QuickBooks Online 2023 Bank Feed Deposit Entered as Income for Cash-Based Business Get ready to start moving on up with QuickBooks Online 2023 Support Accounting Instruction by clicking the link below giving you a free month membership to all of the content on our website broken out by category further broken out by course then organized in a logical reasonable fashion making it much more easy to find what you need than can be done on a YouTube page. We also include added resources such as Excel practice problems, PDF files and more like QuickBooks backup files when applicable. So once again click the link below for a free month membership to our website and all the content on it. Here we are in our bank feeds practice file. We started up in a prior presentation using the 30 day free trial. We also have open the free QuickBooks Online sample company. If you want the two open at the same time we suggest using the incognito window or another browser. You can open incognito if using Google Chrome by selecting three dots in the browser. Incognito window typing into the search engine QuickBooks Online Test Drive. We're using the sample company to compare the accounting view, the view that the bank feeds practice file is in and the business view, the one the sample company is in to toggle between the two views, go to the cog up top and switch the view on down below. We're going to duplicate some tabs to put the financial reports in that being the balance sheet, the income statement by right-clicking the tab up top and duplicating it. We're going to right-click the tab up top and duplicating it and then we'll go back to the middle duplicated tab down to the reports on the left-hand side, open up one of the favorites, the balance sheet. Note that if you're in the business view by the way, you're in the business overview to get to those reports and then the reports on the left-hand side, that's where the location is under the business view. If we tab to the right, we can then go down to our reports again, open up the other fave that being the profit and loss, otherwise known as the income statement. Close the hamburger, change that range. I'm going to go from 0201, 0122 to 123122, run it to refresh it and tab to the middle, same thing. Close the boogie, scroll up and those ranges are a change in 010122 to 123122, run it to refresh it. There we have it and let's go to the first tab too and open up the bank feeds because that's what we primarily are working on. They're under the banking tab when using the accounting view and banking up top. If you were in the business view by the way, the bank feeds are located in the bookkeeping tab on the left and then they're in the transactions up top, bank transactions. Okay, so now we've entered information a lot for the decrease side of things. Now we're going to be looking at the increase side of things. You can look at the increases by sorting by amount on this side so I could sort by amount and that'll give us the increases or you could use some filtering options as well. But I think this method works good if you have multiple months in place. You might want to sort first by detail, right? So it's going to sort by detail and then sort by the amount and that will give you basically the dollar amounts on top in terms of the deposits and then secondarily sorted by the details. So you've got the same information kind of next to each other. So now we want to think about how can we construct the deposit side of things which from an income statement perspective would be recording the increase to income and an increase possibly to cash generally using the bank feeds. That could be a little bit more complex and different depending on the type of industry we're in. So let's take a quick look at the flow chart and recap the different kind of flows that we might have from the customer or revenue or sales side of things where at the end of the flow we expect cash to be going up although there's a couple different ways to be getting there. Right at the end of the day we expect cash to be going up but we might be on a cash base method. We might be on a cruel method. We might be completely dependent on the bank feeds to record the transactions. The easiest thing to do if we're trying to construct our bank feeds our financial statements directly from the bank feeds is to just rely on the bank feeds and wait till something is recorded in the bank which means it's a deposit it's an increase to the account and just simply record it with the deposit form as income. So that would be great if we can do that but we can only do that for particular types of industries usually it's like gig work or something like that because if you're getting paid by YouTube for example or some other platform you can just wait till it clears and then you can just record the deposit through the bank feeds with a deposit form the other side going to an income account. Note that you do lose a little bit of like more information that you usually get from a full service accounting system because the deposit form is not the natural form to use when recording revenue. QuickBooks is designed to use the sales receipt on a cash based system to record revenue and the invoice on an accrual based system to record revenue. So if you don't use those two forms you're not using the items in the same way or the customers in the same way therefore you have a little less detail for the subsidiary reports of breaking out sales by customer for example and sales by item the things that you sell but that might be well worth doing if it's the easiest thing to do in like a gig work situation. Now if you have a little bit more difficult of a situation let's say you have a cash register and a food truck or in a restaurant or something like that then you're usually going to record the sales with the sales receipt which is kind of recording it at the cash register and that's still a cash based kind of system because you're getting paid at the same point in time you're doing the work but you're usually not recording the cash receipt directly into the checking account here and the actual money usually isn't going directly into the checking account at that point in time and what will happen is you're going to get the money in whatever format you're going to get it credit card or let's just assume cash for the moment that's the easiest thing to think about and then you're usually at the end of the day going to want to compare the money that you've received to which in the cash register and then you're physically going to take that money and deposit it into the bank and you're going to want to make sure that when you deposit it into the bank in your bookkeeping system you do it in the same format as what is on what is in the bank so that then you can use the bank feeds to double check to help you to reconcile. So in this kind of system you're kind of forced oftentimes in other words not to wait till the transaction clears the bank in order to record the transaction because you want the internal controls of recording the transaction at the cash register point in time of sale and kind of double checking the sales reports to the cash as well as the same thing with the credit card statements and so on. So oftentimes we'll put money in here put it into an undeposited funds account in our accounting system and then we'll take it out of undeposited or whatever you want to call it a clearing account amounts to be deposited they call it something different online but same idea and then we'll take it out of there and put it into the checking account in such a way that we can match it to what's on the bank statement or in the bank feeds helping us with the bank reconciliation still a cash based system but it's more complex to do it because it's a full service cash based system instead of one in which we're completely reliant on the bank in order to construct the financial statements and that's because of the industry that we're in then we could be in an industry when we're in an accrual type of system meaning we're in the type of business where we have to do the work first and then send out a bill or invoice for the work done like a bookkeeping firm law firm like a landscaping or something and so that means that this transaction has nothing to do with cash so there's no way we can record it with the cash based system of just recording with the bank feeds so I have to hit the invoice which will increase accounts receivable the other side goes to sales at this point in time then we're going to receive the payment and then we can record basically the deposit so the way QuickBooks is usually designed to work is we enter an invoice accounts receivable goes up, sales is recorded we receive the payment generally we decrease accounts receivable record the other side into this clearing account called undeposited funds or funds to be deposited or whatever you want to call it because we want to make sure that we group the money that we're receiving in the same format as it will be showing on the bank so then in our accounting system record the deposit it might be comprised of one received payment or multiple received payments or multiple received payments and credit sales for example if we got multiple cash flows in that were cash I'm going to deposit them at one time I want to make the deposit in my system the same format that will match on the banks side so when they do come through with the bank feeds we're just going to match out to the bank feeds instead of recording the transaction through the bank feeds and then of course inventory as we talked about before also complicates the system because if I'm tracking inventory on a perpetual inventory system I have to use an invoice and a sales receipt to record the items of the inventory so we'll start to look at this and we'll start at the easiest method meaning you're in the type of industry that you can just record transactions with a deposit form and then we'll get into more complex methods and branch out from that easiest method and try to explain step by step why you would need to record something a little bit different depending on the method now if I go back to the income statement notice that our income line we only have two generic accounts at this point in time that's going to be sales and sales of product and income so we have a service income account we have a product income account that is normally like all you really want are the major groupings of income accounts usually mistakes that people often make which sometimes they're justifiable but generally as a general rule you don't really want to make income accounts based on your customers meaning I'm not going to make a separate income account per customer because usually if you're doing a full service accounting system one in which you're not using deposit forms to record revenue but you have sales receipts and invoices to record revenue you will have sub ledger accounts to break out your income by customer your income statement then can be the summary account and the other mistake people make is to have a separate income account for every inventory or service item they provide that's overkill as well you usually only want major groupings of the things that you provide because you can run subsidiary reports if using a full service system meaning you're using sales receipts and invoices not just deposits they can generate reports broken out by the things that you sell by product and service if you're using those service items however if you're not using sales