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Then ask. Ask the candidate if he has experience in some teams, ask what he would do if someone else was challenging his technical decisions. Ask him what he wo

Then ask. Ask the candidate if he has experience in some teams, ask what he would do if someone else was challenging his technical decisions. Ask him what he would do if he was ordered to do something which he believes was a bad technical decision. Instead of talking the company relies on easily misinterpreted hints that he might or might not be someone able to work in a team. People can be both self confident and able to create a cheeky solution and be sociable people with decent team skills. If your hiring process relies on psycho analysis of the candidates, it probably will not work very well.

darkwater 2y ago
Agree as a general rule BUT candidates can (and some WILL) lie to those questions. See how they react naturally although in a simulated scenario can give you a better idea. But you should do both things, probably in 2 different interviews.
- bluGill 2y ago
  There is plenty of research on interviews and how to prevent them - or so the interview trainers hr made me take classes from before I was allowed to interview anyone. disscussions here universially show no evidence anyone knows it exists much less what it is. I at least know it evists but I don't know how to find it
- phlakaton 2y ago
  I think the lie is in thinking FizzBuzz is going to give you any insight into such matters. Put aside your paranoia and just talk to your candidates. Ask them thoughtful questions that invite thoughtful answers. Probe gently to get at more challenging questions. Trust your ability to discern when they're BSing you.
yujzgzc 2y ago
Even in the candidate's own telling, it is obvious that they misread very strong signals from interviewers. I've sometimes been that overly clever programmer and I've had to deal with it too, on the one side it's great that they bring energy and brains, but it is exhausting. At some point when moving fast you just want to have some people that you can go "hey just fix this bug wouldya" and trust that they're not going to come back with a clever but convoluted and inefficient hack.

darkwater 2y ago

Agree as a general rule BUT candidates can (and some WILL) lie to those questions. See how they react naturally although in a simulated scenario can give you a better idea. But you should do both things, probably in 2 different interviews.

bluGill 2y ago
There is plenty of research on interviews and how to prevent them - or so the interview trainers hr made me take classes from before I was allowed to interview anyone. disscussions here universially show no evidence anyone knows it exists much less what it is. I at least know it evists but I don't know how to find it
phlakaton 2y ago
I think the lie is in thinking FizzBuzz is going to give you any insight into such matters. Put aside your paranoia and just talk to your candidates. Ask them thoughtful questions that invite thoughtful answers. Probe gently to get at more challenging questions. Trust your ability to discern when they're BSing you.

yujzgzc 2y ago

Even in the candidate's own telling, it is obvious that they misread very strong signals from interviewers. I've sometimes been that overly clever programmer and I've had to deal with it too, on the one side it's great that they bring energy and brains, but it is exhausting. At some point when moving fast you just want to have some people that you can go "hey just fix this bug wouldya" and trust that they're not going to come back with a clever but convoluted and inefficient hack.