3 ms·
I think a bunch of these tips have a bunch of 'filter out people who haven't interviewed much yet' flavor to them. Lets say someone interviews with 10 differen
by mahyarm 12y ago
I think a bunch of these tips have a bunch of 'filter out people who haven't interviewed much yet' flavor to them. Lets say someone interviews with 10 different places. The first few interviews they may make several mistakes such as be too negative about their previous work place, be too anxious, not seem enthusiastic enough in some area, not acting like this is the only place you want to work at, do not negotiate compensation in a sensitive manor or do badly in an interview question type. After these negative experiences, they will look up what they did wrong and if they did the interview again, probably do better after a few of these experiences.
Since interviews tend to have repeating forms of questions, by interview #8 vs interview #2, they will do much better, and they will pass most of these tips. The thing is although, they will perform identically on the actual job, so what are you actually filtering for?
I feel like 'tell me what you don't like about your previous work place' or the reverse 'what do you like the best about your workplace' feels like the new 'what is your greatest weakness' interview question. All your doing is filtering out for is some sort of quickly learned social inexperience.
To see how common the mistakes I mentioned are, go see here: http://workplace.stackexchange.com/ http://workplace.stackexchange.com/
I think this is a more accurate way of thinking about hiring engineers: http://sockpuppet.org/blog/2015/03/06/the-hiring-post/ http://sockpuppet.org/blog/2015/03/06/the-hiring-post/
- Bahamut 12y agoI have asked some similar questions as listed in the article in the OP, but my motivation is different from necessarily finding out something new - it is more to understand where the candidate is coming from, and to hear them out. My goal as a hirer is to get a wholesome picture of the candidate, how his/her experiences have shaped him/her, and how sharp the person is. I don't even walk into the room for a candidate's in-person interview with a set of questions - I use cues in our conversation to get details that shapes what technical questions I ask. While I need to efficiently get a certain set of information about candidates, I also am respectful of their time and that they have options - I take a more humanistic approach to the interview process with candidates, which helps ease people in. I will tell candidates straight up that I don't care about perfection for [insert technical question], but that I want candidates to step through a problem and figure out a solid way to solve it (potentially with help), then retroactively optimize if they get hung up with trying to get the best solution off the bat due to typical interview pressures. In a way, solving the technical questions themselves are not the important part when I ask them (mostly) - it is the ability to walk through the problem and collaborate that I care about. Easing in the candidate is important to me when I interview - I want the candidate to feel comfortable with the team, and be more willing to volunteer important information for our evaluation. You cannot evaluate a candidate properly otherwise, since you might miss important cues that affect the evaluation.
- foobarqux 12y agoIt's incomprehensible how no one seems to get that things that can be quickly learned or faked are bad interview questions.