receipts and invoices and you're in a gig work situation and you're getting paid by YouTube or like Amazon or like an audible thing or whatever you're doing then you don't have the subsidiary reports because you're not using the sales receipts and invoices as readily and you might just start naming your income accounts like YouTube income or Amazon income or something like that which is what we'll start to do here because that's going to be the general that's where most of our information come from from our practice problem and then we'll branch out from there so let's take a look at an example so let's first just look at some of these these income accounts that we have here are classic kind of things that people deal with and how we might deal with that as they come through the bank feeds so different kinds of deposits so first of all we've got this PayPal thing now PayPal used to be like an intermediary kind of platform where you would put it you would use PayPal just so that you can transfer the money into your checking account so if that's all you're using PayPal for then maybe you don't need to do bank feeds with PayPal maybe you can just wait until you transfer the money into your checking account and you can simply record it as income from whatever source whatever the source platform was as it comes into your QuickBooks you can only really do that or that would be best or easiest to do if you didn't have any other all your income was coming from the same place that's just going through PayPal and you're not using PayPal to pay like expenses and stuff because then you're using PayPal more like a checking account so that's one method that you can use but now PayPal is becoming more and more like a checking account so if you have multiple sources of income going through PayPal another method you might use is to set up PayPal as another checking account which it kind of is these days and therefore you would have bank feeds up top with another card of a PayPal account and you can then record your income and your expenses in a similar way as you would with another checking account and you would have just the inter company or inter bank account transfers between the PayPal account and your checking account when there's a transfer and we would record it that way so we'll talk more about PayPal later there's different integrations with PayPal you can kind of look at but that's what we'll actually set up a PayPal like checking account and use the bank fees to set up PayPal hopefully we'll try that in a future presentation now if you get paid by something like a Google like YouTube again this is like gig work kind of situation so in that case you might just make an account called Google income or YouTube income and you'd be using the name of the customer in essence in that case but that would be appropriate because I'm just recording the income directly from the platform that's given it to me and I'm not using invoices or sales receipts so we'll do that later if you get paid by like teaching platforms like a skill share or something similar thing you're just getting paid by a platform so you might just call it like skill share income if you're using something like a Stripe that's another intermediary kind of transactional tool similar to PayPal but Stripe is usually designed specifically as an intermediary tool and not so much as like another bank account so you might have different Stripe integrations that can help you pull more detail from your Stripe into your business account we might talk more about that in future presentations but that can get kind of complicated because do you want all that added detail in your system or not if you make sales on like a website do you want to have all your customer detail information pull into QuickBooks or would it be better to summarize that information in QuickBooks and have all that other detail in Stripe or wherever you have it coming from so one method you can use what we'll just do here is we'll just imagine all of our Stripe income is coming from like a website or something like that you could wait till it comes into your checking account and simply record it as whatever it's coming from you could say it's website income or whatever and then all the added detail that's coming through Stripe instead of having it within QuickBooks you can then pull that from the Stripe page and then your QuickBooks is not weighted down with all that added detail but maybe you want all that in QuickBooks which means you might use some integrations to help pull it into Stripe which we're not going to get into here but we might dive into in its own kind of presentation or course then Audible is another one if you get money from Audible then again you could just that's like you're just getting paid by a platform for royalties or whatever so then you could just record it as income as it comes as it comes through possibly just calling it Audible income and then and then so Amazon same kind of thing if you sell stuff with Amazon it gets a little bit more complex and you might need to integrate with Amazon so there's tools that you can use that are apps that help you to kind of integrate your transactions with Amazon but if you're just getting paid by it for like Amazon Prime or like video you know royalties or something then you might just call it when it comes through Amazon Amazon income because it's just another platform that is coming through Amazon might have multiple different things that they pay you for which you can usually see as differentiated with their transaction detail interest obviously might be just you just record that basically as interest income so let's imagine that I'm going to record one of these in place that are like the easiest thing like Stripe I'm going to imagine it's coming from a website and I'm just going to record it as like website income so this would be like the easiest way to do it right I'm just going to say all right Stripe is here they're trying to record it as a transfer I'm not going to record it as a transfer it's recording it as a transfer because it's coming from another another like what you might think of as a bank type of account if you were to try to integrate with Stripe but I'm just going to record it as a category again you could use apps to try to integrate QuickBooks is trying to come up with new integration apps but sometimes that's a little bit of an overkill so you want to really think about before you you know set up those integrations do you need them what what added information what stuff do you need in QuickBooks versus outside do you need to bloat the QuickBooks to have that added information or is it good enough to have that in the Stripe area so in any case I'm going to say there is that the customer or vendor again you might just call it Stripe I'll just call it Stripe which is not exactly correct because of course the customer if it was coming from a website might be that it's coming from multiple customers that that are from the website but if I'm selling like five dollar items and I have thousands of sales so I really want all the customers coming through in the QuickBooks that's you know one of the questions you want to have before you do the integration alright and then we've got the category so I'm going to just set up a new account as I go because it's going to be an income type of account and I only have you know these generic income accounts here and I'm going to say I want to get detailed basically in my gig work in terms of which platforms are paying us so I am going to set up an account by in essence who's paying us which is a deviation from the general rule in a full service accounting system if I was using a sales receipt or an invoice so that's going to say this is going to be an income account and I'm going to say just other primary income and I'm just going to call it website income with it with the imagination I'm just making this up that this stuff is coming from a website sales or something like that so that's what I'm going to put it for instead of just saying stripe income right because what's the stripe is there collecting income for a particular thing generally would be the idea and so I'm going to save it and now of course save it and close that we could make a rule for that now so let's make a similar process I'm just going to make the rules as we go on the deposit side similar to what we did on the expense side I'm just going to call it stripe rule again and this time it's a money in rule instead of a money out rule you can have a particular account or all accounts we're going to say that it's going to be any or all it doesn't matter because I'm only going to have one condition we'll talk about multiple conditions more later I'm going to say I want it from the bank text I like that better in the memo typically and then I'm just going to say it contains and I just want stripe as long as it says stripe then I'm good to go with it so I'll keep the stripe and then deposit type category website income stripe and so I'm not going to auto add it I'm going to want to check them as we go so I'm going to go ahead and save that so same thing we did now I've got these rules that are set up here let's go up top and I can filter now by the recognized items so the ones that are recognized and here are the stripes so let's just try to add like just some of the stripe stuff so one way we can do that if I just try to select these ones I'm going to say that I'm going to put my cursor here and then I'm going to scroll down to the end of the stripe stuff so I'm going to say right there I'm holding shift and I'm going to select all of them and there they are so I'm going to keep this other stuff because I might use that for some other thing I don't think I'm going to need these ones so I'm just going to add these just to clean them out here so let's go ahead and then I'm just going to accept all of that and pull that in to the system so then if I go into my book my balance sheet and go into my checking account we have a positive number now and so now we've got all these items that are recorded on the deposit side that are in the website income if I go into any of those it doesn't take me back to the bank feed screen but rather to a deposit form the form typically used for an increase to the checking account now notice the checking account is a filterable form because there's a lot of transactions so if I just want to see the deposits I could go in here and I can size and filter the transactions by transaction type let's say and let's say we just want the increases which are the deposits and run that and boom so now we've got our stripe deposits in there and then the other side if I go back was on the income statement so in the income statement let's run it to refresh it it's going to be now we've got this website income just a generic kind of income account that we're going to put everything from stripe that goes into and boom so it pulls in all that stuff and everything that's going in there is with a deposit now again remember in a full service accounting system anything that increases an income account is usually going to be an invoice type of form or a sales receipt type of form a cruel invoice sales cash based method we're using a deposit so again that's fine because that's the method we're using but it's not really what the system is kind of designed to do so we're losing a little bit of added detail by doing that because I can't run like a sub ledger by customer or by or by item but I did add the customer as just stripe