This document provides tips for technical interviewers to conduct efficient interviews. It emphasizes that the goal of a technical interview is to assess candidates' abilities to solve problems and write code to address a hiring need. It recommends preparing by defining job requirements, screening candidates, and syncing stakeholders. During interviews, it suggests focusing on problem-solving, writing code, asking practical questions, and maintaining respect. Afterward, interviewers should sync on recommendations and share results while being willing to reject unsuitable candidates. The overall message is that technical interviews should integrate smoothly into the broader hiring process to assess candidates efficiently and make informed hiring decisions.

1. Interviews: good, bad, efficient. Tips
for technical interviewers.
2015 Artem Trofimov

2. Few words about me
Trofimov Artem
Senior team manager HP Ops QA,
QA technical interviewer, has been
working for Lohika since 2008,
conducted 100500 interviews ,
attends interviews since 2000, not
all of them passed. My opinion
about efficiency & professionalism
of the interviewers is changing
over the time, so we’ll talk about
what I think of it now 

3. Introduction
Interviews: good, bad, efficient… what’s that?
• What is interview itself?
• What interview would you consider as “Good” (high quality,
correct, professional)?
• And what interview would you consider as “Efficient”? 

4. To stay efficient – set the GOAL
For different kind of interviews goals would be… 
What is the goal of the technical interview (TI) itself ?
TI is critically important for global processes like hiring,
dramatically affecting the efficiency of those global processes.
Piece of advice: it is much, much better to reject a good
candidate, than to accept a bad candidate (Joel Spolsky)

5. Being part of BIGGER process
The technical interview usually isn’t a standalone process.
Let’s have a look at the integration of TI using “hiring” as an
example of global process.

6. Hiring process overview
Opening position
Strategy meeting
(vacancy
discussion)
Complete job
description &
requirements
Source
candidates
Screen & qualify
candidates
Interview
candidates
Sync meeting
(recommend
hiring decision)
Check references
HM Interview
(make job and
salary offer)
Complete offer
letter form
Register &
onboarding
process

7. 3 phases of integration
• Preparation
• Interview
• Post-interview

8. Preparation: sync stakeholders
The stakeholders: TL, PM, recruitment, interviewers
Sync meeting should bring us on the same page regarding:
1. Opening position (including dates & budgeting)
2. Project goals, main tasks, technologies in use
3. Project specifics (good/bad sides)
4. Interviews schedule
5. Estimation from recruitment
The main outcome is written job description & running recruiters

9. Preparation: job description
• Job title
• Job purpose
• Essential duties (tasks) and responsibilities
• Authority and Impact
• Knowledge, skills and abilities
• Education and experience

10. Preparation: screening
• Strive to decrease the number of failed TIs is as must for
every interviewer! - Do not invite for interview those, who
could be rejected on CV review step
• It is also matter of respect to candidate – just spare the time
for those who are obviously over- or underqualified for the
open position.
• Conduct phone screen for candidates from other cities
• Proper job description results in less “spam” from recruiters
• Do you need feedbacks from previous interviews before TI?

11. Interview: policies, guidelines,
rules… tips
Tech. interview as a process may vary much in different
companies 
• The list of tech. interviewers for the exact interview should
be defined individually
• No information on possible project is provided on TI.
Exceptions are possible 
• No feedback about correctness of candidate’s answers or
interviewer's satisfaction with given answers at TI time

12. Interview: policies, guidelines,
rules… tips
• The better impression on candidates makes TI initialized &
finished by recruitment (including necessary entrance & exit
security arrangements, water, smiles, etc.)
• Be punctual. Inform candidate on timing. Try to keep to the
schedule, align all the necessary changes with candidate
• Always keep the proper focus, remember to change focus on
different interview phases, don’t run into competition with
candidate, don’t invest special time in checking “soft” skills

13. Interview: policies, guidelines,
rules… tips
• Problem solving is crucial (smart & push things to be done).
We are not interested in a candidate who is not able to
resolve problem.
• Ability to write code/scripts is crucial. Problem should-be
resolved only with close-to-working code.
• Hold respect to candidate, avoid familiarities
• Candidate may be smarter than you.
• Do not interrupt candidate.
• Questions should be well stated and be in correct context.

14. Interview: policies, guidelines,
rules… tips
• Questions should be helpful for assessment. Avoid questions
required rare-used knowledge of specific details.
• Questions should be practical. It is always better to ask
person to resolve a small problem required specific
knowledge, than ask for theoretical knowledge.
• Should we answer questions? Is it ok if there are no
questions? Why do we need to create good impression about
interview, company & ourselves?
• Don’t forget to thank the candidate for his time & patience 

15. After interview
Interviewers should sync to be aligned on joint
recommendation for hiring decision. What is the best time?
Each interviewer should have own opinion – don’t share, don’t
shy, but justify & convince in case of disagreement.
Remember: you should be able to say “No” in case of concerns
– there is no reason to recommend to hire bad candidate, as
it’s much worse, than to reject the good one 
The TI results should be shared to the stakeholders &
persisted.

16. Q&A
Let’s stay connected 
Skype: art.trofimov

17. Thank you!