Revamping Interview Strategies.

One of the things which bothers me with the current interview process relevant in most companies if the focus on measuring candidate’s capabilities on the basis of his knowledge of particular sub-technology. There might be wrong with this approach, but what if the Candidate is a strong programmer who unfortunately hadn’t got the opportunity to work on the particular technology/framework ?

Programming or analytical skills, according to me, is something which is heart and soul of a software programmer. He might or might not have worked in a particular technology, but that doesn’t mean he cann’t do good when given a chance. After all, none has worked in every technology under sun. What matters is his ability to solve a problem.

Recently I saw an article in Medium and was quite fascinated by the thought. What if ask something very familiar to candidate, but prompting him to think outside the box.

For example, counting the odd numbers in an array of integers or checking if a given day is weekday or weekend is something we would have done when we learn the first steps in programming. What if we ask the candidate to accomplish the same without any form of conditional operators ?

Now that would get his thought process reset. He would have think, which is more important than remembering something and answering. So, revisit your interview strategies and allow the candidate on put on his thinking cap on

Here is my 2 cents on accomplishing the above mentioned questions in C#

public int CountNonConditional(int[] Arr)
     var sum = 0;
     Array.ForEach(Arr, (x) => sum+= x % 2);
     return sum;
public bool IsWeekDayNonConditional(DayOfWeek Day)
     return Convert.ToBoolean(((int)Day % 6));

100 Days Of Code

Last night I read about the 100DaysOfCode by Alexander Kallaway and I was pretty interested with the concept. So here is the guidelines I would be following for my challenge.

  • I will dedicate atleast one hour for Side Projects every day.
  • This would be outside my core work.
  • This will not include any time I spend in reading tutorials.
  • At end of the day’s effort, I would tweet my updates with hashtag ‘#100DaysOfCode ‘ under my handle anuviswan.
  • I am not allowed to take any break from this 100 day challenge, unless it is unavoidable as I am away from my system whole day.
  • The code base would be stored in either my public GIT account or personal VS Online account depeding on the side project am working.

Private Transport to Personalized Transport

Living in an urban area and planning to take your car out to another corner of town on an evening? What would the first that cross your mind?

Where do I Park my car!!!

Quite honestly that’s what many of us think while taking out car these days. The urban landscape has changed so much over the recent years that even the parking space provided by malls are flooding.  Entering this scenario are two different, yet connected concepts which could change the way people look at transportation. 

The recent surge in investment and interest in the area of autonomous cars are surely gathering momentum. Players like Tesla and Alphabet are not leaving any stones unturned in their quest to rule the autonomous car market. Alphabet recently hired Tesla’s former head of hardware engineering to lead Waymo’s initiatives. It wouldn’t far when fully automated cars ply the public roads.

On other side of the coin are the initiatives by Companies such as Uber promoting online taxi service that never quite rests, on other words require a parking lot. They ply 24×7,literally living on road. Their large fleet of cars allows them to attend customer call within minutes.

Now if we were to step back a bit and wonder why many depend on personal transport over public transport, there are many possibilities we could think of.

First, the ability to reach doorstep of your destination, and second, need for private space which public transport doesn’t provide. Taxis and services like Uber provide solution to the former, but falls short ever so slightly on the latter. The stranger in this scenario would be the driver himself.

This is where autonomous cars can join in provide you a completely personalized transportation service. In fact, Uber on its part has already started investing on autonomous cars.

May be people might still want to use their private cars, but it does open up possibilities of a tomorrow that relies on driver-less personalized public transportation that doesn’t require your to scratch your head over parking.

360 Degree Evaluation

360 Degree Feedback/Review System is a much abused term in many companies these days. While many Organizations and Managers effectively use the ‘jargon’ on a day to day basis, it makes me wonder how many actually perform a complete 360 Degree Review System, particularly in Performance Appraisals.

Ideally, an effective 360 Degree Review System should include 6 major parties

  1. Senior Management
  2. Immediate Supervisor
  3. Peers
  4. Subordinates.
  5. Clients
  6. Self.

Together, this 6 parties provide a complete 360 Degree view of an employees performance. It is quite disheartening to see some of the companies that boosts of a 360 Degree Performance Review System, often, conveniently forgets some of the major links in the chain, including Peers and Subordinates, and while some might even forget taking Immediate Supervisors feedbacks. What it leads to is some of the better traits of employees gets unnoticed.

Instead, if the companies were to focus on all the 6 parties, there is whole lot they could achieve. There are certain traits or skills which is more visible to certain groups more than others and that’s what makes the 360 Degree Evaluation such an effective practice if done well.

For example, Peers are in better position than anyone else to access a coworker’s skills such as team work and communication. They also probably know more about the person’s knowledge due to day to day interaction at work. In fact, studies reveal that peers are more often than not excellent predictors of future performances.

On other hand, the immediate supervisor would be an effective observer for accessing a wide range of skills including Job Knowledge, Approach to work and Quality of work. This might not be as effectively observable for members of Senior Management, whose vision would be more on metrics such as On Time Delivery Index and Quality Metrics.

Similarly, a subordinate would be in the best position to review a supervisor’s leadership and mentoring skills. Most often than not, it is the supervisor’s management skills (or lack of it) which makes the team member either an active participator or pushes him to resign.

Studies also reveal that there is a direct relation between on for how long the reviewers know the person and the rating they give. It has been observed that if the reviewer knows the employee for 1-3 years, the probability of the rating is being more accurate is high. Whereas, the chances of favoritism or personal affection influencing the review increasing as the years go by. On other hand, a person whom the reviewer knows for less than an year would not be in a position to understand the skills correctly. In short, the reviewer should have known the employee long enough to go past first impression and not long enough to generalize favorably.

One of the points held against 360 Degree Evaluation is how the employee could manipulate the feedbacks and conflicting opinions creating doubts on the accuracy. However, if practiced well, a confidential 360 Degree Evaluation program with weighted rating according to role played by the reviewer in the cycle would work much better than any other system. The key to success lies to in the companies approaching the method as a tool for positive feedback, rather than an instrument to criticize the employee.

Hello world!

Hello Readers.

A short intro of myself. Am writing codes for bread since 2005, focusing mainly on .Net and related tecahnologies. I have some experience into process side of development, being in the Process Group for CMMI appraisals and know a bit about the nuisances of Process Areas up to Level 3.

My primary hobby is Photography.