income so if I went to the tab the first tab for example and I go into my hand boogie and I go down to the sales then and then I go into my customers now I've got my stripe items down below so I could like see the detail in that way or at least I have my customer that has been added so again it's not notice there's no detail in it because the deposit forms are not usually the form that you use to record the customer information usually it's going to be an invoice and then a receive payment form right so it's so you get to track the customers but it's not giving you the same kind of detail that you would have if you use the full service you know system for the for the cycle of the sales cycle spit it out ok if you're in the other view they get paid and paid view it would be in get paid and paid that's where your customers are at that's what I'm trying to say so there is that so next time we'll keep on building these and we'll do the same thing we'll say we've done the easiest thing just using the deposit and waiting until it clears the bank and then we'll start to start to move away from that to the more difficult components say entering a sales receipt how do the bank feeds fit in there there's actually two nodes it could fit in there as you could try to hit the bank feeds to connect to the sales receipt or you can use it to match the deposit and then we'll move to the invoice where you could have three nodes that you can connect the bank feeds to you could enter the invoice and try to connect the bank feed to the invoice you could enter the invoice receive the payment try to connect the bank feed to the payment and then you could enter the deposit and try to connect the bank feed to the deposit so we'll talk about all those different possibilities just so you're kind of aware of them but most of the time people that are using a full service accounting system will probably do the whole system themselves record the deposit on their end the bank feeds then to verify the deposit that they have made using the bank feeds as a reconciliation tool as opposed to a recording of the financial transaction tool alright let's just open up a trial balance and see where we stand at this time we're going to duplicate this won't let me duplicate it I'm going to hit the hamburger reports down below and let's type in trial balance trial balance boom and let's run from<PHONE_NUMBER>22 and run it this is what we've been constructing thus far just in terms of the bare bones mainly from data drawn directly from the bank feeds notice you've got your assets up top and then your liabilities then your equity and then your income statement all kind of in one place


Welcome traders to Tick Mail weekly market outlook for week commencing the 30th of November. Dollar drifting lower again, retesting loads of the years as traders reallocate portfolios to recovery trades in the rest of the world. One key part of the story is that the federal keep rates very low and well into the upturn and we should hear a little more of this story from friend chair power this week who has various speeches and also appears before the Senate banking committee with Treasury Secretary Mnuchin to discuss the CARES Act. We'll also see the latest beige book ahead of the next FOMC meeting for the 16th of December. We'll also get some fresh US macro updates in the form of the November employment report and ISM releases on the former but for slightly above the 500k consensus figure but below consensus on both the ISM manufacturing and services indices. Indeed the focus this week will be whether US state governors now that Thanksgiving is out of the way choose to impose harsher lockdowns to curb second waves. While more lockdown restrictions may stand to curb US equity markets prospect of the Fed being prepared to have more liquidity should limit any potential dollar upside. So from a technical perspective we're still grinding out this fourth wave in terms of the dollar. We are at a key technical level as we retest the year to date lows. Now if we do get some bids coming to the market here we've also got month end on Monday any upside should be capped by this 9350 to 9380 area and for me at this stage all roads lead to the 90 level. If at the beginning of the week we take out the year to date lows then look for a grind into that 90 level in the incoming sessions. In terms of the euro has continued to grind higher moved by the broadly weaker dollar. Local inputs to the euro story for the week ahead come from the Eurozone flash November CPI seen still at minus 0.3% euro per year and a soft October retail sales figure is likely. Neither should detract from the view that the ECB will offer fresh stimulus when it meets on December 10. The simmering threat of a veto of the EU recovery fund by either Poland or Hungary has yet to be taken seriously by FX markets as a deal is expected and the euro will also take note of any progress in terms of Brexit. In the background any good Chinese November PMI numbers or any OPEC plus outcome which does not hurt crude oil too badly will probably be greeted well by the trade sensitive euro. From technical perspective the euro is just shy of its year to date highs at the 1.2012 area. Pay attention to how we trade on the initial test of those highs as we do have some significant momentum divergence developing. So we could get an interim pullback but as long as we hold the 118 area as support then I look for a test of the projected fifth wave upside target at 1.21.20. In terms of sterling it's once again potential make or break week for sterling as face-to-face EU-UK trade negotiations resumed in London over the weekend. The latest remark where both parties have highlighted lingering differences and have somewhat played down the chances of a deal prompting a late sell-off in sterling on Friday. Also the cost for hedging the downsiding cable through one-week risk reversals have risen to levels last seen in September. All this is mirroring a market that is becoming more concerned about potential no deal but the levels at which sterling is trading is still telling us that very little of the worst case scenario is being priced in. Accordingly should negotiations definitively collapse the downside reaction could be asymmetrical. Picking and timing on an official deal or no deal announcement remains complicated considering the number of delays but time is indeed running very short and we should at least see the balance tilt towards one of the two outcomes more decisively over the coming week. The view really is that we're probably likely to see a skinny type deal mostly focus on trade rather than services. So the market retains a positive bias on sterling. The data calendar looks very quiet in the UK next week and there are only two speeches by BOEs terreno to keep an eye on. So it's going to be a wait and see once again on the Brexit negotiations. From a technical perspective sterling looks poised to test its prior year to date cycle highs at 134.87. Again watching momentum divergence here because there is a potential for a quick pullback to retest the 131 area of support before buyers will likely step in with some gusto targeting the fifth wave objective for this move up above 139. If we don't hold the 131 area we could see a deeper pullback to test the primary trend line support back down to 129.50. It would really only take a loss of 128.55 to concern the bullish perspective at this point. Dollyann has returned to type with one month levels of implied volatility drifting back to the 5% area. However, it is somewhat encouraging that it continues to trade below the 105 level despite some reasonably large Japanese buying on foreign bonds according to portfolio flow data. This charms of the view that the global extras from the dollar will dominate many FX pairs over the coming year. Japanese data this week is industrial production and retail sales as well as some jobs data. This typically doesn't drive the yen and instead the dollar yen will probably take more notice of any fresh US lockdowns or virus, good or bad use is more likely to impact the dollar yen. So what we're looking at from a technical perspective is we continue to trade in this descending trend channel as we hold this 103.80 area as potential sport here any move back up into the 105 is likely to meet resistance. I'm ultimately looking for a test and break of the 103 level to drive down to test the year to date lows at 101.20 we could get a pop here that I'd be using any strength there to sell into and the target really for this move now becomes the 100 level. In terms of Australia it's actually going to be a busy week with many Aussie dollar domestic drivers on the central bank side the RBA will announce monetary policy on Tuesday and Governor Philip Low will deliver a speech to the Parliament Economic Committee the following day. Both of these events come before a key piece of data for policy decisions that being the third quarter growth figures which will be released during Low's Parliament testimony. Accordingly don't expect the RBA meeting to bring major surprises considering the bank very recently deployed a new large stimulus package. If anything Governor Low may want to stress repeatedly that the RBA is not out of fire power. However more easing looks quite unlikely and markets also appear in line with this view. Some traders will hope for any signals that the RBA is shifting away from its relaxed stance on the relatively strong Aussie but it hasn't really reached levels that warrant such a shift in sanctions yet. With the RBA impact on the Aussie possibly quite contained the GDP figures may drive any idiosyncratic moves in the pair. Expect a 2.5% quarter over quarter read which is marginally above consensus. I'm inclined to think that the Aussie will move in line with global risk dynamics. As usual it's worth keeping an eye on the China-Australia trade spat which shows no signs of abating and the Aussie has remained dangerously complacent to this story as with the other major pairs the Aussie looks poised now to test its year to date highs at the $0.74 level. Look for any reversals here any failure at these prior highs because once again we note this developing momentum divergence. Any failure here and any reversals could give a counter-trend shorting opportunity but I've been looking for any pull back into projected ascending trend support at the $71.35 as an ideal area to re-engage on the long side looking for the equality objective versus the $69.94 gives us an upside fifth wave target at $76.92 so any pull backs and bullish reversals to be jumping in on the long side for that fifth wave upside objective. As always traders you can join me on Thursday for real-time updates and analysis on a broad section of markets and this concludes the weekly market outlook for the week commencing the 30th of November have a prosperous week.


The 2016 DOD Warrior Games closing ceremony marked the end of intense competition at the U.S. Military Academy. As the Warrior Games came to a close, the focus moves to 2017. The games moved from West Point, New York to a new city. On behalf of the honorable Ray Mabus, Secretary of the Navy, and Mayor Romer Manuel of the City of Chicago, I would like to announce that Navy will be hosting the 2017 Warrior Games in the City of Chicago, Illinois. As the torches passed and the games moved to the home of the Navy's only boot camp, there should be more energy and excitement for Team Navy next year. To find out more about the Warrior Games, visit their website.


