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I think the most useful interviews are ones with three parts: 1) Casual talk. Does this person have basic communication skills and are they someone you want to
by issa 8y ago
I think the most useful interviews are ones with three parts:
1) Casual talk. Does this person have basic communication skills and are they someone you want to deal with regularly for a long time?
2) Give them an actual coding project to do. Pay them for it. Pretend it's just like real work (it should be).
3) Review their code with them. (both to make sure they are the ones who wrote it and to explore their thinking process)
- sandoze 8y ago#1 is how I go into every interview that I’m on the non-candidate side. I try to find key words (testing, some technology/framework, CI/CD) and then follow up with a deeper dive and discussion. If communication isn’t coming easily I have a list of probing questions about the tech stack we are using. I’ve been doing my tech stack long enough that I can smell bullshit and for me I need to know that you can be a good communicator (tech stack is teachable).
- umvi 8y agoI really like the idea of #2. I've never actually seen this done before but it seems like micro-internships (1 month) would be invaluable. Bring the candidate onboard for 1 month and start paying them their real salary. At the end of 1 month it should be clear whether they are a good fit for your team or not.
- andrewingram 8y agoWhat you're proposing is basically the same as a notice period (at least in the UK), and neglects that it's still high risk for the candidate. To be able to come in and work for a month they have to leave their existing job. I'd have to be pretty damn sure I'd have no difficulty passing my probation in order to risk being out of work.
- umvi 8y agoIt's high risk for currently employed candidates, yes. I hadn't considered that mainly because my company's main source of candidates is unemployed college graduates.