During my work, I’ve made many interviews with the candidates.
Most of them were for my projects.
It’s a really important fact since it gave me an understanding of my mistakes and successes: I’ve worked closely with the people I’ve selected.
After all these experience I want to share some of my conclusions about interviews:
- Avoid situations and questions which cause pity for the candidate or make him feel bad. Don’t ask deep questions if you know that candidate is weak in the area etc. Results: all these bad feelings will not affect your decision and it will be objective. From another hand, the candidate will be not demotivated and will show his best.
- Candidate should be motivated to get the job. He should demonstrate an interest in the work described by you. Results: if the candidate has no motivation even from the start- it’s a small chance that you’ll change it in the future. If the candidate is not motivated after the interview – you need to reject him and think if your speech about the future work was motivative. This is the next point.
- Your speech about future work should inspire. You should be motivated to find the candidate and say correct words for each of them. Results: the candidate will feel it and choose your offer if you’ll make it.
- The best question for an interview is a question related to future work, without a single answer, but with a range of answers which are depending on the knowledge of the candidate. Don’t be focused on deep details or logical games if it’s not specific of your work. Range of answers will give a room for creativity. Results: it gives you much more information about candidate knowledge in the area you really need.
- Pay attention to the soft skills of the candidate. It’s critical since most future problems with all employees are not in the technical area, but with communications, responsibility, ability to support your team culture, etc. In my practice, I split the interview into 2 parts. 1st part is just to detect soft skills. Results: you will save your time and nerves.
- Be open with the candidate. Don’t lie about future work. Result: the candidate will not leave the job if he made a balanced choice knowing of all future challenges and profits.
- Mentor the candidate in a friendly manner. Provide him technical advice, recommend some books to read, etc. Make him feel that he leaves the interview with the new knowledge, in a good mood. Results: even if he will not pass, it’s a high chance that he will be back with the new knowledge.
- Make a short practical test. Prepare some technical task which is close to the real work. See point 4 from above. I prefer to leave the candidate alone for 20 minutes for some code refactoring. Result: the real work is the best test for the skills. This is the next point.
Finally, I want to highlight the following conclusions I made:
The best check for the candidate is a real job.
Unfortunately, exists such type of people who can speak nice and pass all your questions, but the real job is hard for them. Anyway, be ready that all issues will appear during the real work with the candidate.
The recommendation of the candidate is highly important. Especially from a trusted person.
Try to get feedback about the candidate from the past co-workers. It will give you really strong arguments for your decision.
Trust your feelings and intuition.
A big piece of our experience is hidden inside of intuition. Some candidates will cause you to doubt, although all questions will be well answered. Don’t ignore your intuition. I prefer to have one more interview later when the reason of doubt will be clarified and should be checked. After some time I follow the rule – I reject the candidate if I have doubts.
Listen to each other! Good luck with the interviews!