Hiring and
Being Hired
Mac Newbold
Vivint
OpenWest - May 9, 2014
A Game We All Play
Almost everyone is involved in hiring somehow
We're going to look at it from both sides of the table
Don't be this guy...
Why
In my work, I've been involved in a ton of hiring
My philosophies have changed over time as I've learned
I find it an interesting topic, and like discussing it
I am learning more about it and gathering input/data
I hope to benefit others by encouraging sane processes
Make the world a happier place
Purpose of the Hiring Process
Both sides have goals
Employer wants:
Fill a need - manpower, skill set, etc.
Good value - balance of cost and outcome
Usually, a successful long-term relationship
Employee wants:
Trade time time and skills for compensation
Good environment, reasonable expectations, fun work
Usually, a successful long-term relationship
What Makes it Sustainable?
Successful long-term sustainable relationships
matter a lot to both parties
Good match of work to worker (compatible expectations)
Personalities, communication style (with manager and team)
Personal growth and career progress
Bottom line:
An arrangement that is consistently Win - Win
The Interview Process
Purpose of Interview Process
[Mutually] Determine if it is a good fit
Get familiar with each other
(personality, skills, style, etc.)
"Mitigate risk"
What risks are we each trying to avoid?
Interviewing Methods
Interviewing Methods
Given any set of N people,
There will almost always be
At least N+1 opinions
About what an interview should be like
Planning the Interview
How many interviews?
Who is doing the interviewing?
How long are the interviews?
Group interview, or series of individual 1-on-1 interviews?
Interview Advice
Interview Advice
Most of the typical interview advice usually applies,
but know the company where you're applying!
Put your best foot forward,
But BE YOURSELF!
Dishonesty or partial disclosure
(from either party)
isn't helpful to anyone!
Useless Interview
Interview Questions
Interview Questions
Remember our goals/purposes...
Determine technical (and non-technical) skills
Get to know culture/personality fit
Mitigate risk
Find some Win-Win territory
(especially compensation)
Technical Questions
Technical Questions
"Yes, Yes, a thousand times, Yes!"
How many, how hard, what kind is a widely debated topic
Think about what you most want to know
Practical Questions
Other Advice, FWIW
If you don't know quickly whether they're a fit or not,
probably not.
If they're not a fit, at least try to make it a growing experience
(give helpful feedback)
Remember it is a two-way street:
Let them ask you questions!
I like to keep it brief...
most of my hiring now is a single one-hour interview
Is This the Right Candidate?
What motivates them?
(external vs. internal, carrot vs. stick)
What do they already know?
(current skills, background, experience)
What does their growth curve look like?
(how fast will they likely learn new things)
Does their value to you line up with their
compensation expectations?
(can we find win-win?)
Is This the Right Company?
Do we get along well?
(personality and communication style)
(remember: both manager and team)
Do I like it here?
(culture, environment, trust, growth opportunities)
Do I like the work here?
(can I enjoy it and perform it well?)
Do I like the rewards?
(compensation, benefits, etc.)
Can't Force a Win-Win
Remember:
Higher compensation cannot completely make up
for other factors that are lacking!
Think long-term!
Interviews
Questions?
Thanks for Coming
Keep in touch?
Vivint is hiring... JS, PHP (C#?)
mac@macnewbold.com
freenode IRC #uphpu / #utah
@macnewbold
slides.com/macnewbold
Reviews/feedback encouraged: