9 ms·

Is there any evidence to suggest that more than 3 hours of interviews is actually beneficial? 7 hours of interview seems like overkill. I've never had more than

Is there any evidence to suggest that more than 3 hours of interviews is actually beneficial? 7 hours of interview seems like overkill. I've never had more than a couple of hours of interview: an hour with the department head and another hour with my future line manager and/or another senior employee.

austhrow743 6y ago
I can fake who I am for 3 hours. I'm not sure I could do 7.
- deleted 6y ago
  [deleted]
- ThePadawan 6y ago
  Your phrasing is such that I can't tell which side you are arguing for. I love it!
brailsafe 6y ago
Afaik, research suggests that interviewers know after 20 seconds whether they'll hire someone. I don't have references and don't know if this would translate well to tech interviewing, but I'd wager that the vast majority of a 7h interview day is totally pointless.
- sokoloff 6y ago
  I wonder how much of that is like-me bias with the risk that 3 short interviews might get us (even) more homogenous employee populations?
  - pdimitar 6y ago
    > I wonder how much of that is like-me bias I am just crawling out of 4 months of hell of interviews and homeworks. And I can tell you: probably 90% of it. :(
  - bradlys 6y ago
    I rarely have encountered an employer that is truly - actively - trying to avoid like-me bias. If they were even remotely successful, your interviews wouldn't almost always be constructed of 3 races... and various teams at orgs wouldn't have such wildly lopsided demographics.
    - sokoloff 6y ago
      Wouldn’t entire elimination of irrelevant bias mean that teams would have wildly varying demographics? If I have 16 teams of 4 people each, I should probably expect to find an all female team and an all male team, if we assume that gender has no bearing on individual performance or on team selection and that gender bias was entirely removed, leaving the gender of each team member to a coin flip? Similarly, I’d expect to find a fair number of teams who all had O+ blood type today, as I think we do not discriminate on that basis.
      - bradlys 6y ago
        Team size is going to be important to note. The teams I'm talking about are frequently near 10 or more members. As your point becomes more important as the size gets smaller. If it were all teams of 1 then each time would have incredible bias...
  - XargonEnder 6y ago
    How can I appear more like my interviewer in those first 20 seconds?
- ThrowawayR2 6y ago
  > "...interviewers know after 20 seconds whether they'll hire someone..." Without even seeing a single like of code from the candidate? That definitely doesn't translate to tech interviewing. It takes at least 30 minutes to get enough code out of the candidate to form even a first impression.
  - bradlys 6y ago
    > It takes at least 30 minutes to get enough code out of the candidate to form even a first impression. Yeah, gonna stop you there. It takes less than 30 seconds to get a first impression. That's the whole point of first impressions. As soon as you see a person, you have a first impression. I've talked to many interviewers - they all agree that they basically have an impression formed within the first few minutes and then use the interview to solidify that impression. It is wildly uncommon for them to come in, have a very negative first impression, and then have it completely turned around by the end.
    - ivalm 6y ago
      Grandop said > research suggests that interviewers know after 20 seconds whether they'll hire someone. That’s not first impression, that’s a meaningful ability to see if I hire someone. I can tell you that without seeing code/discussing some previous experience there is zero chance I can form hiring decision for most reasonable candidate (the only 30 second hiring impression I can form is perhaps a negative one).
      - brailsafe 6y ago
        I meant to be less specific than "hire someone", but I'd wager that once a subconscious impression is formed, you'd be more likely to bias your interpretation of whatever else they say.
        ivalm 6y ago
        Right, I am sure I have a first impression, which could be good or bad, and that impression does inform my later views. However, just objectively I know for a fact that I declined some candidates I initially liked and I hired a few people who initially was super shy/not communicative.
- ivalm 6y ago
  This has definitely not been my experience when I do tech interviewing. Lots of people can talk the talk...
  - brailsafe 6y ago
    I believe it was more of subconscious thing, but again, just throwing it in. Might have been SciShow that remarked on it.
- vkou 6y ago
  20 seconds? Nonsense. Thirty minutes is usually enough to form an opinion, but the purpose of the other thirty is to gather supporting evidence, so that I can justify my hire/no hire decision. If you are letting your interview candidates bomb their interview in less than 15 minutes, your expectations for them are highly unrealistic.
- AtlasBarfed 6y ago
  Yeeeahhhhh... Which shows that bias is 99% of that thought process.
kamaal 6y ago
>>7 hours of interview seems like overkill. 7? There are companies that do this plus a bar raiser round. Some times two bar raiser rounds. 9 rounds is quite common in FAANGs. There is also this condition that even single negative feed back after 9 hours of interviews. Like a 10 minute bad session in a 9 hour game disqualifies you. Like 8:50 of blazingly awesome performance is considered a waste even if the feed back was slightly negative in a 10 minute section. This is basically a circus performance.
- vkou 6y ago
  FAANG will usually happily hire you if you had one bad on-site interview, but the rest were good.
- greggyb 6y ago
  Recently had a couple of interviews with members of FAANG. First was a quick call with a recruiter to make sure the role was a good fit. Then a prep call where I was told exactly what my interviews would be, then a 3 hour session with 10 minute breaks between each of three interviews. The second was a similar quick call with a recruiter, then a 1 hour phone call technical screen. Then a prep call and ample prep material shared by the recruiter. Then a 5 hour session of 45 minute interviews with 15 minute breaks each hour. These were both for technical roles, but not 100% engineering roles. Both processes were fully remote. I was struck by how well prepared I was, and how few surprises there were. I had a chance to discuss the interview process with both companies, and they talked about changes in the process to support remote interviewing. The first indicated that there was no difference other than being remote. The second indicated that their typical interviews were full hours, rather than 45 minutes, but otherwise the number of interviews was the same.

