I saw a post on a google+ circle that I can’t post to, because I’m not part of the circle. The author has a pretty good hiring process. But, it doesn’t quite help the author learn enough about the candidate fast. The interviewing meanders.
Here’s my process from Hiring Geeks That Fit, after you’ve done the job analysis, job description, ad, and you’ve filtered the resumes:
- You phone screen people, and decide who to bring in for an in-person interview
- You bring a candidate in for a few hours. As part of this interviewing, you have them interview with a team of people.
- At the end of the interview, you have a follow-up meeting with everyone who met with the candidate that day to understand what everyone’s impressions were. You make a decision then and there about how to proceed with the candidate.
- The hiring manager notifies the candidate.
Here are some typical questions and answers I often hear:
Q: Do you need to walk people around your organization?
A: I’m fond of this only at the end of the interview, when you know if you want the candidate, not at the beginning. I never do this at the beginning of the interview day. This is good to do at the break for the meal, or at the time you walk the candidate out, at the end of the interview. Why waste valuable interview time? Your job is to get to know the candidate.
Q: We pair all day. We need to know if the candidate can pair with everyone. Isn’t that much more valuable than talking?
A. It might be. If you’re hiring a developer and you really do pair all day, then maybe part of each developer interview is a 20-minute pairing experience. But I would still ask questions. Because you and I both know that developers do more than pair. How does a candidate do those other things? For example, do you have testers? How does the developer work with a tester? What about a product manager/product owner? Does the developer ever work with those people? This is why it’s useful to do a job analysis and see who the candidate will work with, and see who else the developer needs to speak with.
Q: Why do you limit your interview to a few hours? We don’t want to waste our time interviewing again.
A: Candidates who already have jobs can’t take the whole day. You’re asking them to take a half-day as it is. Some can’t take lunch, and will want an early morning or a late afternoon interview. Think of your interview time as a partial investment, a get-to-know-you. You’re not investing everything you have in one candidate, are you? Neither is a candidate. You’re both learning about each other. This is a first date, not a marriage commitment.
Let me know what other questions you have. I’ll update the post with more Q&A.Tags: agile, audition, cultural fit, interview