In January 2003, I attended a Writing Better Code summit in Portland, Oregon, organized by Scott Meyers and Bruce Eckel. At the three-day summit, 15 people gathered to discuss code quality and how they could improve it. Throughout this discussion, one theme was clear: good code is written by good programmers. Therefore, one great way to improve the code quality within an organization is to hire better programmers. The trouble is, recognizing a good programmer among a pool of job applicants is not easy.
Finding good programmers is hard because good programming is dependent on much more than just knowledge of programming language syntax. You need someone who, despite wearing striped pants with a polka dot shirt, has a good sense of taste in OO design. You need someone who is creative enough to find innovative solutions to problems, yet anal retentive enough to always line up their curly braces. You need someone who is humble enough to be open to suggestions for improvement, but arrogant enough to stand firm and provide leadership when they are the best person to provide it. How can you tell all this about a stranger by spending 30 minutes with them in a conference room?
The final morning of the Writing Better Code summit, Bruce Eckel announced he was "hijacking" the meeting. Bruce wanted each person at the table to share his or her interview techniques. He wanted to know how we recognize a good programmer in an interview. In this article, I highlight some interview techniques discussed that morning.