austhrow743 6y ago

I can fake who I am for 3 hours. I'm not sure I could do 7.

deleted 6y ago
[deleted]
ThePadawan 6y ago
Your phrasing is such that I can't tell which side you are arguing for. I love it!

brailsafe 6y ago

Afaik, research suggests that interviewers know after 20 seconds whether they'll hire someone. I don't have references and don't know if this would translate well to tech interviewing, but I'd wager that the vast majority of a 7h interview day is totally pointless.

sokoloff 6y ago
I wonder how much of that is like-me bias with the risk that 3 short interviews might get us (even) more homogenous employee populations?
- pdimitar 6y ago
  > I wonder how much of that is like-me bias I am just crawling out of 4 months of hell of interviews and homeworks. And I can tell you: probably 90% of it. :(
- bradlys 6y ago
  I rarely have encountered an employer that is truly - actively - trying to avoid like-me bias. If they were even remotely successful, your interviews wouldn't almost always be constructed of 3 races... and various teams at orgs wouldn't have such wildly lopsided demographics.
  - sokoloff 6y ago
    Wouldn’t entire elimination of irrelevant bias mean that teams would have wildly varying demographics? If I have 16 teams of 4 people each, I should probably expect to find an all female team and an all male team, if we assume that gender has no bearing on individual performance or on team selection and that gender bias was entirely removed, leaving the gender of each team member to a coin flip? Similarly, I’d expect to find a fair number of teams who all had O+ blood type today, as I think we do not discriminate on that basis.
    - bradlys 6y ago
      Team size is going to be important to note. The teams I'm talking about are frequently near 10 or more members. As your point becomes more important as the size gets smaller. If it were all teams of 1 then each time would have incredible bias...
- XargonEnder 6y ago
  How can I appear more like my interviewer in those first 20 seconds?
ThrowawayR2 6y ago
> "...interviewers know after 20 seconds whether they'll hire someone..." Without even seeing a single like of code from the candidate? That definitely doesn't translate to tech interviewing. It takes at least 30 minutes to get enough code out of the candidate to form even a first impression.
- bradlys 6y ago
  > It takes at least 30 minutes to get enough code out of the candidate to form even a first impression. Yeah, gonna stop you there. It takes less than 30 seconds to get a first impression. That's the whole point of first impressions. As soon as you see a person, you have a first impression. I've talked to many interviewers - they all agree that they basically have an impression formed within the first few minutes and then use the interview to solidify that impression. It is wildly uncommon for them to come in, have a very negative first impression, and then have it completely turned around by the end.
  - ivalm 6y ago
    Grandop said > research suggests that interviewers know after 20 seconds whether they'll hire someone. That’s not first impression, that’s a meaningful ability to see if I hire someone. I can tell you that without seeing code/discussing some previous experience there is zero chance I can form hiring decision for most reasonable candidate (the only 30 second hiring impression I can form is perhaps a negative one).
    - brailsafe 6y ago
      I meant to be less specific than "hire someone", but I'd wager that once a subconscious impression is formed, you'd be more likely to bias your interpretation of whatever else they say.
      - ivalm 6y ago
        Right, I am sure I have a first impression, which could be good or bad, and that impression does inform my later views. However, just objectively I know for a fact that I declined some candidates I initially liked and I hired a few people who initially was super shy/not communicative.
ivalm 6y ago
This has definitely not been my experience when I do tech interviewing. Lots of people can talk the talk...
- brailsafe 6y ago
  I believe it was more of subconscious thing, but again, just throwing it in. Might have been SciShow that remarked on it.
vkou 6y ago
20 seconds? Nonsense. Thirty minutes is usually enough to form an opinion, but the purpose of the other thirty is to gather supporting evidence, so that I can justify my hire/no hire decision. If you are letting your interview candidates bomb their interview in less than 15 minutes, your expectations for them are highly unrealistic.
AtlasBarfed 6y ago
Yeeeahhhhh... Which shows that bias is 99% of that thought process.

kamaal 6y ago

>>7 hours of interview seems like overkill. 7? There are companies that do this plus a bar raiser round. Some times two bar raiser rounds. 9 rounds is quite common in FAANGs. There is also this condition that even single negative feed back after 9 hours of interviews. Like a 10 minute bad session in a 9 hour game disqualifies you. Like 8:50 of blazingly awesome performance is considered a waste even if the feed back was slightly negative in a 10 minute section. This is basically a circus performance.

vkou 6y ago
FAANG will usually happily hire you if you had one bad on-site interview, but the rest were good.
greggyb 6y ago
Recently had a couple of interviews with members of FAANG. First was a quick call with a recruiter to make sure the role was a good fit. Then a prep call where I was told exactly what my interviews would be, then a 3 hour session with 10 minute breaks between each of three interviews. The second was a similar quick call with a recruiter, then a 1 hour phone call technical screen. Then a prep call and ample prep material shared by the recruiter. Then a 5 hour session of 45 minute interviews with 15 minute breaks each hour. These were both for technical roles, but not 100% engineering roles. Both processes were fully remote. I was struck by how well prepared I was, and how few surprises there were. I had a chance to discuss the interview process with both companies, and they talked about changes in the process to support remote interviewing. The first indicated that there was no difference other than being remote. The second indicated that their typical interviews were full hours, rather than 45 minutes, but otherwise the number of interviews was the same.