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Conducting Great Engineering
Interviews
Reverse Engineering Interviews to
Reduce False Negatives
Gayle Laakmann McDowell
July 2014
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Gayle Laakmann McDowell
<dev> </dev>
Author Interview Coach Interview Consulting
(CS) (MBA)
1
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The Problem(s)
1. Candidates suck at interviewing.
2. You want to hire good employees, not good
candidates.
3. Shortage of great engineers.
2
Be a better interviewer.
Be a better recruiter.
By counteracting…
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What I Coach
Download at:
CrackingTheCodingInterview.com
3
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Traditional Dev Questions
Startups “Elite” Other
Behavioral/Experience
Knowledge-Based
System Design/Architecture
Algorithms/Problem-Solving
✔
?
✔
?
✔
?
?
Disclaimer: So. Many. Exceptions.
4
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How can you help
candidates be their best?
5
Behavioral Problem Solving
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Behavioral Questions: Mistakes
• Underplaying individual contributions
• Using “we” not “I”
• Not elaborating on actions
6
• Don’t assume
• Probe for details
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Generalist vs. Specialist
• Generalist (algorithms/problem-solving):
– Hires smart, adaptable people if done well
– BUT necessitates “onboarding”
• Specialists (knowledge & experience):
– Hires immediately useful people
– BUT is the knowledge actually difficult to acquire?
7
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Generalist vs. Specialist
Hires smart,
adaptable people
BUT requires
“onboarding”
+
Doing it right
8
Hires immediately
useful people
BUT is it really
specialist
knowledge?
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Generalist(ish) Hiring
So you’ve gone generalist(ish)…
9
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Algorithm Questions
“Problem-Solving Questions”
= Solving a problem you
have NOT seen before.
10
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Problem-Solving Questions
few false positives
(only good people pass)
but…
lots of false negatives
(many good people fail)
11
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Why Problem-Solving Questions Work
• Smart people do good work.
• Adaptable as company changes
So why so many
false negatives?
12
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Why Smart People Fail
1. Knowledge gaps
2. Intimidation
3. Arbitrary questions
4. Not knowing how to be good
These are [partially]
solvable problems.
13
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This matters!
• Goal: good employees, not good candidates.
• Do you want to eliminate…
–Everyone who doesn’t know ___?
–People who are insecure?
–People who are bad at interviewing?
–People at random?
14
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1: Knowledge Gaps (Why?)
• Not knowing fundamental CS knowledge
– Especially older people!
• Obscure CS knowledge being tested
– Making questions “hard” via knowledge.
15
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2: Intimidation (Why?)
• Low self-confidence.
• Scary questions.
• Candidates misunderstanding interview goals.
• Interviewers being [unintentionally] rude.
16
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3: Arbitrary Questions (Why?)
• Well-known questions.
• Easy questions.
• “A-Ha” moments & singular hurdles.
17
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4: Not Knowing How To Be Good
• Didn’t use an example.
• Tried to rush the process.
• Didn’t walk through problem.
18
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Design Around This
1. Decide what you value.
2. Ask the right questions.
3. Give candidates tools to prepare.
4. Train your interviewers.
19
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1. Decide What You Value
• Is problem-solving skills a top priority?
• What sorts of specialist skills do you need?
• Are fundamentals of CS sufficient?
20
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2. Ask the Right Questions
• Right topics:
– Avoid scary topics.
– Require only basic CS knowledge.
• Right difficulty:
– Medium & hard problems.
– Avoid common problems.
• Logical path with multiple insights.
21
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3. Give Candidates Tools to Prepare
• Tell them:
– What to expect.
– How they’ll be evaluated.
– Struggling is normal.
• Links to preparation resources.
22
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4. Train Your Interviewers
• How to design good questions.
• Be extra nice to candidates.
• Coach candidates to be great
23
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4b. Coach Candidates To Be Great
• Encourage the right example.
• Remind them of details.
• Don’t let them dive into code.
• Encourage shifting gears.
• POSITIVITY & SENSITIVITY
A good coach can make a HUGE difference!
24
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Need The Right Infrastructure
• Interview training
• List of good & bad questions -- and why
• Standard resource sheets for candidates
• Feedback from candidates
• Assigned roles
• Continuous evaluation & shadowing
25
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Itshouldn’tcometothis…
26

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