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After 2 rounds of interview (1 hour each) , Deloitte usi hr is telling me that due to organisational restructuring the offers are on hold. Got a salary discussion call last Thrusday (no pre hire survey) . Last working day in a week. Any suggestions? Cloud Data engineer CBO unit Deloitte Deloitte USI
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(Contd.)
The great resignation, apart from driving up salaries, has also driven up the entitlement of lazy clowns who think they should sail through interviews because they skimmed through javatpoint or whatever.
Aukaat 10LPA ki bhi nahin hai, magar 30 LPA chahiye sabko.
Some people even try to argue that a working knowledge of Java is not necessary to work in Spring-related projects. 😂
@TCS1
I'm interviewing for positions in the 4-6 YOE range. Of course we're not expecting expertise of the entire framework. But we do expect hands on.
In the Machine Coding rounds I conduct, I allow candidates to choose from a list of things they're good at in their framework of choice.
For example, for Angular, it's FE Auth using JWT/Routing and Router Guards/Custom Pipes and Directives/State Management in ngRx. Then I provide a problem to be written in CodeSandbox specific to said choice, and ample time. Candidate has to explain solution in the end.
We want people to be able to demonstrate what they know best through code. Only 15 minutes are spent asking theory, and the answers often don't contribute to the decision of Hire vs. No Hire at all for me.
Our org currently pays ~6-15LPA base higher than the WITCH+ median right now. AFAIK we bump you up to atleast the lower end of the salary band here regardless of candidate's CCTC.
So we can afford to be choosier with who we want to hire. However, we know we're not FAANG, so Leetcode Mediums/Hards are ruled out.
The test has to be approachable and fair. And it should separate the "I can learn when I get the job" types from the "I already have experience/have put in time and effort to practice" types.
In my experience the former group has less zeal and work ethic than the latter. There might be a few exceptions but I've never met one of those, ever.
More importantly, the post is about people not even attempting simple questions in Round 1. If trying a coding challenge is too much/waste of time for you, how do I know that this attitude doesn't carry over to your dev tasks?
Agree.. but not everyone does that. Some people might be attending to get the interview experience and based on that they will start learning. And I interviewed one candidate, he said working as full stack and after I start Angular questions he said he will quit if I ask any questions on UI. I was stunned and proceeded with Java. Yeah some people are there but that’s ok they will also learn. And we can’t expect everyone be as pro. 😊
@RelevanceLab1
Good for you mate, thanks for sharing! I didn't know there were orgs like that out there!
Sit for class 10 basic maths, which you were good at your time, you will know your worth. It is the same case with everyone. Programming and coding is two different thing. Candidates having 6 yoe may not practicing programming could able to ans the clock question that doesn't mean he is bad at coding or logical thinking. People who mug up daily dsa or programing,either they are undergraduate or looking for product based faang type companies
"6 YOE may not be practicing programming"
What are these people doing though?
One could argue that people, usually in mediocre orgs, get to the point in their career where they're YOE 4-6 without contributing a single meaningful thing to the codebase they're working on.
Why should one hire these people? How do I know when I see a guy from WITCH leagues, with 3-page resumes, that they aren't one of the above?
Why should those people be valued over the guy who actually finds the time to practice or to give a test ad-hoc, without practice?
Totally agree!! Its ridiculous to interview such candidates😅
And it seems like the number of these candidates keep on rising day by day
True. Our company has a coding test first policy: We don't even ask for an introduction, the coding question is given first. If they solve the simple one, then we get to resume reading and contextual questions.
Saves a lot of time when weeding out people who don't have much hands-on but tell tall tales in their 3-page resumes XD
You should then interview people from product companies or who is prepared for some DSA or algo for product companies
Not to worry much about industry. Right people will always pass through interviews. If you dont like candidates, you can reject always. Most of the orgs think taking interviews is part of your job and wont pay. You are always welcome to provide suggestions to the interviewee.