“Don't invite a rock star to the pop concerts.”I don’t have to say much about the importance of hiring the right people. Let’s explore some notes from my prior experience to better prepare for interviews, fostering an environment that allows both sides to showcase their strengths and make hring decisions.
Before the interview Link to heading
Many interviewers often overlook the importance of preparation before conducting interviews. However, taking the time to adequately prepare can significantly enhance the effectiveness of the interview process and yield better results. To make the most out of interviewing candidates, there are two essential steps that should not be ignored:
- Understand the Position: Before interviewing a candidate, it is crucial to have a clear understanding of the expectations and requirements of the position they are applying for. This understanding allows you to assess the candidate’s qualifications and fit for the role accurately. Alternatively, you can refer to an existing team member who excels in a similar role as a standard for the position’s expectations.
- Review the Candidate’s CV: Taking the time to read the candidate’s CV before the interview is invaluable. Familiarizing yourself with their background, skills, and experiences provides valuable insights that can guide the interview process. By doing so, you can save time during the interview by focusing on specific areas or asking targeted questions. Additionally, reviewing the CV even allows you to think about the interview scenario and structure the conversation more effective.
During the interview Link to heading
When conducting an interview, I always try to make it a “discussion” rather than a Q&A session. As a software engineer, I prefer to transform the interview into a conversation between two professionals, focusing on technical topics. It is essential to extract the most valuable insights from a candidate and which way is better than exploring their experience? (You can learn by heart the answers of some questions but you cannot do so with experience. You have to try it yourself)
Instead of relying on a predetermined list of questions covering various topics such as data structures, algorithms, system design, or databases, I adopt a different approach. I encourage candidates to share their past experiences, allowing me to delve deeper into the specific projects they have worked on. By exploring their previous work, I can ask relevant questions related to what they share and develop the conversation based on their responses.
I try to create a comfortable atmosphere for the candidate to show his best version. And the most important thing, I believe that if someone does not undertand what he did, there is no way to believe that he will perform well when joining a new project.
Keeping the discussion “open” is important from my perspective. We should give feedbacks and use open questions to explore the problem solving skills of the candidate. Again, keep it bi-directional. The interview is also a chance for the interviewers to show the candidate the engineering culture of the company. Who don’t want to join a team which is open for discussion and open for feedbacks?
After the interview Link to heading
After the interview, the final step is to make a decision. It is essential to review your notes and match them with the job requirements. However, relying solely on your notes may not be sufficient. If you feel that the technical skills of the candidates are similar, this is where your “sixth sense” comes into play: how did you feel about their behavior? Do you believe they would be a good fit for the team? While hiring decisions can sometimes be subjective, it is important to trust your instincts. Remember that apart from the necessary skills, the new team member should also be someone you and your team feel comfortable working with. Considering both professional and interpersonal skills are mandatory for any hiring decision.
Last but not least, don’t forget to say thank you to the candidates for coming to the interview and give them some feedbacks if possible. During my previous interviews when I was the candidate, I received the feedbacks from interviewers several times and I really appreciate that. It’s always great to understand why you are not selected than just receive a common thank-you email. Giving a good impression will always bring positive results now or later.
Conclusion Link to heading
The interview session might be your only chance to assess if a candidate is suitable for your team/company. Choosing the right candidate for a position often takes time. Therefore, use your time wisely!
Keep calm and good things will come!
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