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Bar Raising: Rapid Behavioral Job Interviews
 

Bar Raising: Rapid Behavioral Job Interviews

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This presentation outlines an approach to best select people for software jobs: rapid assessment of the candidate's behavior, before further technical skills consideration by the hiring team.

This presentation outlines an approach to best select people for software jobs: rapid assessment of the candidate's behavior, before further technical skills consideration by the hiring team.

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    Bar Raising: Rapid Behavioral Job Interviews Bar Raising: Rapid Behavioral Job Interviews Presentation Transcript

    • Bar Raising Rapid Behavioral Interview By Pablo Rodriguez Bertorello
    • Objective: Only Hire Agile Technical Geniuses
    • Only Hire People More Competent than the Average Employee  Trained executive conducts behavioral interviews  Before the team is interrupted for technical interviews in person
    • Rapid Truth Seeking  Interviewer:  ask 1 question  answer 1 question  “Un-answerable” question:  Tell me of a time when you caused your team to get through a failure  What is your biggest strength/weakness  10s of others… “Anyone who solved a hard problem does not forget how they did it” –- Elon Musk
    • The Essential Virtue to Look for: “In Communication” Did the candidate show up on/before the scheduled meeting time? Did the candidate understand / re-create the question asked? Did the candidate actually answer the question asked? Did the candidate know about the job position, company, interviewer? Vivid story: Situation, Task, Action, & Result
    • Some Failure Modes All about himself, team/teamwork not in the picture Rant, not in communication with the listener Not clear how the result was a product of his actions Lacks knowledge about company, product, interviewer
    • Outcome: Binary Decision  Three bullets of “post-rationalization”:  Thoughtful specifics  Guide future sourcing