Здравствуйте, volov94, Вы писали:

Прочитал блогозапись Джеффа Атвуда по вопросу найма -- http://blog.codinghorror.com/we-hire-the-best-just-like-everyone-else/
Процитирую интересный мне фрагмент:

...but the one thing I keep coming back to, that I believe has enduring value in almost all situations, is the audition project:

The most significant shift we’ve made is requiring every final candidate to work with us for three to eight
weeks on a contract basis. Candidates do real tasks alongside the people they would actually be working with
if they had the job. They can work at night or on weekends, so they don’t have to leave their current jobs;
most spend 10 to 20 hours a week working with Automattic, although that’s flexible. (Some people take a week’s
vacation in order to focus on the tryout, which is another viable option.) The goal is not to have them finish
a product or do a set amount of work; it’s to allow us to quickly and efficiently assess whether this would be a mutually beneficial relationship.
They can size up Automattic while we evaluate them.

What I like about audition projects:

It's real, practical work.
They get paid. (Ask yourself who gets "paid" for a series of intensive interviews that lasts
multiple days? Certainly not the candidate.)
It's healthy to structure your work so that small projects like this can be taken on by outsiders.
If you can't onboard a potential hire, you probably can't onboard a new hire very well either.
Interviews, no matter how much effort you put into them, are so hit and miss that the only way to
figure out if someone is really going to work in a given position is to actually work with them.

Не у всех компаний есть такие возможности, иначе наем обычного разработчика займет годы -- пока с каждым поработаешь. Также он не осветил как фильтрует резюме.