INTERVIEW HORROR STORY

INTERVIEW HORROR STORY

*Source: the web

DO YOU AGREE WITH THIS INTERVIEW PRACTICE?

*Source: the web

WHY ARE COMPANIES INTERVIEWING ENDLESSLY? REASON NO.3

Sticking to the status quo.

Somewhere along the line, someone made a call that conducting, let's say, 10 interviews was the way to go when hiring a developer. Everyone got on board, and this practice stuck around even if the person who initiated it is no longer with the company. It's like an outdated tradition that just won't let go, and it's high time we reevaluate and break free from it.

#interviews #informedecisions

WHY ARE COMPANIES INTERVIEWING ENDLESSLY? REASON NO.2

Let's talk about another common challenge: the absence of data-driven decision-making. A lot of companies find it tricky to pinpoint the right time when they've collected enough information to make a solid call. It's crucial to grasp the return on investment (ROI) in terms of the insights gained from each extra interview. We need to know when we're hitting the sweet spot and not just going on an interview spree without a clear plan.

WHAT A SAUCY CANDIDATE…

*Picture source: the web.

#interviews #informedecisions

WHY ARE COMPANIES INTERVIEWING ENDLESSLY? REASON NO.1

Social loafing and decision avoidance

When there are multiple stakeholders involved, some individuals tend to shy away from taking decisive action. Instead, they prefer to spread the responsibility by adding more rounds of interviews. It's like a way of passing the baton to others, leading to prolonged and sometimes never-ending interview processes.

IS THIS MORE FUNNY OR SAD? WHAT DO YOU THINK?

 

*Picture source: the web

WHAT SKILLS CAN YOU LEARN ABOUT FROM A CANDIDATE’S QUESTIONS IN AN INTERVIEW?

Welcome to the second post in our series.

The second skill we will discuss is critical thinking: Does the candidate have the ability to ask critical questions, look at things from different perspectives, play the "devil's advocate," and conduct meaningful analysis to make informed decisions?

Questions indicating high critical thinking:

  1. Asks deep or challenging questions about the information provided. For example: if you mention a culture of teamwork and collaboration, the candidate might ask, "How does that manifest in day-to-day operations?"
  2. When presented with a professional or technical challenge, asks follow-up questions to deepen their understanding of the information provided.
  3. Able to respectfully disagree with the interviewer. For instance, if the interviewer states, "We believe satisfying customers means giving them what they want," the candidate might respond, "Based on my experience, sometimes customers don't know what they want. Do you agree?"

Questions indicating low critical thinking:

  1. Asking generic questions easily found on the web, such as "Tell me about your culture."
  2. Repeating or reconfirming information already covered in the interview process or readily available in the job description, such as asking about the salary range or work model.
  3. Not asking any questions and simply repeating or confirming what the interviewer said, such as saying, "I really like your customer-centric approach."

INTERVIEW HORROR STORY

“I did 6 interviews in one week, they ghosted me afterwards”

*from the web