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In which case they should have teams dedicated purely to technical interviewing, with members regularly rotated in and out to keep them fresh. When I did techn
by tragomaskhalos 5y ago
In which case they should have teams dedicated purely to technical interviewing, with members regularly rotated in and out to keep them fresh.
When I did technical interviewing for my company for a period, granted it was still on top of my 'day job ' but I had the scope to get really invested in the process, and wrote guidelines for other reviewers. Treat technical interviewing as a respected role in its own right and not as a chore that interferes with 'real' work and it's a better outcome for all parties
- danielmarkbruce 5y agoThat might well be a good idea. I can imagine downsides to it, but it might work. The long and short of it is though - one has to face the reality of the situation they are in. If you go interview at Google (or any FAANG I would guess), you have to understand what you are in for and do your best to get through. Or, just don't interview there.
- mLuby 5y agoOne company I interviewed at in late 2019 referred me to an interviewing-as-a-service. I forget the name, but the gist was that this service hired and interview-trained software engineers (at least part-time, maybe full-time) who then conducted interviews and provided feedback to the companies purchasing the interview-as-a-service. From my perspective as a candidate, it was fine (the interviewer was friendly and asked industry-standard questions) but I do wonder how it goes for companies that essentially outsource their hiring bar. On the other hand, you'd need to be doing a lot of hiring to make it worth dedicating a software engineer to just interviewing people. Or you have someone who doesn't really understand code—like a recruiter—run the interview, with all the difficulties that creates. TL;DR: hiring still isn't a solved problem.
- danielmarkbruce 5y agoYup, totally. It seems unsolvable.