Welcome and konnichiwa to Think Tech Hawaii. Konnichiwa Hawaii, a Japanese language broadcast series live from downtown Honolulu and available on YouTube. I'm Yukari Kunisue and joining me today in the studio is Ms. Emi Hanamizu, Advanced Planning Advisor at the Valley of the Temples, next to Bioto Inn in Kaneohe. Hello, everyone. From downtown Honolulu, Think Tech Hawaii is available in Japanese. Hello, everyone. I'm Yukari Kunisue, a host. Today's broadcast is from Valley of the Temples, in Leyen. I'm Emi Hanamizu, an advanced planning advisor at the Valley of the Temples. Emi, thank you for coming to the studio today. Thank you very much. Ms. Emi, you have been working as an advanced planning advisor at the Valley of the Temples for a long time. Now, you are working as a planning advisor at the Valley of the Temples for Japanese people in Leyen. What is the meaning of the word harvest? The word harvest was born about 10 years ago, but the baby boomer gradually retired and became 60 years old. From now on, you are thinking about your own ending, looking at yourself, and living better. That's what the word harvest is called. What is the meaning of the word harvest? It's not about ending, it's about putting it in your eyes and making your current life better. That's right. That's how it is. What is the meaning of the word harvest advisor? The reason why I became an advisor was because my husband's friend was working at the Valley of the Temples. He asked me if I could help him with the contract, so before we started, he asked me to look at the Leyen. He even asked me to guide him to the Valley of the Temples. Four years ago, there was a new place called Ocean View Terrace. It looks like a hotel's name. That's right. There is a sign there. It's on the top of the mountain that leads to the side road. There is a waterfall in the middle of the mountain. There is also a red shrine. It's a red shrine. It's a shrine flower. Yes, that's right. The flowers are beautifully decorated. When I entered that place, I said wow. Wow. I screamed, and it was really a scream. From there, it's a heart shape. When I climb up the mountain, I can see Kaneohe Bay. It's Kaneohe Bay 1. I came down from the car, and I couldn't see the ocean. I can see a little bit of it. The master of the waterfall was designed there. In the waterfall, it seems that the view is a little more reflected than the view of the ocean. That's right. It's not the ocean view, but the view of the waterfall. I can see the ocean view of the waterfall. And there is also a bird's size. We have a lot of hawaii. And it's a beautiful place, and tourists are tired of money. The sound of the bonk. You can hear it from the ocean view of the water. The sound came when I felt it with my skin. I heard it for a second. It was a very sudden sound. I don't really have an image of a grave. I have a dark image of a Japanese grave. That's right. It's like a house. I had a moment when my mind and my consciousness were a little distorted. I thought, if it was here, I'd like to live in peace. If it was here, you could always say, I don't want to go home. I don't want to go home. I was told to do something about money. I thought, I don't want to go home now. I thought, I don't want to do something about money. I'd like to show you a picture of me and Emi. If you don't mind showing the first picture. This is the picture of the financial advisor. It's a very rich picture. It's like a road. Emi went here and changed the picture. The next picture? The person who looked here screamed, This is the location of Wao. It says Ocean View Terrace. What do you see behind me? It's a coral mountain. It's a coral mountain in the middle of Hawaii. There is a red ginger flower that was mentioned earlier. The next picture? This is the place where you can see Shirari. It's very beautiful even if you say Shirari. This is the place where you stand and look at the ocean. It looks very beautiful behind you. Is that also a coral mountain? I don't know. That is also a beautiful place in Hawaii. This is the place where you can see the ocean. There is a place where you can see the ocean. The next picture? This is a heart shaped shadow. This is a dragon. Dragon. This is the place where you can see the dragon. What is in the middle of the heart? That is the waterfall. That is the waterfall. The water is flowing there. The next picture? This is the cave. This is a hat made of aloha shirts. You can make your favorite shape or design. Is this a gemstone? Yes. This is a hat made of aloha shirts. This is a sunglasses. This is a hat made of aloha shirts. You can do this. It looks very cute. I see. This is the last picture. One more? This is a cave made of aloha shirts. Last year, it was made of glass. This is the cave. This is the cave. Last year, it was made of glass. There are pictures and patterns on the wall. There are pictures on the wall. There are pictures of WAN and WAN's neck. They are put together with patterns. This is the memory of a pet. There are flowers on the wall. There are flowers on the wall. You can see the pictures when you walk around. You can see the pictures when you walk around. You can see the back of the building. What is the first thing you see? The Buddha. The Buddha is the main temple. That's right. There is a developer named Paul Trouser. He is equal to the Buddha. Thank you. He is equal to the Buddha. He is equal to the Buddha. I want you to come to the temple. I want you to come to the temple. I want you to come to the temple. People from Hawaii know about the temple. The other side is the strict wall. There is the replica of the temple that crossed the mountain. That's the story of the temples. That's the story of the people who love each other. Thank you very much. We're going back to the story we talked about earlier. You were in charge of the harvest. You came here and said you wanted to be here. Why did you introduce it to Japanese people? I lived here for 31 years. You lived here for 31 years? Yes. You lived here when you were young? Yes. I didn't know that there was such a place. I thought it was only for the harvest because it was the grave of Shibafu. You lived here because you had a lot of friends? Yes. We didn't have any children. You lived here because you had a lot of friends? Yes. When I was gone, my husband was a surfer. Your husband was a surfer? Yes. I told my husband about the surfer spot. You've been a surfer in Japan recently? Yes. I didn't know that there was such a place. My husband was also a surfer. When I went there, he said he wanted to be here. My husband said he wanted to be together with me. He wanted to be together with you. He said he wanted to sleep here. I wanted to know that. He wanted to start working as a surfer. He said he wanted to be a surfer. I didn't know that there was such a place. If you want to live in the sea, you can go there. But there is also such a place. That's what I want to tell you. I'd like to talk about how we actually do it. It's not just a painting. It's also a painting. After painting, you can refer to the painting. I showed you the picture earlier. You can also see the aloha shirt. You can also see the painting. You can also see the painting. You can also see the painting. You can also see the painting. I'd like to talk about the painting. We'll take a short break here. We'll be right back. Stay tuned. I'm Jay Feidell, think tech. Think tech loves energy. I'm the host of Mina, Marco and Me, which is Mina Morita, former chair of the PUC, former legislator, and Energy Dynamics, a consulting organization in energy. Marco Mangelsdorf is the CEO of Provision Solar in Hilo. Every two weeks, we talk about energy. Everything about energy. Come around and watch us. We're on at noon on Mondays every two weeks on think tech. Aloha. Aloha. I'm Marsha Joyner, inviting you to come visit with us on Cannabis Chronicles, a 10,000-year artisty where we explore and examine the plant that the muse has given us. And stay with us as we explore all of the facets of this planet on Wednesdays at noon. Please join us. Aloha. We are back from break. I am Yukari Kunise. And this is Konnichiwa, Hawaii. Talking with Amy Hanamizu, advanced planning advisor. This is a live broadcast. Think Tech, Hawaii, Japanese program. Konnichiwa, Hawaii. Konnichiwa, Hawaii. Today, we're going to talk to Ms. Emi Hanamizu, who is helping out with the weekly advising such as the Oaka Rain in Hawaii. Please continue. As I mentioned earlier, you can do a lot of things in Hawaii. But for Japanese people, there may be people who think that there are only Japanese people. So, in this case, what is the difference between Japan and the US? There are four major differences. First of all, in the Hawaii area, there is no nationality, religion, and the local community. You can buy anything. So, it's okay not to be an American? It's okay. It's okay not to be here? Yes. So, for example, you can buy condominium. It's okay if you don't have it. It's okay. If you provide a passport, a certificate, and a certificate, and a certificate, you can get a certificate. Please get a certificate. Yes. Then, you can get Emi Hanamizu. I see. For example, in Hawaii, there are differences between Japan and the US. How do you do in Hawaii and how do you do in Japan? Well, basically, I think it's the same. In the first part of the week, there is a program for cleaning. Cleaning. So, there is a big difference.  You really feel like you're dying. That's cleaning. Yes, that's right. In Hawaii, there are aloha shirts, or aloha shirts. You can clean like this. You can clean with aloha shirts. That's right. In Hawaii, there is a celebration for those who have passed away. Celebration? Yes. So, you can sing. Yes. You can sing. Yes. You can also dance. You can also take pictures of them when you're getting married. Yes. You can also do that in the funeral. You can do that. I see. You can do that. You can do that in Hawaii. That's right. So, can you do that even if you come from Japan? Of course, if you have any hopes. Of course, you can do that even if you wear black clothes. Yes. You can do that either way. So, for advanced planning, you have to prepare beforehand. That's right. You have to prepare for what you want to do. You have to prepare for what you want to do. You have to prepare for what you want to do. You have to prepare for what you really want to do. If you don't, the family you left has really disappeared. You can't ask if you are happy with that. Yes. You can't confirm if you really wanted to do that. You can't confirm if you really happy with that. You can't confirm if you really want to do that. For the sake of the people left behind, it is important to have a plan like this. Of course, the harvest is important for the sake of the people left behind. For the sake of the people left behind, for example, the older sister said, no, that's not true. The younger sister said, no, that's not true. If you want the person to tell you what he wants you to do, can you arrange it? This is the ending plan guide. Ending plan guide. It's really detailed. When you are in a funeral, can you show the appearance of the sheep? It's called showing. It's called viewing. It's a show of the sheep. It's a show of the sheep. It's viewing. I'm sorry. At that time, there are people wearing glasses. At that time, do you want to wear glasses? Do you want to remove them? What clothes do you want to wear? What kind of music do you want to play? We also have things that we can all like. Then Emi-san will do it as an advisor. Yes. Then let's build an aloha shirt. What other things do you want to do? What I want to do now is... Well... Is it a rare product? It's a product that I've made. Hybiscus and... Hybiscus. Kame-san. Kame. In the word of Hawaii, it's Kame-san. Yes. There are many things that have changed. So, you mean Kame-san's aloha shirt? Yes. And Tori-san. Tori? Yes. And I pray for her. For example, if you have a religion. Yes. Then you can choose a lot of things. If you don't like piano, you can design a piano. If you want to dance, you can choose a dancer. Yes. I don't have that yet. But if you design it, you can have hope. Yes. Then you can make it as it is. I see. Then you can decide it in detail. Yes. You can give advice to people like Emi-san. You can leave a record. Yes. For example, if you don't have to come to Hawaii. Or if you are in Japan, can you do that? Yes. I'm preparing it now. Since January of next year. Yes. I think there is a chance that you won't be able to come to Japan. Yes. So you can do that in Japan. Yes. I'm preparing it now. So even if you come to Japan. Yes. Then you can talk about how you can do it in Hawaii. Yes. You can do that. Yes. I see. Emi-san can do that. I will give you a brief introduction. Yes. So you can do that. Yes. You can do that. Yes. You can do that. Yes. You can do that. Yes. I'll go back a little bit. I know that you often say that you don't like to go to Hawaii. Yes. I'm not talking about surfing. You want to go to the sea. You want to be a sailor. Yes. You want to be a sailor. Yes. You want to be a sailor. Of course. You want to be a sailor. Yes. Half of them go to the sea. Yes. Half of them go to a doctor's office. Yes. You can do that. Yes. Yes. The second biggest difference I want to make is. You don't want a sailor. You don't want a sailor. Yes. If you have a sailor in Japan. It's always a sailor. Yes. Yes. It's a child. Recently, they came out of the city. They don't come to the local community. In the local community, there is the Hakajimai. Hakajimai? The grave is closed? Yes. I'm from Fukuoka, Japan. I talked about this last time. I went to the funeral for the sake of the grave. I said, I can't sell the grave because it's the Hakajimai era. I didn't have a pamphlet. It's not a hot sale. It's a new situation in the local community. Do you have two differences? The third difference is that the grave is closed. After the grave is closed, the Hakajimai is closed. The child goes to the city and is sent to the funeral. The funeral is decided by the amount of money. 