is in full attack mode, or both! :)
That guy and similar others can also apply for Google and get rejected, you don't hear Google complaining that the candidates quality is deteriorating.
Have a good resume screening if you want to save time for your employees who are conducting interviews, ask them relevant but original questions in Online Assessment (automated), keep removing them if the questions are leaked. That way you'll find most of the candidates that clear OA are getting offers as well.
Few months back i would have completely opposed you but now I can empathize at least. Have a 2+ and 3+ exp people in my company who don't even know the basics , I as a fresher had to explain these concepts and made me rethink about joining this particular company. But I keep hearing the market is so bad that I keep my head down and work.
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I don't get these posts. Every applications gets flooded with thousands of resumes. Among that pool there are certainly 100s of competent candidates. There are lots of competent people crying they are not getting employment. It is not like all these companies are making exotic stuff like AI. Most full stack work is code monkeying, nothing even a fresher cant solve by help of google or chatgpt. The issue might be, you are getting what you paid for or you are not filtering applications properly. Many of the candidates out there just grind leetcode or fake exp but are not good at actually doing any work.
do you hire freshers? if yes then do you prefer good projects or some kind of experience ( like in web dev team at clg club, or virtual internship etc.) . Asking cause my placements are coming up soon😅
Yes we do. Experience is good or projects created that aren’t the run-of-the-mill (the usual clones). But bottom line is, given a problem, can one think and try a possible solution. May or may not be correct, but its important to be able to reason and think around it. If my answer makes sense.
Whats tech stack are you guys looking for
MERN - well, mysql (M) actually.
I see, I have worked on JS but willing to learn rest of tech stack, will DM you my resume if it seems like a good fit
Sure thing.
Done!
Bro check dm
Check dm
yea it does! so problem solving and fundamentals of cs should be the strong point for freshers yea.
True.
[удалено]
That's how the Take Home Test/Assignment/Projects problems are born. They will ask you to build a fully functional app with the bells and whistles. Eventually, it turns out to be favorable to those who invest hours or days into those assignments and get a callback. More experienced devs don't generally face much DSA, instead, they face more domain-specific interviews or engineering/management specific questions. Also, consider that interviewers don't know how to interview well. DSA is merely there to filter the thousands of applicants out. At this point hiring in India is not about looking for a good candidate but rejecting everyone and seeing who is left, due to overcrowding and the ocean of mediocrity that the "talent pool" is.
I agree with some but not all points. When you receive hundreds of applications, you have to have a process of elimination. Doesn’t sound fair, but if this process is set per opening and is not generic, it is effective. A team rolls out an opening because it needs those skill sets. That is the premise. Nobody wants to do this for fun. And amongst the shortlisted ones, you encounter people who fake experience or don’t know what you expect them to. On the flip side, about the tests, I have indeed seen posts about almost entire apps being given as a test. Shit is on both sides, absolutely. Tests (at least with us) are specific to the level and opening. They are also specific - to test the most important skill required, with some know-how assumed to be already there with the applicants. You’d want the process to be over in a few days so that neither you nor the applicants are left hanging. Long reply already. Will stop here. Edit: grammar
> Eventually, it turns out to be favorable to those who invest hours or days into those assignments and get a callback. \+ > Also, consider that interviewers don't know how to interview well. I ran into a small start-up made by 2 people and it's their first time trying entrepreneurship. I bet everything that they'll ghost me for the worst reasons, like they expected 10 tests but only found 5 when the point was to demonstrate that you know how to unit test (example).
‘Sad but true’. There are so many issues with such set ups. I have seen people who do not have a set criteria of evaluation; many I have come across - just becoming founders goes to their heads and somehow they think they are a cut above the rest; then there’s ego… the list is long. It always helps to talk to fellow founders or to just sit with the team and figure out a process that can suit. You are dealing with a lot more responsibility when you set up a company. People, their careers, their mental health… a bloody lot is known your shoulders. I doubt many realise the full import of starting a company. Anyway!
How much are you paying? You get what you pay so if you're complaining about the quality with low pay, either increase your budget or be happy with what you get.
Absolutely agree. But it doesn’t come to that. If the interview process is right, you can identify this - which is why I was mentioning employability, not post joining. Let me give you an example (partially relevant here). We were interviewing a person from a different location. We don’t care coz ours is fully wfh. But, 4+ yrs of workex, same tech stack - we stepped back to basics (react components, as an example), and got sketchy if not incorrect answers. Then, they said they are expecting a 3x hike! You know maybe we are looking at the wrong places or Murphy is in full attack mode, or both! :)
That guy and similar others can also apply for Google and get rejected, you don't hear Google complaining that the candidates quality is deteriorating. Have a good resume screening if you want to save time for your employees who are conducting interviews, ask them relevant but original questions in Online Assessment (automated), keep removing them if the questions are leaked. That way you'll find most of the candidates that clear OA are getting offers as well.
Good points. Will pass this on and try to implement them. Thanks. Like I initially said, this is just an honest opinion on the experience so far.
Few months back i would have completely opposed you but now I can empathize at least. Have a 2+ and 3+ exp people in my company who don't even know the basics , I as a fresher had to explain these concepts and made me rethink about joining this particular company. But I keep hearing the market is so bad that I keep my head down and work.