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Technical interview slide

  1. 1. Conducting technical Interviews - Kapil Raj Nakhwa
  2. 2. Technical Interviews are messy But it's Okay
  3. 3. Recruitment At Gurzu
  4. 4. No one size fits all approach Hot water softens a carrot, But hardens the egg
  5. 5. Hiring is t0o important to be just left to recruiters.
  6. 6. The "Who" is more important than "What".
  7. 7. Simplify Your Interview "Talented people are busy."
  8. 8. Before the interview • Study the candidate , And not just resume. Proper due-diligence would help you understand more about what he/she is saying during the interview. Reject now if you think it is not a match • Prepare specific questions related to project/role requirement before hand so that you do not waste 1.5 hrs of your time and people included in the interview to find out he was a psychopath.
  9. 9. During the interview • Introduce yourself, Helps to work out everyone's nerve. • Clarify and tell what you are looking for, Reading people's mind should not be employable skill . • Looking for a behaviours you didn't ask for isn't a fair ask. • Give extra points if they ask clarifications to your questions.
  10. 10. During the interview • Probe when you see long list of skills, Separate out truth from filler BS. • Make it tough yet fun, Good engineers want to know if they are talking to smart people. • No Trick Questions. • Judge by how they approach problem and not result. Look for real life problem solving skills. • Look for unasked details in answer. • Do scan for database and algorithm knowledge scale.
  11. 11. During the interview • Hire For Cultural Fit too. But beware of creating a Cult.
  12. 12. S.T.A.R • S : Situation : describe the most important situation you faced in your professional career. • T : Task : What was the task assigned to you in this situation ? • A : Action : What was the Action you did. • R : Results : What were the results of you action ?
  13. 13. NEVERS • Keep asking question just relevant to your knowledge. • Recursively asking questions relevant to programming syntax. • Rejecting candidate based in pre-cooked answer. • Rejecting because concept known to you is not known to the candidate. • Rejecting because he doesn't write code as per your teams optimized style.
  14. 14. Do's • Understand what candidate knows and doesn't know. • If they know something and if it lies within your hiring role/ work scope, check if his knowledge fits in. • If a crucial knowledge is missing, Find out why. Opportunities are not qual everywhere. • Scan how good communicator he/she is. • Find out all other skills he has that he is good in.
  15. 15. SHORT CODING EXAMPLE. IF YOU HAVE DOUBTS ON CAN THEY DO STUFF. (5-10 minute live coding) Implement in any language you know or pseudo code I want to find out whether of a city , Using open weather API. ================================================= STEP 1(REACTION): Asses their logical and computation thinking. STEP 2(COMMUNICATION): Have them explain to you without any technical jargon. STEP 3(CHECK MODULARITY KNOWLEDGE): Ask what could have been better. ( scan for amount of change if you change the city or unit )
  16. 16. After interview • Send back unbiased views on what you liked about the candidate, What you didn't liked about the candidate. • Send back views on if current candidate has learning attitude. • Send back views if current candidate is good enough for the job at hand. • Send back views if candidate has bad communication skills.
  17. 17. No single thing should make you want to hire a candidate. Over-indexing on any particular point or aspect will do nothing except inject bias, randomness and noise into a process already filled with all three.
  18. 18. "Hiring Only by personality traits is dangerous too"
  19. 19. Let's discuss your ideas.

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