10 or 20 years. That's right. It's not free. It's not free. You have to do it. If you have to go to the funeral, you have to go to the funeral. If you have to go to the funeral, you have to go to the funeral. You have to go with other people. I see. The funeral is held in Japan. It's like that. But in Hawaii, there is no limit to the grave. I don't have a license. You don't have a license? I don't have a license. So, if you are allowed to enter, you won't be allowed to enter. What is the last difference? The fourth difference is that if you are in Japan, if you have a mother in a temple, you don't have to pay off the fees. It's quite expensive, isn't it? Yes. As for the agricultural activity, it's like a annual management day. There is a management day. Yes. It's like a annual management day. In America, there is an AQ fund or an AQ care fund.    Yes, you pay off the fees. I see. You can pay off the fees if you want to. That's right. That's right. So, if you don't have a child like me, or if you are single, you will not be able to pay off the fees. If you are single, even if you die, you will not be worried at all. I see. You will be able to pay off the fees. That's the difference. I think it was a very interesting story today. Lastly, if you are more interested in it, I would like to ask you a question. Can you tell us a little bit about it? My phone number is<PHONE_NUMBER>. The email address is emi.hanamizu.bott. It's a word for the value of tempo. It's Hawaii-HI.com. I would like to ask you a question. Thank you so much for coming today. Thank you very much. I'm Yukari Kunise. This is Konnichiwa, Hawaii. See you soon.


This research paper examined the effectiveness of heterologous fibrin biopolymer, HFB, combined with photobiomodulation, PBM, in the repair of the buccal branch of the facial nerve, BBFN, in rats. The results showed that HFB and PBM had positive effects on the morphological and functional stimulation of the BBFN, suggesting it as a potential alternative and favorable method for the regeneration of severe injuries. This article was authored by Kluber Rodrigo de Susabueno, Maria Clara Castle-Latonin, Daniela Vieira Buchain and others.


Our next speaker will be Amar and Amar she would tell us something very very important which is hello so yeah she's going to tell us about hiring yes yeah hello everyone um I hope you're enjoying your about your python so far and now it's time for hiring the mystified before we start please allow me to introduce myself my name is Mara Bartolome nice to meet you all and as you can see I know my way around pythons but aside from real snakes I've been working as a software engineer for more than a decade mostly doing web development in startups in Malagan London and I currently work as a remote freelancer but in the later years of my career I also got involved in engineering and hiding so today I'm here to tell you all I've learned after tons of trial and error and it all started when I was working at a very small startup and at some point we needed to grow the team but none of us had much idea how to do it but we've all experienced doses of interviews as candidates so we knew the drill so we just started imitating what everyone else was doing and we put together a little process which was we sent a take home project for the candidate to do at their own pace and then upon a satisfactory review we would invite the candidate over for an actual interview but it was harder than expected we started finding candidates and the solutions that we got back from the take home project were quite bad in most cases people made it to the interview and the most the the hires that we managed to do were very junior and we had to make use of expensive contractors to fill our development needs temporarily and one day we made a big mistake and invited a candidate over for an interview even when his take home project was a disaster but surprisingly when he came over and had the actual interview he was pretty okay I even recommended hiring him and that moment was when I started questioning everything our hiring practices actually rational do they work or are we just mindlessly following a cargo quote the situation reminds me of these experiments with monkeys and a ladder and it goes like this some scientists put a set of five monkeys on a cage and then when they attempt to get a banana on top of some stairs the scientists spray them with some water so they learn not to touch those bananas but then the scientists replace one of the monkeys with a new monkey which tries to climb for the bananas but the other monkeys knows what's coming so they kick the new monkey down and eventually they replace all the original monkeys by new monkeys and they all learn the same behavior of not letting anyone climb for the bananas but none of them is actually aware of the reason and I think the same thing has happened to engineering hiring we're all following the same rituals without questioning why when you ask people however most will give you some reasons for example they will tell you we test people because we want to hire the best and so they see testing as an ordeal that mortals have to pass in order to prove themselves worthy of joining the ranks but you know what that reminds me of have you ever seen this show it's like a very hard obstacle course that people need to complete in order to prove themselves the ultimate ninja warrior and every single participant on it looks like they could start an action movie and yet most of them fail along the way because it's so easy to make a slip so there's a huge luck factor involved I think engineering hiring has turned into the same thing or hiring process is so complex that for no reason other than luck you may slip and that's okay for TV entertainment but I really think it's not the best strategy in real life but of course the cool followers have a good reason for this as well they will tell you yes we know we're throwing away tons of good candidates but it's the price to pay to avoid false positives and by false positive they mean someone who might look good on paper but on reality is not and people are so terrified at making a mistake when hiring that they think a very complex hiring process will filter those out for sure and it's a reassuring thought but unfortunately I think it's incredibly naive too because we're humans and if there's something sure about humans is that we'll make mistakes no matter what and here's another fact about humans we're multifaceted and not just mindless coding machines and that's actually great because we come with a lot of soft skills that really make a difference when it comes to be the best at work but a different set of soft skills however will make people shine at interviews even when you're not explicitly testing for them there is of course some overlap with the two sets of skills and this is the reason our testing kind of works often people who are good at interviews are smart and smart people are often good developers too different hiring processes might make the overlap be better or worse but be aware that it will be impossible to have a perfect match of the two circles but it works for google I hear people say and I really can't argue with that because after all it's the giant tech companies of Silicon Valley who actually invented and popularized the hiring practices that we all now blindly follow and we follow because they are our gods and we want to be like them but what works for them doesn't necessarily work for you because you're likely very different kinds of companies for example these companies have an oversupply of candidates coming to their doors and they need to actually filter most of them out I'm pretty sure that many of you listening to this talk have applied to a big tech company at some point I have at least these tech giants are also loaded they have tons of money employees and resources that they can dedicate to hiring without making a dent in the rest of the business and I very much doubt that this is the case for your company and they have also specialized in hunting for a very specific type of candidate a fresh graduate from an elite U.S. university their hiring process is designed to be very excellent like an algorithm focused because this is what the kids at uni feel comfortable with but even for them the process is not perfect this is a tweet from the creator of homebrew the package manager for macOS every developer with a mac is using his software including most google employees so I am pretty sure that google would want him on their ranks and yet when he tried to interview there he failed and personally I think that's google's loss okay so then what what is the best way to do hiring I would say like with the most complex things there's no one true way to do it after all different companies have different needs and different candidates also respond differently to different processes the key I think is balance a good hiring process should strike a good balance between effort invested and quality of hires I'm not saying that all of our practices are bad but applying them mindlessly and discarding most candidates is really wasteful both for the company some for the candidates themselves your company is likely not sitting on a mountain of gold like google is so you need to be smarter and more efficient if we want to hire efficiently we need to be realistic about both our company needs and the characteristics of the developer market out there like I said before not all companies have the same needs and not all developers are hired equally for example most companies really want to get a hold of senior developers and for a good reason because they are the best bank for your buck but guess what they are also more difficult to hire there's less supply of them and more demand so you're going to have a hard time snatching them and you can make it even harder if you make them go through a difficult and long hiring process but the good news is that perhaps you don't need that many of them most companies do well with a small amount of mentors and then a bigger amount of horsepower and that's where mid-level developers shine people with some experience which know how to code and can work with minimal supervisions but they are more abundant and easier to hire and then there's juniors they are cheap and easy to hire but no matter how smart they are they at least some amount of supervision and guidance so I don't recommend making them the bulk of your workforce in the long run however they can be a valuable investment if you manage to keep them with you and set them on a progression path after