4 ms·
It might seem like a big scary test, but it's not. Sure, that's how things were in academia where you've been most of your life, but interviews are only superfi
by nezumi 16y ago
It might seem like a big scary test, but it's not. Sure, that's how things were in academia where you've been most of your life, but interviews are only superficially like tests. So the first thing is, stop worrying about the outcome and focus on the problem you are trying to solve. Not, 'how do I pass this interview?', but 'is this the right job for me?'. As soon as you start thinking like that, you'll see that you and the interviewer are there to solve the same problem, and you are on an equal footing.
The question 'is he good enough?' is just one among many - and at this stage it's the one you can do the least about, so try to let go of that. Sure, you can study long-term and increase your chances of passing certain types of technical interview. But if the job is really a good fit for you, you'll already be doing that kind of study because you're interested regardless of whether you need it for an interview.
Of course, practice is still useful. Don't just practice being interviewed, practice giving interviews - then you'll get an idea of what the interviewer is thinking. Will this guy fit in my team? Is he going to stay interested in the job?
One other tip- try and make sure you have other possibilities before you go into an interview so you don't have to feel like everything is riding on this moment.
- bs0101 16y agoVery well put, completely agree. A cursory interpretation could equate this to mere confidence, a trait that some people are able to exude more than others. But keep in mind that an interviewer interprets confidence on a scale as well, from 'lack there of' to 'hubris.' Acknowledging the importance of a successful hire from the interviewer's standpoint frames the dialogue on a more even playing field. I place a very strong importance on the two aspects nezumi mentions above, "Will this guy fit in my team? Is he going to stay interested in the job?" I want to make sure I do right by my current employees and hire an individual with an attitude/outlook that is complimentary; and I want to make sure I'm not wasting anyone's time by hiring below their payscale for a position they will abandon shortly thereafter. Empower yourself by thinking of the process primarily as a dialogue, one where you are also gaining perspective on the company. Nothing says 'pass' like a interviewee who has no questions of their own. Note: I am not a hiring mngr on the programming side, I do work and hire for fairly technical marketing positions at large web company you know well.