4 ms·
Not to say that I disagree, but it's worth noting that your criteria pushes the onus of an interview away from purely objective metrics into territory that over
by helen___keller 5y ago
Not to say that I disagree, but it's worth noting that your criteria pushes the onus of an interview away from purely objective metrics into territory that overlaps with communication and rapport.
Again, I don't necessarily disagree with that, but I think it's always useful to consider how much of my interview criteria can be reduced to "do I vibe with the candidate" and make sure there's more to my interview than just that (there IS a place for it though. The world isn't an objective metric)
- lmilcin 5y agoThere is no objective way to assess a candidate on an interview just as there is no objective way to specify and measure what a good employee is. What I try to do is I try to learn specific things about the candidate not because they can be measured easily or objectively but rather because I think they are important. I am not "vibing" with the candidate (although this is definitely a plus!) I have a checklist of things and I try to make sure, by the end of the interview, that I can run through my checklist and have an answer for each point on it.
- gwbas1c 5y ago"Do we get along" is, in many cases, more important than hiring the best programmer possible. Once a team exists, the team dynamic is much more important than any one individual's abilities. (And, if there is a need to work with someone difficult, then a lot depends on the leader's ability to isolate and direct the difficult person.)
- whimsicalism 5y agoRelying too much on "do we vibe" is how you get an EEOC lawsuit, and rightfully so.