<story><title>If software engineering is in demand, why is it so hard to get a job?</title><url>https://betterprogramming.pub/if-software-engineering-is-in-demand-why-is-it-so-hard-to-get-a-software-engineering-job-c043a964e463</url></story><parent_chain><item><author>debarshri</author><text>We made the interview process very simple and traditional in our current organisation. 30 minute chat, judge whether the person can do the job or is a good fit, if yes then offer a year contract with 1-3 months of evaluation period. Changing a job is risky also from the candidate&amp;#x27;s perspective so if the person is pretending, the lies will catch up. Most of the scenario it has worked pretty well.&lt;p&gt;Sometimes, people who you think are not capable to do the job, often outperform expectations too. It is all about taking a risk on a person and giving them respect and a chance. We could have done leetcode, or pair programming session. It takes more energy and effort to do it from both sides and probability of finding a good candidate is more or less the same.</text></item></parent_chain><comment><author>PragmaticPulp</author><text>&amp;gt; if yes then offer a year contract with 1-3 months of evaluation period&lt;p&gt;Contract work is a great way to find good talent, but it&amp;#x27;s a different candidate pool. Lots of good candidates can&amp;#x27;t or won&amp;#x27;t give up their full time jobs to take a time-limited contract job.&lt;p&gt;Those who can take contract work are often more talented and more in demand, meaning they&amp;#x27;re less worried about finding another job if the contract isn&amp;#x27;t renewed. Contract work (without benefits) is not an option for a large number of developers.</text></comment>
<story><title>If software engineering is in demand, why is it so hard to get a job?</title><url>https://betterprogramming.pub/if-software-engineering-is-in-demand-why-is-it-so-hard-to-get-a-software-engineering-job-c043a964e463</url></story><parent_chain><item><author>debarshri</author><text>We made the interview process very simple and traditional in our current organisation. 30 minute chat, judge whether the person can do the job or is a good fit, if yes then offer a year contract with 1-3 months of evaluation period. Changing a job is risky also from the candidate&amp;#x27;s perspective so if the person is pretending, the lies will catch up. Most of the scenario it has worked pretty well.&lt;p&gt;Sometimes, people who you think are not capable to do the job, often outperform expectations too. It is all about taking a risk on a person and giving them respect and a chance. We could have done leetcode, or pair programming session. It takes more energy and effort to do it from both sides and probability of finding a good candidate is more or less the same.</text></item></parent_chain><comment><author>c4m</author><text>This is super interesting!&lt;p&gt;With a traditional interview and job offer process, a new employee can ramp up without worrying their job is on the line. And I think this is important, because it can take awhile to ramp up to full productivity, which can be stressful if the new employee feels like they&amp;#x27;re being evaluated already.&lt;p&gt;Where I&amp;#x27;ve worked, my new manager told me &amp;quot;Hey, welcome to the company. Please feel relaxed and take your time ramping up, you&amp;#x27;ve already passed the interview and we&amp;#x27;re happy to have you here.&amp;quot;&lt;p&gt;With your process, how do you deal with people getting stressed out during ramp up or feeling imposter syndrome?</text></comment>