you figure out some realistic needs the next step is to adapt your process accordingly testing is like clothes it works better when it's tailored to fit different kind of people if you do a one size fits all the same test for everybody you're only going to get one type of person and what we want instead it's a healthy balance for example it's okay for a junior straight out of uni to pair and implementing a simple algorithm they often come with no experience at all and you want to make sure they at least know the very basis of coding but for seniors on the other hand you want to keep testing to the minimum possible in order not to scare them off if you must I feel it's okay to discuss about higher-level topics regarding architecture or text stats and some whiteboarding in this context is also acceptable but algorithms or quiz questions or take-home projects I find are even insulting at this level they make you look like you don't trust that the candidate is experienced and for those in between you could mix and match several tactics but always keeping them sensible something that we always should keep in mind is that hiring goes both ways you're not just selecting people people are also selecting you so the higher you go up the seniority ladder the more you need to relax the relax the friction and switch from a buying mindset to a selling mindset it can be okay for a junior to have to prove that they are worth your time but for seniors it's the other way around you need to prove to them that your company is worth their time so don't waste their time and at every stage I think it's important to proceed with respect and trust for the applicant and try to keep the process as relaxed and pleasant as possible in this aspect I like to consider hiring less similar to an exam and more similar to dating the point is not for people to prove their knowledge or their intelligence in a formal way the point is for both the candidate and the company to get to know each other a bit better before they embark on a longer term relationship an exam makes you nervous and alert whereas a date is pleasant and relaxed and I believe hiring should be like this too an exam is unilateral one party makes all the rules and decides all the results on a date both parties participate equally and as we've seen hiring goes both ways a date is also informal and imperfect you can't expect it will give you a full picture of the personality of the other person just a feeling with hiring you really can't expect more than this either no matter the process that you're following another way to put it we're all about agile in software development right well I think the same agile principles can be applied to hiring almost word by word we should value individuals on interactions over an inflexible hiring process responding to change over following a plan collaborating with the candidate over one-sided approaches and always remember that no matter how much testing you do the only real way of knowing how someone is going to work is actually working with them we should value making candidates into workers as soon as possible over comprehensive testing okay so far I've given you some general guidelines but I think you could do with something more specific so during the rest of the conference we're going to be looking at recipes from mars tech hiring cookbook where we will go over some well-known techniques and discuss their appropriate usages let's start with job postings since they are the very first step in the hiring process and an extremely important one since a job posting is going to determine the pipeline of candidates that you get so you want to craft it with care most people write job specs that honestly read like a letter to santa they describe the most perfect candidate that they can think of it must be super experience and know all the technologies we run in the house and then some more and leave and breathe code blah blah blah and then they cry when only overconfident juniors apply look at this one for example let's see what exactly is wrong with it well first it's very unrealistic while too specific at the same time I mean 10 years of experience with python 3 has it even been around that long and then a long list of buzzwords and also knowing about ops and front and to really very few people are going to be a perfect match for this if we get any applicants they are going to be just the confident ones among the partial matches and on top of that it's written in a someone immature manner it has a nonsensical job title it's bragging about the startup being a disruptive unicorn with a last team and using terms like web scale what does that even mean when an offer looks like it's written by kids only kids are going to apply to it and lastly it's a bit opaque it asks too much from the candidate but tells us very little about the company compare that with this reworked version I now explicitly separated a description of the company stuck in the first paragraph versus the minimum requirements in the second one by doing so the requirements are now much more realistic while at the same time the spec is a lot more revealing for the candidate too and giving them a hint of what kind of systems they are going to be working around even if they turn out not to be involved with some of them like the ops or the front end we're doing two-way communication even when we're not directly talking to anyone we're not just asking we're also telling me my requirements are now not only realistic I made them as broad as possible in order to cast a wide net and not miss out on candidates I'm not asking for specifics such as python 3 or Django I'm just okay with people knowing any version of python and what development on any framework I also removed all the nonsensical language so that the offer looks a bit more serious and written by adults it doesn't need to be super formal it's clear that it's still for a startup and I'm still requiring people to be comfortable in a fast-paced environment but I can do so while talking like a normal person I'm also including a clear salary ban this is beneficial for everyone being explicit about salary from the very start saves time and effort to both parties and denotes trust and transparency from the company side after we get some candidates from the pipeline it's time to test them and the first thing that companies always think of is algorithms you know traversing trees and graphs list sorting prime numbers etc companies love testing with algorithms because they are the perfect exam material small contain easy to review and grade there's even platforms that you can subscribe to that automate the whole process for you but on the other hand candidates usually hate them because they are very detached from regular engineering work and are often too abstract or difficult to reason about the only way to get better at them is by doing explicit practice as a hiring tool I think they are okay for testing juniors especially if they come fresh from university and have no other coding experience algorithms is what they are going to feel more familiar and uncomfortable with but once people have some real coding experience there are better ways to test them I'd rather pair with the candidate so I can clarify concepts or answer questions or simply just give some reassurance rather than leave them along with the problem when pairing you can also see the thought process of the candidate which might make sense even if they fail to complete the exercise the worst are in my opinion the automated test platforms they are very cold and frustrating for candidates the tight timing makes people nervous and they usually give you very little feedback or no feedback at all when you get the solution wrong I would not use them in any case I prefer doing them on a laptop rather than on a whiteboard and I consider it's totally okay to let people google stuff like if they need to check on some syntax or library functions when you pair with them it's trivial to control what's fair googling material as an alternative to abstract algorithms for hiring juniors I prefer to use simpler programs that are easier to reason about for example a calculator or fifth boss rather than a binary tree inversion the goal in the end is not to test the intelligence of the candidate or if it can come up with clever solutions the goal is to see if the candidate in this case a junior is familiar enough with the basic building blocks of coding so we will not have to teach those on the job and then for candidates with a bit more experience take home projects are another popular hands-off hiring tactic we send the candidate the spec of a bigger project for them to solve at home at their own pace for example build a Django app that implements a to-do list or a tic-tac-toe game API with persistence they have some advantages over algorithms for starts they are more similar to actual development work so they are easier to reason about for candidates since there's no time pressure or a person looking over your shoulder they make people less nervous introvert people in particular prefer this type of testing over others since they are a bit more complex they can also give you a closer feeling of the applicant coding abilities however if you're going to use them it's important to craft them with care since they are very detached it's easy to lose the two-way communication that you want from any test and then the test might become a total pain for both sides first and most important be aware of the scope i think it's unfair to require too much of the candidates time if they're looking for a job they're not just testing for your company but for others as well and it's probable that they are also working their full-time job or perhaps they need the time to go to the gym or take care of kids free time is a luxury that not many people have so be sensible if you're not you're going to lose the candidates who lack the time and those are usually the best and more experienced ones a sensible scope would perhaps be an hour or two however be aware that it's very easy to underestimate the time that it takes to complete for example i don't start a blank yungo project every day so simply having to go through the docs to remember how to set it up and then installing a database and a virtual them and the github reboot it might take me as much as an hour just for that i strongly recommend that you eat your own dog food and use a test the challenge with yourself and other company team members first see how long it takes them to complete it and identify any points that they find frustrating or confusing and then adapt accordingly try to do your best efforts to keep the two-sided communication even when the test is asynchronous be extremely clear with the spec and requirements for example don't just say implement blackjack and assume people know the rules because there are also many variants describe the rules in your spec over communicating is preferable to the alternative reviewing can also be tricky since unlike a parent exercise you're not aware of the thought process of the candidate i find the review so much easier and fairer to do when you have the candidates feedback to explain their approach and decisions this could be done at a follow-up interview or via github review comments the best way to do a take home project in my opinion is to craft a stop with a partially created application where the candidate just needs to fill in the blanks for example add a new feature or fix some intentionally placed books this way you take most of the ground work from them and the homework becomes much more contained it's also valuable to see how people adapt to an existing code base which is exactly what they are going to be doing if they join your company it's becoming popular for companies to attempt to make their testing more similar to reality by giving candidates a real-world problem rather than just a toy exercise it's this approach can work with any type of challenge you can do it on a parent exercise or on a take home problem or even whiteboarding it can be effective when used right but it's also easy to go wrong with it the most important thing to be aware of is asymmetry especially if you're picking a problem from your own company you have tons more context on it than the candidate so it's normal for the candidate