<?xml version="1.0" encoding="utf-8" standalone="yes"?>
<rss version="2.0" xmlns:atom="http://www.w3.org/2005/Atom">
  <channel>
    <title>hiring on Nelis&#39; blog</title>
    <link>https://nelis.boucke.be/tags/hiring/</link>
    <description>Recent content in hiring on Nelis&#39; blog</description>
    <generator>Hugo -- gohugo.io</generator>
    <lastBuildDate>Fri, 10 Apr 2020 00:00:00 +0000</lastBuildDate><atom:link href="https://nelis.boucke.be/tags/hiring/index.xml" rel="self" type="application/rss+xml" />
    <item>
      <title>Code katas for selecting technical talent</title>
      <link>https://nelis.boucke.be/post/code-katas-for-hiring/</link>
      <pubDate>Fri, 10 Apr 2020 00:00:00 +0000</pubDate>
      
      <guid>https://nelis.boucke.be/post/code-katas-for-hiring/</guid>
      <description>Code katas for selecting technical talent - An experience report Hiring good technical people for your team is always a challenge. I have experimented with several different approaches in the last few years, from screening CV, in-person interviews, including technical questions, a design challenge to solve a business problem during an interview, etc. But I was never entirely happy with the results because none of these techniques gave me a good indication that the candidate masters good technical practices.</description>
    </item>
    
  </channel>
</rss>
