More Effective Interviews
More Effective Interviews
Join the DZone community and get the full member experience.Join For Free
Discover how you can take agile development to the next level with low-code.
David Smith over at baleful.net makes some interesting points about the length of most interviews:
So mathematically, you will most likely get the highest confidence interval with: 1) Resume screen, 2) Phone interview, 3) In-person interviews 1-3. From the above, this should represent about 50% of the total causes, but should produce 91% of the total effect. Adding additional interview steps after that 91% brings only incremental improvement at best and backslide at worst.
He makes an extremely compelling argument, and I encourage you to read the entire piece. That said, I still prefer a full day of interviews as both the interviewer and interviewee.
The interviewee angle is easy. I enjoy interviews. I like to dig into my potential employer. I want to grill your second-string players. I want to hear how junior people feel treated. I want as much information as possible before making my choice. But I know this is just me, and people who are less comfortable with interviews probably prefer shorter ones. I also admit I don’t think I’ve learned anything in the second half of a day of interviewing that would have made me turn down a job. But I have learned things that helped me in my job once hired.
The benefits of full-day interviews for the interviewers is much more complex. There are several factors:
- We have diverse backgrounds and expertise, and each group brings a unique perspective. Candidate postmortems are not dominated by the same couple interviewers.
- I want to give as many people experience interviewing as possible. I consider it an important skill. Limiting things to three in-person interviews means the interviewers are all “musts” and I don’t get to experiment at the periphery with groups or combinations.
- People want to be a part of the process. I’ve personally felt frustrated when left out of the process, and I know I’ve frustrated others when I’ve left them out.
For a developer role, I want them to meet with at least: founders, ops, lead developer, two developers, myself. We’re at an absolute minimum of 7. That is with a narrow set of views, without inexperienced interviewers, and leaving good people out. What am I supposed to do?
- For starters, the interview process should be more transparent and collaborative. Ask the interviewer if they want a full day, two half days, morning or afternoon, etc.
- No group lunches. I’ve never gotten useful feedback from a group lunch. Keep it down to one or two people. A candidate just doesn’t want to embarrass themselves, so they just shut up, and side conversations dominate.
- Avoid solo interviews. I used to hope to solo interview everyone. But over time, I’ve found that pairing on interviews enhances the benefits listed above. There are still times I will want a solo interview, but in general I will pair.
- Cut the crap. Interviewers should state their name and role. Don’t bother with your history unless asked. Don’t ask questions that are answered by a resume. Instead of “tell us about yourself” how about “tell us what you’re looking for”.
- Keep a schedule. Some people are very bad at managing time. If someone isn’t done, too bad, keep things moving. They will eventually learn how to keep interviews to their allotted time.
Thanks to David for the insightful post. I’ll continue to keep full-day interviews, but we’ll definitely change some things up.
Published at DZone with permission of Rob Galanakis , DZone MVB. See the original article here.
Opinions expressed by DZone contributors are their own.