to be a bit clueless and need extra guidance from your part if communication during the test is asynchronous like on a take home project it can further accentuate the asymmetry a test I like for example is picking a simple ticket from your real backlog and then pair on it with the candidate for an hour even if you have to leave the ticket unfinished what um yeah you have to provide the candidate with a machine already set up with the necessary environment so you can go straight to coding a problem I really dislike uh on the opposite hand is picking your company's hardest problem and then letting the candidate figure out a solution it's extremely unfair even when pairing with the candidate the context asymmetry is abysmal you've had plenty of time and a full team of engineers to reach a solution while the candidate has to come up with something on the spot out of the blue so few candidates will have satisfactory answers and now face-to-face interviewing which I think is hands down the minimum viable interview all other challenges are optional and arguably they can even be counterproductive but you always need a face-to-face tool you can do it on site or you can do it on video conference but you need to do it for every type of candidate think about it in most other industries this is the only interviewing they do and they're fine remember when we said that hiring should be more like dating and less like exams well a face-to-face interview is the more deity and less ex-me of the hiring tactics so in my opinion is the one that gives the best results with minimal effort during a face-to-face I prefer to discuss open-ended opinions rather than doing quiz questions where you expect a right or wrong answer for example you could compare the text tags at your company and the candidate's previous company and discuss the pros and cons of any differences you could also ask for preferences and opinions on any topic around tech that the candidate is familiar with like the Python language itself or preferences in ecosystem tools or what do they think about testing or code reviews or git branching etc if they did any prior test challenges like a take-home project you could discuss or review those here you could ask them what they think about the challenge why did they choose that approach for solving or even if there was any pain points that they would change and this also serves as very useful feedback to adapt your testing and if they have any personal side projects you can ask them to tell you more about it in short just keep an informal discussion on geeky topics even when the chat is very unstructured like this it's normally easy to tell how knowledgeable and experienced the candidate is from their answers compare these two explicitly asking quiz questions like for example what's the difference between str and unicode or what happens when you enter a url on a browser or how does a garbage collector work quiz questions like this have the disadvantage of making people nervous and alert even when they know the answer and we want to avoid this also unless they are very universal it's easy to pick questions about a topic that is too low level or too specific and then the candidate hasn't been in touch with it in a long time and they don't know the answer on the spot but if they were working they could easily figure it out by googling a very important point with face to face is to try to make the candidate as comfortable and relaxed as possible there's a relatively high share of introverts or people with no confidence among developers and they usually get nervous and blank out during in-person interviewing this makes them look like bad candidates when in reality they are not and because of that they are usually overlooked by other companies so there's good hidden gems there and you really don't want to miss out on these candidates some tactics for making people relax are for example to explicitly reassure them that there are no right or wrong answers to try to make it a dialogue more than an interview try to talk and share as much as they do because when you open up it will motivate them to share too also pick icebreaker questions or topics where it's easy to come up with a response but then let the conversation flow to different places for example a question like what stack are you currently using has a very clear and immediate answer but then lots of opinionated discussion can follow whereas something like what was your greatest achievement in your last company totally blanks people out like we've seen before testing no matter how well designed is always imperfect because of the mismatch of the soft skills that make you proficient at testing versus working on a team and as such the best way to test people is by definition to directly put them on the same job that they would be doing when hired like a try before you buy this kind of testing also goes both ways the candidate gets a feeling of what it's like to work at the company the problem is takes testing like this is a lot more involved than other methods for both parties so it's obviously not scalable to apply to every candidate that comes into your pipeline but combined with a good face-to-face interview you could use it instead of an extensive process of coding challenges it works particularly well for senior people who can quickly demonstrate productivity once at work but have low tolerance for coding challenges this also aligns with our agile hiring principle working people over comprehensive testing there are several ways to do it and in fact you probably are already doing it without realizing it if in your company you do a probation period for new hires then you are effectively testing them on the job a probation period is a period of a few months where either party the company or the worker has the right to finish the contract without any notice of consequence some companies go a bit more explicit and offer instead a short paid contract of a week or two before offering a definitive hire this is a lower compromise level than the notice period but it might not work for everyone for example it's not acceptable for a candidate who is still working a full-time job at a different company as they won't have the time to spare plus their current contract might limit them to legally be working elsewhere the lighter option which might suit these candidates is to do a full day at the office instead this requires the candidate to take a day off their current workplace but in return they get to experience firsthand what working at your company feels like they get to know the team and they get a glimpse at the project that they will be working on some candidates value this a lot as a company however you don't get such a high return as you would expect because you can't expect people to be productive or show their full potential in a single day if you do this kind of test it will help to have a fast and ambitious and efficient onboarding process or provide the candidate with a pre-setup laptop and environment so they can get direct to coding and of course they will need full guidance and pairing from a team member along the full day remember though different candidates have different preferences some people loathe tech challenges and would take the short contract instead of testing anytime even if it means leaving their current job others however might not be able to afford it in time and money and would like more traditional testing instead i really like it when the company lets the candidate choose we can do a technical challenge or a short contract your call sometimes there comes a candidate to your pipeline with tons to show they may be regular open source contributors or have pet projects or keep a blog or podcast or do conference talks when this is the case it's you who need to do the homework and not them they are already giving you a lot of stuff to review so don't ask them for more no need to give them any more challenges they're also often great candidates so don't scare them off when someone comes with their own material like this it's a great chance to use it as a topic for discussion during the face-to-face interview people are usually very excited to talk about their personal projects as an exercise you could even ask them to show you around the code of one of their projects which is an easy way to review not just the way they code but also how they communicate and for our last recipe everyone's biggest threat what can we do if we get a bad hire remember as I said before you will get them from time to time no matter the process that you're using but don't panic failing is a part of life too and it doesn't necessarily need to be a drama for everyone's interests try to act as soon as possible when you identify a bad hire I don't mean kicking someone out on their second day at the latest suspicion but once you're sure things are not working out act sooner rather than later because the sooner you act the less painfully will be for everyone the first course of action in the case of minor problems is to give some feedback and a warning to the person along with a second chance to improve any issues but however sometimes there's no other way than to let the candidate go no one likes firing people it's a tense and violent situation and a huge setback for both sides who have to go back into looking for a new job or a new candidate however there are ways to make the process a bit smoother and park with the fire person in good ways it's important to always give honest feedback even when the feedback is harsh there's nothing more frustrating than being let go and not knowing why and you can also try to help with impossible to mend the fabric of reality you gave the candidate a job and now are taking it away so in order to restore the balance of the universe why not help them in finding a new one for example you could give the five person a small economic compensation say a week or a month of salary to help them pay the bills while they'll search for a new role but you could even go as far as helping them find the job for example by circulating them across your network if you think that they could fit well on a team different than yours even when you account for all the costs of a bad hire if you keep them just for a short time the cost is definitely cheaper than the search for a perfect hire doing a long time consider that you're saving the time invested in hiring by your team members the money spent on recruiters and temporary contractors and all of the features that are piling in your backlog with no one to do them so don't be afraid to fail but when you do try to fail fast and we're reaching the end of the presentation now but before we go let me give you some final tips on the overall hiring process I think the process should have as few steps as possible I insist even if you do just a face to face interview that's fine that's the minimum viable testing but don't do two or three different coding challenges there's no point consider this other companies are hunting for the same candidates as you and the company that offers first has an edge over the rest companies with a long and difficult process really are that is a bandage it also helps to keep the process flexible like we've seen not all tactics are effective with every type of candidate and some candidates require a bit more testing than others those who are less experienced in particular you can't have a process template but don't be afraid to bend it for every candidate you could give them choices like testing versus a short contract or pairing exercise versus a take home project so they can choose what they feel more comfortable with or skip the testing when they have public code that you can review also don't be afraid to run experiments and a test alterations to your process to see what works best and always keep it collaborative remember that the candidate is selecting you as much as you are selecting them keep it pleasant and relax and maintain the two-sided communication at all times remember the mantra date rather than XM and finally don't be afraid to make mistakes it's more realistic to be fault tolerant than to be failed proof we've seen that making mistakes doesn't have to be a drama and it's definitely better than the alternative in short just make your process as agile as possible and that's it thank