4 ms·

All of these questions sound like things that a lot, I mean a lot, of other companies say (Culture fit, tryout projects, why are you here?) Culture fit seems t

All of these questions sound like things that a lot, I mean a lot, of other companies say (Culture fit, tryout projects, why are you here?) Culture fit seems to be one that leaves a lot of wiggle room to assemble a team of clones, but you really have to look at what that company stands for. I'm more inclined to want to interview for a company that has taken time to define it's culture, and what they stand for, and aren't just looking for technical skills alone.

tptacek 13y ago
If you read carefully (it's a big comment, I know) you'll see that I agree with you; it's fine to hire for non-technical attributes. What's not fine is a tacit understanding that candidates should be hired or negged based on arbitrary attributes, gut feel, or "would I enjoy having a beer with this guy". Like Mechanical Fish said: you have to hire like you mean it. That means, if there are nontechnical attributes you're screening for, you need to define them ahead of time and deliberately design a screening process that selects for them.