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I don't think I've ever taken or given a phone screen where sociability was the metric being tested for. If I was far below a certain baseline of sociability I'
by fractionalhare 6y ago
I don't think I've ever taken or given a phone screen where sociability was the metric being tested for. If I was far below a certain baseline of sociability I'm sure I'd fail, but beyond that I don't think phone screens were distinguishing my sociability or charisma whatsoever.
- xxpor 6y agoI don't think OP is implying it's a conscious thing.
- deleted 6y ago[deleted]
- ThePadawan 6y agoReally? I generally found that in a sequence of ~3 interviews for a position, the order will generally be * a personal interview (i.e. the one for sociability - mostly with HR people) * a more technical interview (generally with tech people who don't answer questions about non-technical stuff) * an interview with stakeholders (i.e. a potential future boss, or a department head who can answer questions about long-term career development, perks, etc.. This also tests for sociability)
- fractionalhare 6y agoThat sounds nice! It definitely seems like a better process than 5 interviews of coding + system design and a half assed behavioral thrown in, which is what I'm used to.
- ThePadawan 6y agoAh yes, that's one of the worst systems I've encountered as well. (For full disclosure, I should mention that I received an "You passed 4 out of 5 of these interviews, and got a 'maybe' on the fifth" and thus received no offer).