you all very much for listening making all of this possible it's been a pleasure for me yeah go ahead QQ thank you so much and I really love the picture when you are taking the picture with the python a real python that's amazing so actually there's a few questions I can see in the chat because this is such a good talk one second let me hold back into the chat yeah so um there are questions about uh the oops sorry my computer is playing up now okay so uh okay do you know any company who does pair programming with the real world problem during their hiring process so I think I never experienced it but it's definitely doable like when I used to be the one training newcomers when when they when they were recent hires in the company and the first thing that I did was having a set of simple tickets that I would have prepared for for them to do on on their first day and I think like something like this could be could be adapted to to be done during hiring as well why not and I do know some companies that that that do the the full day at the job which is a similar thing they would they would show you a real ticket to do during that day so it's the same thing it's just a matter of time boxing it's one hour versus doing it during during a whole day yeah so actually I have the same idea I prefer pair programming in in the hiring process than a challenge especially like those challenge that you can find you know some company do that it's some questions from the textbook and something I think is very helpful so what's your opinion about about those like those you know coding challenges do you think is a good idea um what what calling challenges exactly because there are many types like there's like these platforms that do like math type algorithms and I think I think those are terrible like like I said on the talk especially when they are on an automated platform because it's just so cold it's it's just you versus a machine and the feedback that you get is terrible the problem itself is very difficult to reason about and it's so detached from reality it's it's really you could get the same results by throwing a dice and saying okay this candy they go song and this one doesn't because it's it's very much there's a huge lack factor involved as I said but what about uh you know coding challenge but you know you are online with the candidate so they have to do it in front of you like what do you think about like is there more human touch in that okay yeah I think that's that's equivalent to pairing like it's it's a remote equivalent to to fairings instead of doing it on the two of you on a laptop you two are connected and doing it at the same time I think what is important is just to be there and reassure and guide the kind the candidate will also uh keeping an eye on on their thought process and on how they approach the problem I think this is the the the most efficient way to to do it yeah I remember one time I was interviewing and actually was told to uh write on the whiteboard instead of just code which which is very good but I think now COVID that's the best thing you can get is to you know online be with the candidate uh I think that's a really good idea and it's like yes thank you so much for the talk and it's really really interesting to see like how you know uh because because most people they they don't put too much thought in it and it's a very important thing even myself like when we started interviewing you just start doing what everyone else does without thinking and really if you think a little about the implications you can make it much more efficient for everyone yeah and it's good for the company as well for the whole team because you want to get someone you can work with rather than someone that you are struggling to you know it may not be a good fit for the team yeah that's really good so uh thank you so much I think uh yeah I think everybody is saying is an excellent talk and there's no more questions as far as I know but if people want to keep on discussing about this uh important topic of course the breakout room is open and um yeah so thank you so much and hope you enjoy the rest of the conference yeah same voice yeah thank you and now I think we are having a coffee break excellent


Team keep it clean. Oh feels good to do a live stream again. It's been so long But team keep it clean. It's a engraving here with another video and in this video my cousin my uncle my brother my What else could he be to me? Whatever he is. We got the same last name shout out to Mark Ingram But no shout out for him for getting suspended for four games Saints running back mark Ingram suspended for four games Four games and you know how much the Saints relied on that running game last year, man You know how much they relied on it him and Kamara were doing their thing They were they were killing it last year too, man. They did a really good job, but now Kamara he got to do it on his own for the first four games But I just wanted to get you guys thoughts on how the Saints should address this position How should they address this suspension for mark Ingram? What should they do? Who should they sign? Who should they reach out to? What should they go for first? Let me introduce myself me? I'm engraving vids. This is my YouTube channel engraving vids and I'm a Ravens fan But on here. We just talked football period So no matter what team you a fan of make sure you subscribe to the YouTube channel and turn your notifications on and leave A like on the video and follow on Instagram Twitter and snapchat because you already know all three are engraving vids so But mr. Mark Ingram suspended what are the Saints do the will the Saints have that awkward conversation with Adrian Peterson and be like look We know we traded you to the Cardinals last year I mean it just we might have got off to a rough start but you mind coming back to us for a little bit coming joining who that nation and just Taking a low deal. Do they talk to AP about it? I don't think so DeMarco Murray's out there, but DeMarco Murray When I did a video about him joining the Ravens or who should the Raven sign and running back a lot of people Felt like DeMarco Murray. We should be a guy DeMarco Murray is somebody who? he if they mess around and sign him he might end up taking a he might end up taking Mark Ingram spot They will had to be careful. He will had to be super careful and I feel like DeMarco Murray would Demand more money a higher salary than the Adrian Peterson and I know Saints ain't got too much money right now And they still got a sign the rest of their draft picks now Did the Saints even draft the running back this year cuz I'm not sure what they did I don't know what they did Ted Ted said they need to get Tarence West. I Mean hey, it'd be a backup. He'd be a solid backup. I mean What if he gets cut? I don't see him getting cut. What's up, Dre? Appreciate all y'all coming through man. Appreciate it Thank you. Thank you Foolish demon said what a tough deal for New Orleans and he can't talk cuz his Eagles right tackle Lane Johnson Got suspended for 10 games. Yeah, he sure did. Yeah, I saw Tarence West visited the Eagles Tarence West would be cheap he would be cheap for them And I feel like Adrian Peterson would be cheap too because Adrian Peterson We all know what Adrian Peterson did before but Adrian Peterson did he that wasn't him last year 10 games last year Devin, but she wasn't this year Hey, by the way real quick any of y'all that's been a part of it, which I appreciate Thank you for the NFL questions from subscribers. I am actually Caught up with every question From that y'all asked on Instagram and every question that y'all asked on Snapchat and every question that y'all asked on Twitter I have done every done every single video for NFL questions from subscribers They haven't all got put out yet, but I have done every single one and I'm just waiting to make them public So appreciate y'all because it has been a lot of questions We've got videos for days and I know more gonna come in but Appreciate it. So if you ask me a question and you waiting on your video is coming just be patient the video is done Well, man, it was a lot. It was a lot because I was trying to get caught up while we were in Chicago I was trying to get caught up when we when we got back, but I just got caught up officially Last night and yeah last night. So all of them are done and it's a lot. So I was just really proud of that and I didn't know when I was gonna get to announce that but that's that so anyway Saints Saints, so there's the mark. There's Jamal Charles There's Jamal Charles, but I feel like they might not go for Jamal Charles because he's similar I feel like he's more similar to to Kamara But I mean he was a quality running back when he was on the Broncos I mean you you almost forgot he was on the Broncos and they end up getting rid of him and The rest was history and hear from him again And it's crazy how running backs work out because you could You it's you could be one of the best running backs in the league and things can change fast Things can change super fast. Look at Adrian Peterson. Man. Look at him This dude was on top man This dude was the best running back in the NFL for a while for a couple years and thing it just fell off so fast look at Look, where did Adrian Peterson go when he first got cut from the Vikings? I forgot. Where did he go? I Really forgot. Anyway, look at look at the Marco Murray, too The Marco Murray when he was with the Cowboys. This dude was the dude at running back. Oh, it's the Cardinals Oh, Ray Rice. Oh, yeah, Ray Rice. You saw how that worked out But yeah, the Marco Murray was on top for a look for a while. What if we signed the Marco? I wouldn't be mad at that But I feel like you'll be a waste because I mean well, maybe you could take Kenan Dixon spot when Kenan Dixon gets hurt or suspended So may it might not be a waste So Yes, you you can fall off Jamal Charles. He was another one, too He was one of the top running backs in the NFL to do with all super fast Always breaking for long games making stuff happen. Then all of a sudden poof. He disappeared. He disappeared He disappeared man, and that was it. So being a running back is It's tough. Why this person just let me just turn here because We got people just stopped in the middle of the road Either way though man Reggie Bush There wasn't really a time where Reggie Bush was considered the top guy I mean, he was he was a playmaker at the running back position, but he was never the top guy He was nice though. He did this thing So yeah, Reggie Bush was cool or whatever So yeah, I guess yeah, I guess we could say Reggie Bush But yeah, I think the Marco Murray will probably be their best bet But with the Marco Murray You could be creating some tension with your current running back Even though he suspended Mark Ingram, but at the same time. Oh my goodness. Wow. Somebody's actually letting me go Thank you so much. I appreciate it. Wow, you don't in South Florida. You don't see that too often In Orlando, you go up North Florida a little bit. Then you see it there, but South Florida down here Oh, no, not at all. Nobody lets you go. They they too busy cutting you off But anyway, um, I was gonna say it could create some tension between Mark Ingram and the Saints. He could be like, man, y'all really brought this dude in here He's gonna and he could end up taking his place taking playing time from him But then the Saints could be like, well, hey, we didn't tell you to go out and get suspended now Did we so this is on you, buddy? So that will turn that awkward conversation into Mark Ingram going somewhere and sitting down and shutting up. So either way We'll see what they do. It's gonna be interesting as it always is So this is one to keep on the radar, especially you who that Saints fans Make sure you stay on the watch for this one Because it could depending on who they signed man It could change the game in New Orleans only because Mark England was such a big part of their offense Him and Kamal killed it last year. They were both taking turns getting a bunch of Russian yards and just doing their thing So either way, we'll see how it all works out Y'all let me know how you think it's gonna go appreciate y'all. Thank you for tuning in make sure you subscribe if you haven't already and we out