Green and Gold
Footballguy
The definition of brain teaser is, "a problem or puzzle, typically one designed to be solved for amusement." Inventing an error and asking the candidate questions about how they would troubleshoot is definitely a process question, not a brain teaser. Asking how many piano tuners are in Chicago, or the volume of the cabin of a 747 is a brain teaser.How are those questions "brain teasers?" They just seem to be asking questions about process. I doubt that they care what the answer is, just whether the candidate's process to get there makes sense.Except they don't ask those types of questions anymore, and now call the practice of asking brain teasers during the hiring process 'silly' and 'an awful hiring practice.'roadkill1292 said:Johnnymac said:If I was asked either one of those questions in a job interview I would get up and leave.I don't really agree that policy positions are all that count. Part of what I want in a President is somebody who shares my public policy preferences. But a rather big part of what I want in a President is somebody who makes good practical decisions in general.Go ahead and ridicule his life story, the pyramid comments, the paintings in his house etc... nobody cares. Attack his policy positions, his lack of experience etc... you know, legitimate things.
In job interviews, companies like Microsoft and Google will ask questions like "How many professional piano tuners do you estimate there are in the city of Chicago?" or "What's your estimate of the total volume of the main cabin in a 747?"
Those questions have no more to do with an applicant's prospective duties at Google than the grain-storage-capacity of the pyramids has to do with being President of the United States. But they are relevant and probative questions nonetheless because how a person works through their answer gives us some insight into how they think, how they approach problems.
Similarly, Carson's crazy statements on topics not directly relevant to public policy issues nonetheless give us some insight into his general reasoning and decision-making processes. If those processes seem ... unreliable ... I think that's a good thing to know about him before deciding how to vote.No one here would have guessed that you weren't Microsoft or Google material.
So there's that.
Back when I was hiring tech drones, I did something similar. I'd invent an error and ask the candidate how he or she would troubleshoot the problem. Knowing the solution wasn't the point. It was trying to figure out how the candidate went about finding the solution when he or she didn't already know it.
In any case, brain teaser or not, Google has figured out that these types of questions add no value to the interview process. But don't take my word for it, here is an article about it:
"Everyone likes to ask case questions and brain-teasers. It turns out our data shows that doesn't actually predict performance. There's no correlation with your ability to do that," said Laszlo Bock, Google's SVP of People Operations, in an interview with Kleiner Perkins Caufield & Byer's partner Beth Seidenberg.
"Part of the reason is that those are tests of a finite skill, rather than flexible intelligence which is what you actually want to hire for," Bock continued.
Google has moved away from the famous brain-teaser questions, Bock has previously noted.
Instead, better questions for Google are structured interview questions that "are not rocket science." To screen for problem-solving, a better question is "Give me an example of a hard problem you solved" so the interviewer can then drill down for specific examples.
"Those kinds of questions are actually predictive of how someone will perform versus what we typically do," Bock said.
"Part of the reason is that those are tests of a finite skill, rather than flexible intelligence which is what you actually want to hire for," Bock continued.
Google has moved away from the famous brain-teaser questions, Bock has previously noted.
Instead, better questions for Google are structured interview questions that "are not rocket science." To screen for problem-solving, a better question is "Give me an example of a hard problem you solved" so the interviewer can then drill down for specific examples.
"Those kinds of questions are actually predictive of how someone will perform versus what we typically do," Bock said.
No one here would have guessed that you weren't Microsoft or Google material.
Dont think he was just going to "get" that.