Bonne année !
Manigong bagong taon !
Feliz año nuevo !
Happy new year !
新年快乐 !
Friday, January 1, 2010
Wednesday, September 30, 2009
Monday, April 13, 2009
Quote
« There is no free will.
There are no variables.
There is only the inevitable. There’s only one future. You don’t have a choice.
The bad news is we don’t have any control.
The good news is you can’t make any mistakes. »
Chuck Palahniuk, « Survivor »
There are no variables.
There is only the inevitable. There’s only one future. You don’t have a choice.
The bad news is we don’t have any control.
The good news is you can’t make any mistakes. »
Chuck Palahniuk, « Survivor »
Wednesday, March 25, 2009
“How would you move mount Fuji”
« How would you move mount Fuji, Microsoft cult of puzzles, how the smartest companies select the most creative thinkers » by William Poundstone.
This book mostly deals with recruitments methods in high-tech.
If it's focused on Microsoft's, it's because this company was one of the first to use on a large scale a recruitment process based on applicants problem solving ability, like puzzles and riddles.
This kind of test seems to have been used by 1957 at Shockley semiconductors, and 1979 at Hewlett-Packard, and to be a quite common practice in silicon Valley.
Fast-changing technologies led companies to use such methods : it's then not possible to
test applicants on their technical skills, as these will soon be obsolete. The goal is to hire people who think differently, and have high problem solving skills.
Microsoft has been using such tests since its early years, and applicants – hired or not – have created websites where puzzles and riddles are collected (1).
The administrator of one of these websites told that many companies, willing to use the puzzles, asked him for the right answers. He said : “If you can't answer these questions, you should not ask them”
The most important point is that problem solving ability only proves the applicant's ability to solve puzzles, not to be good in a job.
(1) here : http://techinterview.org/
This book mostly deals with recruitments methods in high-tech.
If it's focused on Microsoft's, it's because this company was one of the first to use on a large scale a recruitment process based on applicants problem solving ability, like puzzles and riddles.
This kind of test seems to have been used by 1957 at Shockley semiconductors, and 1979 at Hewlett-Packard, and to be a quite common practice in silicon Valley.
Fast-changing technologies led companies to use such methods : it's then not possible to
test applicants on their technical skills, as these will soon be obsolete. The goal is to hire people who think differently, and have high problem solving skills.
Microsoft has been using such tests since its early years, and applicants – hired or not – have created websites where puzzles and riddles are collected (1).
The administrator of one of these websites told that many companies, willing to use the puzzles, asked him for the right answers. He said : “If you can't answer these questions, you should not ask them”
The most important point is that problem solving ability only proves the applicant's ability to solve puzzles, not to be good in a job.
(1) here : http://techinterview.org/
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