Downloaded 327 times
Uploaded byGayle McDowell
Architecture of Tech Interviews
Gayle McDowell discusses best practices for interview architecture. Consistency, efficiency, high standards and candidate happiness should be priorities. She recommends either a bar raiser model or hiring committee to maintain consistency. Code assessments or homework projects can efficiently evaluate candidates before onsite interviews. A variety of question styles like algorithms, design and pair programming assess different skills. Coding platforms also vary in appropriateness depending on the problem. With the right training and guidelines, many approaches can work well but there is no perfect system.
Architecture of Tech Interviews
- 1. GayleL. McDowell |Founder/ CEO, CareerCup gayle in/gaylemcdgayle The Architecture of Interviews Consistency+ Efficiency+ High Bar + Happiness June7, 2016 | Talent42
- 2.
- 3. gayle in/gaylemcdgayle 3GayleLaakmann McDowell They Don’t Know… Howmany interviews Who will be interviewing If they’ll code?How? What they need to know Howdecision gets made WHY? Lotsofmyths (andmisinformation)!
- 4. & & companies need consistency efficiency highbar happiness
- 5. Gayle Laakmann McDowell5gayle in/gaylemcdgayle Consistency & Efficiency Consistency Outcome Process Questions Efficiency Speedy process Able to expedite Minimal overhead Minimal false negatives
- 6. Gayle Laakmann McDowell6gayle in/gaylemcdgayle High Bar & Happiness High Bar Minimize false positives Good, adaptable people Happiness Enjoyable experience Makes company look good Transparency
- 7. 7 gayle in/gaylemcdgayle TheProcess Resume Selection Intro Call w/ Recruiter Email that outlines process Code Assessment Phone Interview ~4 onsite interviews Discussion & Decision “Sell” Call / Dinner
- 8. gayle in/gaylemcdgayle 8GayleLaakmann McDowell Stuff I’ll Discuss BarRaisersvs. Hiring Committees OfflineWork Homework vs code assessment tools QuestionStyle Knowledge, algorithms, pair programming Coding Platform Real code vs. pseudocode Whiteboard vs. computer
- 9. Bar Raisers or HiringCommittees So different, yet so similar 01
- 10. Gayle Laakmann McDowell10gayle in/gaylemcdgayle Bar Raisers andHC Offer transparency Offer consistency Keepbar high Facilitatechange Can override manager
- 11. gayle in/gaylemcdgayleGayle LaakmannMcDowell 11 HiringCommittee Cons Overhead Delays Un-empowering Can feel “black box” Need good feedback Pros Cross-company consistency Keeps barhigh Easierto improveprocess
- 12. Gayle Laakmann McDowell12gayle in/gaylemcdgayle Who’s it good for? Companies that: See5or more devcandidatesperweek Wanttoimproveprocess Hireforcompany,notteam Arenotveryknowledgefocused Easier to implement early!
- 13. gayle in/gaylemcdgayleGayle LaakmannMcDowell 13 HiringCommittee: Best Practices Meet at least 2x per week Multiple HCs: Beware ofbarcreep /inconsistencies Let interviewers observe HC Traininterviewers to write feedback Quality of decisions rests onfeedback
- 14. gayle in/gaylemcdgayleGayle LaakmannMcDowell 14 Bar Raisers Cons Need consistency across company Need to scale team Pros Many ofHC benefits: Consistency High bar Transparency But easierto implement No bottleneck
- 15. gayle in/gaylemcdgayleGayle LaakmannMcDowell 15 Bar Raisers:Best Practices Select people who areinherently good Experiencedatinterviewing Nice, empathetic Smart&can challengecandidate Train them thoroughly Empowerthem Assign outside of team Watch out for scale/exhaustion!
