Learning from Joel Spolsky (and Dave Winer)

Here are my comments on Joel's comments on Dave Winer's comments concerning comments. I think Dave is dead-on, but the whole issue is really more of an A-List issue than it is a general concern. I bet there's some sort of law that states that the amount of garbage increases exponentially to the number of participants; if there isn't, there should be. If you have a small blog where just a few people comment - or none, like this one - the quality of the discourse tends to be pretty high, but when you start having thousands of readers, the number of people who have their own agenda to push starts to outweigh the number with interesting feedback. I have comments enabled, and I expect to have them for the foreseeable future :)

But I still want some way to do trackbacks. I don't think the existing trackback system is able stop spam well enough to be useful, but the fact is, no one who reads Joel's post will ever find out about this one, as far as I can see; especially the casual reader who only stops by for a few seconds.

The Guerrilla Guide to Interviewing

Joel's latest article on interviewing is up. It makes some good points, although he continues with the down-to-the-metal idiosyncracy that I posted about last year. But here are the things that I thought were really good points:

• Hire/No-Hire . Make a decision. If you don't know, the answer is No Hire. I've run into this before when interviewing an entry-level guy for a position that required more skills than that. We recommended he be hired for Support instead. I'm not sure that that wasn't the right decision, but as a principle I like this one.
• You want people who are smart, and who get things done. Joel describes people who fail at one or the other, and I think I've worked with most of them before.
• A programmer should understand pointers, and recursion. Joel comments that a lot of people are coming out of school without learning a language that requires pointers, which is a problem. Less so with recursion. He says that pointers are an aptitude rather than a skill.

At the end he says, confidently,

If your resume and phone-screening process is working, you’ll probably have about 20% hires in the live interview.

True at FogBugz, no doubt. I've not really seen it here in Indianapolis, where the local talent pool is so small. But you never know, we might get lucky!

Want a job at an up-and-coming medical imaging company? Drop me a line!