CASE 6-2 NOT GETTING FACE TIME AT FACEBOOKAND GETTING THE LAST LAUGH!

• Add your opinion about the choices and decisions being madeif this was your company would you make this choice?
• What would you do differently?

LUNUTU UUSM solely for instructional purposes d ed to enhance the http://www.linksoflondon.contus- (4) Ibid ore the con CROOK ... CASE 6-2 NOT GETTING FACE TIME AT FACEBOOK AND GETTING THE LAST AND GETTING THE LAST LAUGH! That is the reason why the applicant is not only tested In August 2009, Facebook turned down job applicant Brian coding skills... but also to gauge enthusiasm and more Acton, an experienced engineer who had previously worked at tion. The applicant's leadership and decision-making Yahoo and Apple. More than 4 years later, Facebook paid him $3 are also evaluated as the company seeks to find some billion to acquire his 20% stake of WhatsApp, a start-up he had who can make a large impact on the industry and make cofounded immediately after Facebook rejected his job applica tion.(1) WhatsApp Messenger is a proprietary, cross-platform, quick decisions (7) instant messaging subscription service for smartphones and selected feature phones that use the Internet for communication In addition to text messaging, users can send each other images, video, and audio media messages, as well as their location using integrated mapping features.(2) How could Facebook, a highly successful firm, have made such a drastic mistake? Back in 2009, Brian Acton was a software engineer who was out of work for what seemed like a very long time. He believed he had what it took to make a difference in the industry, but his career did not work out as planned. Even though he spent years at Apple and Yahoo, he got rejected many times by Twitter and Facebook.(3) Acton described the details of the interview process that he failed to do well in as follows: First of all, interviewing a person for a job that requires technical skills is difficult for both the interviewer and the interviewee. Facebook is a highly desirable firm to work for and requires the best skills and talents from all of their potential employees. It is therefore not surprising that the selection process rivals, if not tops, any company in the industry. The process starts with an email or a phone call from a recruiter in response to an online application or [to) a recommendation from a friend who may work for Facebook. Sometimes, in the initial chat online, timed soft- ware coding challenges are set to find the best perform ers. If this chat goes well, an applicant will go on to the next level-an initial in-person interview or phone screening.(4) in this next hurdle, the applicant will have a 45-minute chat with a fellow engineer/potential coworker, [with] whom he or she shares the same area of expertise. They will tell you about their job and what their role is in Facebook; then they ask about the applicant's rsum, motivation, and inter- ests. Additionally, the applicant will be tested about his or her technical skills, coding exercises, and programming abilities.(5) If successful, the applicant will be invited for back-to-back interviews. This part of the process is very grueling and stressful since all the interviews take place throughout a single day. The candidate will also be asked to manually write a program on a whiteboard to make sure that the applicant is knowledgeable about program writing. The goal in this final step is to see how one approaches a prob- lem and comes up with a solution (that) is simple enough to solve in 10-30 minutes and can be easily explained (6) As a potential coworker, the applicant will be tested in terms of understanding and explaining complex ideas, with most tasks project related and constantly changing. This requires employees to possess a diversified set of skills