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I am using the machine now! I can't see its eaten anything, Visual Studio has moved sort of 2008 is in the M bit & 2013 is in the V bit. It also looks like the DOS (or command) prompt is back (or easier to find). The worst bit is I now Edge has replaced IE I will have to try to get my bookmarks back (I think I will carry on with Firefox!) so far so good 
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Awesome.
Maybe i'll upgrade this weekend
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Exactly the same boat (except that I was on W7.1). I too was caught out by the immediate install - I was even prepared by having another disc in the PC to do a final W7 backup onto. However, it looks like everything is OK so I'm creating a new backup with the W10 before I break it - that is still in progress. To my surprise, the new OS looks very acceptable and the learning curve is not as great as I had feared.
I was more than 1/2 expecting to have to do a clean install as W10 had failed to auto-update when it first came out. I had the usual helpful error code and was not convinced by the results of researching on the web which said to be patient and you will get a notification later telling you that it can now update. But my cynicism was unfounded.
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I have to agree, the update is/was smooth and faster than I was expecting but I really dislike having to find everything again. It seems to have kept of updated everything, the odd thing is I can now restore to Win 7 when this PC came with 8 Installed! 
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after spending few years in the IT industry now i got a chance to interview new candidates in my company. Basically, now my opinion will also taken into account by management in selecting new people. I would like to get some tips from you guys that apart from technical knowledge, what key points should i focus ? Till now i only gave interviews but did not take any.
Ravi Khoda
Humanity is the best religion and smile is the best medicine.
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Character is the most important quality you should look for when hiring someone. But get them to do the talking. Ask them about projects they have worked on. What did they like? What didn't they like? What did they learn?
There are only 10 types of people in the world, those who understand binary and those who don't.
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RyanDev wrote: Character is the most important quality you should look for when hiring someone
I thought that once, but changed my mind after two weeks of working with Captain Hook and Cruella du vil.
modified 6-Aug-15 7:31am.
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That would be fun. I usually try to turn the tables on them and let them do the talking. But yes, it's always better to pluck apart what the other side said instead of revealing too much yourself. 
The language is JavaScript. that of Mordor, which I will not utter here
This is Javascript. If you put big wheels and a racing stripe on a golf cart, it's still a f***ing golf cart.
"I don't know, extraterrestrial?"
"You mean like from space?"
"No, from Canada."
If software development were a circus, we would all be the clowns.
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Some chit-chat and small talk can reveal allot about ones character, so don't neglect it.
Also look at their body-language, are they leaning backwards? or are they leaning to you the interviewer? Or does he/she always keep looking at the door or time.
#region(start signature)
Life's like a nose, you've got to get out of it whats in it!
#endregion
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Quote: are they leaning backwards? or are they leaning to you the interviewer?
Sorry , but which position is good? if they leaning forward means they are listen to you carefully?
Ravi Khoda
Humanity is the best religion and smile is the best medicine.
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No. Leaning forward means they are getting ready to pounce on you and shake your neck. 
The language is JavaScript. that of Mordor, which I will not utter here
This is Javascript. If you put big wheels and a racing stripe on a golf cart, it's still a f***ing golf cart.
"I don't know, extraterrestrial?"
"You mean like from space?"
"No, from Canada."
If software development were a circus, we would all be the clowns.
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aaah, my mistake.
leaning forwards tends to mean that people are interested in what you are saying.
Leaning backwards means they are confident and/or relaxed.
SO it would depend on what kind of person you are looking for to what would be the best option.
#region(start signature)
Life's like a nose, you've got to get out of it whats in it!
#endregion
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Start by looking for "Interview Questions" articles: they will give you all the questions and answers you will need!
Then bin them. By all means ask a question from them - but use it to weed out the idiots who also sought out that rubbish...by following it up with an in depth explanation, or just passing over the sheet to those that give it word-for-word.
Check up on history, check up on CP and SO: do they have an account? Why not? What have they published? If they have, what's it like? Good? Bad? Relevant? Plagiarised? Do they answer questions, or do they ask them?
Most interviews (apparently) are decided one way or the other in the first couple of seconds: "I can work with this guy" / "No way Jose!" - often before anyone has started to speak!
You need to get someone who can do the job - that's a given - but you also need to remember that you will be working with them for several years, so it has to be somebody that "fits in" with the team. If you don't like them at first meeting, you probably don't want to employ them, even if they are technically brilliant.
One important thing to remember: you have to sell the company to them as well. If they are any good, they want somewhere that they fit into comfortably - so if you give the wrong impression of what the company is like, they won't stay long; and recruiting is expensive! You should treat an interview as a two way process - them selling themselves, you selling yourself.
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
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OriginalGriff wrote: One important thing to remember: you have to sell the company to them as well. If they are any good, they want somewhere that they fit into comfortably - so if you give the wrong impression of what the company is like, they won't stay long; and recruiting is expensive! You should treat an interview as a two way process - them selling themselves, you selling yourself.
Things get really ugly when the company leaders start to believe their own propaganda. This can go as far as a total loss of any grasp of reality and employees are considered to be incompetent or lazy.
The language is JavaScript. that of Mordor, which I will not utter here
This is Javascript. If you put big wheels and a racing stripe on a golf cart, it's still a f***ing golf cart.
"I don't know, extraterrestrial?"
"You mean like from space?"
"No, from Canada."
If software development were a circus, we would all be the clowns.
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Problem solving. Given a problem, how does the candidate approach the solution; decomposition of the problem into sub-problems, and method of (re)solving each sub-problem.
One more thing is "What is your favourite topic/subject", ... followed by what was the most interesting learning you had in the last 3/6 months in this topic; "Can you explain this learning to me".
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Sit him down with QA, and tell him to solve the top 50 unanswered problems.
If he makes an excuse and runs like hell, he's the one you want! 
Bad command or file name. Bad, bad command! Sit! Stay! Staaaay...
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now thats the best one i've heard in a while
#region(start signature)
Life's like a nose, you've got to get out of it whats in it!
#endregion
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won't do that but yeah idea is good to go through top unanswered question for asking technical question rather than go through the same repetitive list of interview questions for .net or c#.
Ravi Khoda
Humanity is the best religion and smile is the best medicine.
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One of my techniques is to try and help the candidate relax - I will usually make an erudite witty remark and if they don't laugh they generally don't get through.
Understand that this is as much to protect their sanity as it is to ensure that I can work with them - as if they get the job they will need to put up with my erudite witticisms on a daily basis 
“That which can be asserted without evidence, can be dismissed without evidence.”
― Christopher Hitchens
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We haven't discussed this yet...now is a good time.
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P0mpey3 wrote: .now is a good time
Just heard that Stuart Broad has became the fifth bowler of England to take 300 Test wickets.
I actually really like him  
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I am a big fan of him, too. I particularly like his this[^] over.
I ain't got no signature.
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At this rate, I wouldn't fancy having tickets for the 3rd day.
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I think the Highlights show will have to show the whole thing...and then show it all again just to fill the allotted time slot.
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