this post was submitted on 18 Nov 2023
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Programming
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Unionizing
to add to this, id like standardization of qualification and competencies - kind of like a license so I don't have to "demonstrate" myself during interviews.
I hate being in a candidate pool that all have a degree and experience, we all go through a grueling interview process on college basics, and the "best one gets picked." Company says "our interview process works great, look at the great candidates we hire." like, duh, your candidate pool was already full of qualified engineers with degrees/experience, what did you expect to happen?
I'm betting you aren't involved in hiring? The number of engineers I've interviewed with graduate degrees from top universities who are fundamentally unable to actually write production quality code is mind-boggling. I would NEVER hire somebody without doing some panel with coding, architecture/systems design, and behavioral/social interviews.
This. I've had someone in my team that was completely self-taught with no relevant education that was a great dev.
I've also interviewed someone that supposedly had a master degree and a couple of certificates and couldn't remember how to create a loop during the interview.
I don't know how you could properly implement "standardization of qualification and competencies" without just min-maxing it in a way that favors academics
good question. Software and computer practices are changing much faster than other fields but with time, pillars are being better and better defined. Production quality code, CI/CD, DevOps, etc..
Civil engieers have a successful licensure process established. See my comment regarding that.
But an approach where a candidate would spend time under a "licensed professional software eng" would favor practical work experience over academic.