*Source: the web
*Source: the web
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 It's like an outdated tradition that just won't let go, and it's high time we reevaluate and break free from it.
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.
*Picture source: the web.
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.
*Picture source: the web
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:
Questions indicating low critical thinking:
“I did 6 interviews in one week, they ghosted me afterwards”
*from the web