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I& #39;m in my first role where I& #39;m interviewing as the hiring manager, so I& #39;m really excited for Finding Potential in Your Interview Process with @attackgecko, @clemmakesapps, @dominquesr, and @shogue
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. @shogue pointing out that companies don& #39;t mentor or train people how to interview applicants! I always try to have more junior folks be a part of interviews, but beyond that there& #39;s nothing really in place for it.
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Q: How do you break the cycle of "survivorship bias" where you just ask the same questions you got?
@shogue: make sure there& #39;s a clear understanding of the competencies you& #39;re looking for; let the candidate know what you& #39;re looking for so they can show their best self!
@shogue: make sure there& #39;s a clear understanding of the competencies you& #39;re looking for; let the candidate know what you& #39;re looking for so they can show their best self!
Q: how do know your interview process is working?
From @ClemMakesApps: look at metrics to see how many applicants are successfully going through the pipeline, see if that may be an indicator that the interview process isn& #39;t quite right
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From @ClemMakesApps: look at metrics to see how many applicants are successfully going through the pipeline, see if that may be an indicator that the interview process isn& #39;t quite right
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This is a really interesting question to consider! Not whether candidates are successful, but whether your process is allowing them to be successful.
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Ah, @dominiquesr calling out the screen-to-panel ratio as a useful metric, and disparities that can exist between those two steps in the process. If they& #39;re not looking for the same skills or criteria, you& #39;re setting up candidates for failure.
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That& #39;s a really good point! Hiring managers should make sure they& #39;re aligned with the recruiters (or whoever is doing that initial screen). Building that relationship and trust as you& #39;re creating the interview process together will help strengthen it.
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Interviews shouldn& #39;t be tests or tricks - they should be a collaborative effort to help candidates show who they are, but also allow the org to show who they are.
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I think many orgs don& #39;t have an established or codified interview process - it& #39;s just up to teams or individuals to handle it as they choose. It makes me wonder what it would take to establish a high-level set of guidelines for interviews.
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I have opinions about take-home interview assignments 
https://abs.twimg.com/emoji/v2/... draggable="false" alt="😅" title="Smiling face with open mouth and cold sweat" aria-label="Emoji: Smiling face with open mouth and cold sweat"> It absolutely disadvantages folks who are caretakers, or work multiple jobs, or work outside of 9-5 hours.
Wow, hearing @ClemMakesApps say that @gitlab will send candidates a computer to do the exercise if the technology they have access to wouldn& #39;t allow them to be successful. I wonder how common that is?
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Assess https://abs.twimg.com/emoji/v2/... draggable="false" alt="👏" title="Clapping hands sign" aria-label="Emoji: Clapping hands sign"> people& #39;s https://abs.twimg.com/emoji/v2/... draggable="false" alt="👏" title="Clapping hands sign" aria-label="Emoji: Clapping hands sign"> soft*https://abs.twimg.com/emoji/v2/... draggable="false" alt="👏" title="Clapping hands sign" aria-label="Emoji: Clapping hands sign"> skills https://abs.twimg.com/emoji/v2/... draggable="false" alt="👏" title="Clapping hands sign" aria-label="Emoji: Clapping hands sign">
*CORE SKILLS
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*CORE SKILLS
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I love the code review interview that @dominiquesr is mentioning! How does the candidate give feedback? What do they choose to focus on, what do they put aside? How do they communicate?
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I think another blocker to successful interview processes is that many people view it as an interruption to their regular work, rather than something that& #39;s important and valuable to actively participate in.
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Ooh, good advice on creating a rubric - pulling from how you evaluate current employees, and also making sure it& #39;s checking for skills or things that will actually happen if they& #39;re hired.
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