As an interviewer, what's wrong with despising a candidate's github junk code?

If you are a veteran interviewer, you will definitely not struggle with such questions.

Why?

Because it is inevitable that during the interview process, we will encounter rookies with mixed eyes. After all, in the early stage of resume screening, including the initial test, most companies are done by HR, not technicians. Basically, relying on a superficial understanding of technical terms, when screening resumes, look for keywords, look at work experience and internship experience; when interviewing, listen to the other party's description and make simple judgments. The focus of HR's work is to look at people, and it is impossible for HR to go Look at the code on the candidate's GitHub.

So when it comes to the technical director, it is likely to be a beautifully packaged "defective product".

But this process, in fact, the technical director may also have problems. Formally speaking, although HR is in the lead in the early stage, technical personnel should participate, such as:

After the resume is screened by HR, it should be sent to the technical department for inquiries to determine whether to invite an interview;

In the written test part of the interview, the technical department should be responsible for the written test questions, and let HR make the preliminary judgment.

If a job seeker is not very good at lying, the resume can definitely tell the clue. Even if the resume is good at packaging, it is difficult to cheat in the written test, which can greatly reduce the occurrence of such situations.

Taking a step back, there is no need to despise such a rookie. When everyone first came out, they were a mess, and the ignorant were fearless. You may be willing to be a teacher, but the other person is not very pleasant, you feel that he is wasting your time, he feels that he has been personally attacked...

In fact, if the candidate is found to be unqualified, it is enough not to hire. An experienced interviewer will only calmly end the interview as soon as possible, which is enough. To despise the candidate is just a waste of time, there is no need for this, and it may even be wrong because his words affect his mood.

Recruitment and job hunting is a game in itself, and it is better to look at it objectively.