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Diffstat (limited to '')
| -rw-r--r-- | _articles/2020-10-19-how-to-not-interview-engineers.md | 4 |
1 files changed, 2 insertions, 2 deletions
diff --git a/_articles/2020-10-19-how-to-not-interview-engineers.md b/_articles/2020-10-19-how-to-not-interview-engineers.md index 10096e1..1bffb0f 100644 --- a/_articles/2020-10-19-how-to-not-interview-engineers.md +++ b/_articles/2020-10-19-how-to-not-interview-engineers.md @@ -241,7 +241,7 @@ England, it may not work in New Zealand, even though both speak english. The cultural context difference is influent to the point of invalidating a test and making it be no longer valid. -Irregardless of the validity of the proposed "big fived" personality test, +Irregardless of the validity of the proposed "big five" personality test, saying "just use attributes x, y and z this test and you'll be fine" is a rough simplification, much like saying "just use Raft for distributed systems, it even has proofs that it works" shows he throws all of that background away. @@ -315,7 +315,7 @@ about hiring? What can they teach us about technical hiring? If all I've said makes me a "no hire" in the proposed framework, I'm really glad. -This says less about my programming skills, and more about the employee's world +This says less about my programming skills, and more about the employer's world view, and I hope not to be fooled into applying for a company that adopts this one. |