- 16. Offline Assessments Homework, code assessmenttools, etc 02
- 17. Gayle Laakmann McDowell17gayle in/gaylemcdgayle OfflineAssessments Homework Projects Code Assessment Tools
- 18. gayle in/gaylemcdgayleGayle LaakmannMcDowell 18 Homework Projects Big Very Practical Some love this Lesscheating Except:algos Too immediate Needs eng time Disproportionate workload Scales poorly for candidate
- 19. gayle in/gaylemcdgayleGayle LaakmannMcDowell 19 Homework: Best Practices Show candidate interestfirst < 4 hours If >4, onsite project review Architecture, not algorithms Define review criteria Avoid confusion with company work
- 20. gayle in/gaylemcdgayleGayle LaakmannMcDowell 20 Homework: Who It’s Good For Language focused Low priority on algorithms / thought process Experienced candidates (maybe)
- 21. gayle in/gaylemcdgayleGayle LaakmannMcDowell 21 Code Assessment Tools Fast, cheap eval Morecandidates Non-traditional Sets expectations for onsite Consistent data point Cheating May turn off senior candidates
- 22. gayle in/gaylemcdgayleGayle LaakmannMcDowell 22 ImplementationOptions Everyone Just your “maybe” candidates Fast-Track
- 23. gayle in/gaylemcdgayleGayle LaakmannMcDowell 23 Who It’s GoodFor Small, mid-sized, and big companies Value algorithms / problem solving Lots of candidates Want to look at non-traditional candidates
- 24. gayle in/gaylemcdgayleGayle LaakmannMcDowell 24 Code Assessment: Best Practices Show candidate interest first Beware of cheating (But nobiggie!) Clearexpectations Pick GREAT questions Similar to real interviews Unique questions 1 – 2 hour test
- 25. Question Style Pair programming,algorithms, knowledge 03
- 26. Gayle Laakmann McDowell26gayle in/gaylemcdgayle What ToAsk Knowledge Algorithms Design/Architecture Pairprogramming
- 27. Gayle Laakmann McDowell27gayle in/gaylemcdgayle Knowledge Questions Good whenyou can’t train skilleasily Best practice: In-depth,ifat all Keepita discussion
- 28. Gayle Laakmann McDowell28gayle in/gaylemcdgayle Algorithm Questions Smartmatters. Good for everyone Best practices: Clear expectations with interviewers & candidates Ask medium-to-hard & unusual questions
- 29. Gayle Laakmann McDowell29gayle in/gaylemcdgayle Design/Architecture Great for experienced candidates Shows communicationskills Best practice: Prepcandidates.Big unknown!
- 30. gayle in/gaylemcdgayleGayle LaakmannMcDowell 30 PairProgramming Many candidates enjoy it Feels fair & real world Assesses codestyle / structure Shows interpersonal interaction Less understood Not greatfor algos Interviewer really matters Biased by tools
- 31. Gayle Laakmann McDowell31gayle in/gaylemcdgayle PairProgramming: Best Practices Prep/warn candidates Need GREAT interviewer Give choice of problems Okay/good to pick unreasonably big problems Guide candidates (Okaytoaskquestions,notknowtools,etc.)
- 32. Coding Platform Whiteboard vs.Computers 04
- 33. Gayle Laakmann McDowell33gayle in/gaylemcdgayle Why We Make Them Code Can theyput“thoughts”into “actions”? Do they show good structure and style? Do they thinkabout theimpact of decisions?
- 34.
- 35. A Game withSecret Rules … and this is for a simple problem
- 36. Gayle Laakmann McDowell36gayle in/gaylemcdgayle Don’t Allow Pseudocode Unpredictable playing field Detailsmatter If “real code” is too hard for them…
- 37. gayle in/gaylemcdgayleGayle LaakmannMcDowell 37 How toCode Big Practical Stuff Use computer Pair Programming Small Stuff Algorithm-focused Computer or whiteboard
- 38. gayle in/gaylemcdgayleGayle LaakmannMcDowell 38 Buthow to code? whiteboard computer
- 39. gayle in/gaylemcdgayleGayle LaakmannMcDowell 39 A Case for Computers Realistic. Allows tools. Candidates feel more comfortable (Especially experienced &diversity candidates) Faster to write (often) Morecode
- 40. gayle in/gaylemcdgayleGayle LaakmannMcDowell 40 The Downsideof Computers Oftenwrite stupid stuff Desperate attemptfor compilation Communicationshutsdown Biased by tools/laptop “Transition” betweenalgorithm & code
- 41. gayle in/gaylemcdgayle 41 z GayleLaakmann McDowell Computer Best Practices Let candidate bring laptop Instruct: not every detail Encourage communication and thinking Recognize the bias!
- 42. gayle in/gaylemcdgayleGayle LaakmannMcDowell 42 A Case for Whiteboards Encourages thinking & communication More language agnostic Consistent across candidates Better laptop/tools doesn’t matter It’s “standard”
- 43. gayle in/gaylemcdgayleGayle LaakmannMcDowell 43 The Downsideof Whiteboards Slow to write Artificial environment Can be intimidating
- 44. gayle in/gaylemcdgayle 44 z GayleLaakmann McDowell Whiteboard Best Practices Encourage shorthand Be upbeat & encouraging Reasonable expectations
- 45. gayle in/gaylemcdgayleGayle LaakmannMcDowell 45 Recommendations If skill-focused: then Computer If algos-focused: then Whiteboard If a little of each: then Either/or Both can work! … with proper training Whynot let candidate choose?
- 46.
- 47. gayle in/gaylemcdgayleGayle LaakmannMcDowell 47 Thingsto Consider BarRaisersor Hiring Committees Code assessmenttools Pairprogramming(forpracticalstuff) Whiteboard(orpick-your-poison)foralgorithmsstuff
- 48. there is no perfectsystem
- 49.