8. Before the interview
• Study the candidate , And not just resume.
Proper due-diligence would help you
understand more about what he/she is
saying during the interview. Reject now if
you think it is not a match
• Prepare specific questions related to
project/role requirement before hand so that
you do not waste 1.5 hrs of your time and
people included in the interview to find out
he was a psychopath.
9. During the interview
• Introduce yourself, Helps to work out
everyone's nerve.
• Clarify and tell what you are looking for,
Reading people's mind should not be
employable skill .
• Looking for a behaviours you didn't ask for
isn't a fair ask.
• Give extra points if they ask clarifications to
your questions.
10. During the interview
• Probe when you see long list of skills,
Separate out truth from filler BS.
• Make it tough yet fun, Good engineers want
to know if they are talking to smart people.
• No Trick Questions.
• Judge by how they approach problem and
not result. Look for real life problem solving
skills.
• Look for unasked details in answer.
• Do scan for database and algorithm
knowledge scale.
12. S.T.A.R
• S : Situation : describe the most important
situation you faced in your professional
career.
• T : Task : What was the task assigned to
you in this situation ?
• A : Action : What was the Action you did.
• R : Results : What were the results of you
action ?
13. NEVERS
• Keep asking question just relevant to your
knowledge.
• Recursively asking questions relevant to
programming syntax.
• Rejecting candidate based in pre-cooked
answer.
• Rejecting because concept known to you is
not known to the candidate.
• Rejecting because he doesn't write code as
per your teams optimized style.
14. Do's
• Understand what candidate knows and
doesn't know.
• If they know something and if it lies within
your hiring role/ work scope, check if his
knowledge fits in.
• If a crucial knowledge is missing, Find out
why. Opportunities are not qual everywhere.
• Scan how good communicator he/she is.
• Find out all other skills he has that he is
good in.
15. SHORT CODING
EXAMPLE.
IF YOU HAVE DOUBTS ON
CAN THEY DO STUFF.
(5-10 minute live coding)
Implement in any language you know or pseudo code
I want to find out whether of a city , Using open weather API.
=================================================
STEP 1(REACTION): Asses their logical and computation
thinking.
STEP 2(COMMUNICATION): Have them explain to you without
any technical jargon.
STEP 3(CHECK MODULARITY KNOWLEDGE): Ask what could
have been better. ( scan for amount of change if you change the
city or unit )
16. After interview
• Send back unbiased views on what you liked about the candidate, What
you didn't liked about the candidate.
• Send back views on if current candidate has learning attitude.
• Send back views if current candidate is good enough for the job at hand.
• Send back views if candidate has bad communication skills.
17. No single thing should make you want to hire a candidate. Over-indexing
on any particular point or aspect will do nothing except inject bias,
randomness and noise into a process already filled with all three.