Many articles focus on how candidates should prepare for interviews. However, once individuals start working in companies, they often forget what it's like to be a candidate. Contrary to popular belief, being a good interviewer does not solely rely on job proficiency. Just as an interview is not the same as work, candidates need to prepare for interviews, particularly in the structured interviews common in big tech companies.
Therefore, it's crucial for interviewers to assess their skills and make an effort to become skilled interviewers.
Fist of all, your goal is not exclude people but investigate their skills.
Preparation and Research:
- Thoroughly review the candidate's resume and portfolio: Understand their technical skills, experience, and projects. Look for areas to probe deeper and identify potential red flags.
- Understand the job requirements: Align your questions with the specific skills and experiences needed for the role.
- Prepare a structured interview guide: Outline the key areas you want to assess, along with specific questions for each area. This ensures consistency and thoroughness across interviews. Even if you company already have one ready. Have your own selected material and review the rubrics from time to time.?
- Research industry trends and technologies: Stay up-to-date with the latest developments to ask relevant and insightful questions.
- Set a welcoming and inclusive tone: Put the candidate at ease and create a collaborative atmosphere. Try to be warm, this is a stresfull situation for them.
- Ask open-ended questions: Encourage the candidate to elaborate on their experiences, thought processes, and problem-solving approaches.
- Use a variety of question types: Mix technical questions (coding challenges, system design), behavioral questions (past experiences, teamwork), and situational questions (hypothetical scenarios).
- Actively listen and engage: Pay attention to the candidate's responses, ask follow-up questions, and clarify any ambiguities. Show genuine interest in their experiences and perspectives.
- Provide feedback and context: Explain the reasoning behind your questions and share insights about the company culture and work environment.
- Use a standardized evaluation rubric: Define clear criteria for assessing technical skills, problem-solving abilities, communication skills, and cultural fit.
- Take detailed notes during the interview: Capture key points, observations, and quotes to aid in your evaluation. WRITE A GOOD FEEDBACK, think how you want people to treat you as a candidate.
- Debrief with other interviewers: Share your impressions and gather diverse perspectives to make a well-informed hiring decision.
- Seek feedback from colleagues and candidates: Reflect on your interviewing style and identify areas for improvement.
- Participate in interviewer training and calibration sessions: Learn from experienced interviewers and align your assessment criteria with company standards.
- Stay updated on best practices in technical interviewing: Read industry publications, attend conferences, and network with other professionals.
By consistently applying these best practices, you can elevate your interviewing skills, attract top talent, and build a reputation as a highly effective and respected interviewer in the tech industry.
Additional tips for the tech industry:
- Focus on problem-solving and adaptability: Technical skills are important, but the ability to think critically and adapt to new challenges is crucial in the fast-paced tech world.
- Assess collaboration and communication skills: Tech projects often involve teamwork, so evaluate the candidate's ability to collaborate effectively and communicate technical concepts clearly.
- Be mindful of diversity and inclusion: Strive to create an inclusive interview process that welcomes candidates from diverse backgrounds and perspectives.
By incorporating these tips into your interviewing approach, you can ensure that you are hiring the best talent for your tech organization and fostering a culture of innovation and excellence.
