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This would likely result in interviewer bias based on how familiar they are with the project the candidate was working on. How do I fairly compare 10 candidate
by denormalfloat 8y ago
This would likely result in interviewer bias based on how familiar they are with the project the candidate was working on. How do I fairly compare 10 candidates based on their answer to that question? The interview questions need to be objective and have a clear right answer. If you interview regularly (and work directly with the people you hire), I think the problem with your approach will become obvious.
- EZ-E 8y ago> The interview questions need to be objective and have a clear right answer Then it's a test, not an interview. I don't think interviews were ever supposed to be perfectly objective. If the interview is only based on CS textbook questions, they might as well replace the interviewer with an online test, which by the way increasingly happens for screening, but my point is that it filters out great engineers who worked and delivered solid products because the interviewers are just not interested in details of past work experience
- denormalfloat 8y ago> but my point is that it filters out great engineers who worked and delivered solid products because the interviewers are just not interested in details of past work experience Again, yes. It is hard to fire a bad candidate in case the interview was misleading. Companies would prefer false negatives over false positives. What you see in interviews is a product of laws about hiring and firing.
- wolfgke 8y ago> Companies would prefer false negatives over false positives. If this is the case (i.e. companies can afford this behavior), all the claims about skill shortage are a lie and should be called out.