<div dir="ltr">I suspect google would have a hard time hiring anyone if their candidates took that approach (i.e., "that's a BS question; let's get back to dealing with reality")-- their entire interview process seems (or seemed) to be geared around asking for solutions to vague open-ended problems and/or for solutions to brain-teasers (I'll not forget spending quite some time trying to figure out the probability of which way ants would walk along the edges of a triangle or how many times it would take to drop an egg before determining the maximum height limit for an egg-drop-protection scheme or answering a question like "explain how the telephone works").<div>
<br></div><div>My thought was that organizations who primarily hire folks with no appreciable industry experience have to spend a lot more time probing how someone thinks about the hypothetical/theoretical. But organizations that are hiring experienced folks can spend more time delving into experiences/background (and checking references).</div>
<div><br></div><div><div class="gmail_extra">Jeff</div><div class="gmail_extra"><br><br><div class="gmail_quote">On Fri, Jul 25, 2014 at 12:00 PM, Tim Randles <span dir="ltr"><<a href="mailto:tim.randles@gmail.com" target="_blank">tim.randles@gmail.com</a>></span> wrote:<br>
<blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex"><div dir="ltr">If the point is not to ask reasonable questions you're wasting valuable interview time. A good candidate should recognize your question as being unreasonable and ask to move on. Would you want an employee wasting time considering unreasonable requests or identifying them as unreasonable and explaining why?</div>
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