Better Tech Interviews
Tod Hansmann
- Been interviewing people for tech jobs for 15+ years
- Have run small to medium size businesses
- Why are you reading bullet points?
- Pay attention to the dude talking!
- This isn't high school anymore
- Look, Ma, no hands!
- (This is the only slide that will detract)
Contact via Todpunk everywhere
CEO of PhoneJanitor.com
Let's dive in!
Picking Resumes
A brief intro
It's NOT Important
(but it is)
- Consider your audience
- Do not be personal
- Make an impression
- Beware buzzwords
- If this seems contradictory, you're
on the right track!
Phone Screens?
What you can learn.
The In-Person
Establish some rapport
- How well can YOU relax them?
- How opened up are they?
- Remember they are a prospective employee
- Remember they are a person
- You, Inc
The In-Person
OK, down to business
- Gauge depth/breadth
- Test their willingness to admit unknowns
- Do they need to work well in stress?
- Question their commitment to THIS position
- aaaaaaaaaaaand
The tech bits
Some caveats
- Focus on business needs, not ideology
- Absolutely work through a problem
- SOME specifics are good
- Gentle guidance is fine, but be patient
- Look for deal-breakers
- THEN we can ask questions
Do NOTs
No-nos for all positions
- HR questions like protected status, politics, religion, marital status, hobbies, etc are all no-no topics
- Do not ask about your favorite trivia
- Puzzles are a problem
- Swearing, even if it's your culture or whatnot
Deal Breakers
Red flags at most levels
- chips on shoulders
- poor hygiene
- bad communication between you
- swearing, no really
- things your company bans (maybe)
The three questions
Try to fit at least one of each.
- How do they deal with conflict? (Conflict is not a fight)
- How well do they explain things simply?
- How well do they sell You, Inc?
- BONUS: How much do they care about THIS job?
The three questions
Conflict!
Two related but not similar ideas that the candidate should be exposed to:
- They might not know either, or only know one, that's fine.
- They will likely either explain separately or discuss the lack of relationship between the two. HOW they do so is more important.
The three questions
Explanations!
Get a topic that is rather broad but still defined.
- If they can keep it short and clear, this is best.
- If they explain they don't know, ask them how they'd learn.
- If they're really long, they might just be nervous, or they might be filling the air hoping nobody notices, look for clues.
The three questions
Everyone Sells
You are hiring a vendor. Invite them to explain why their services are better than the competition. In tech this is less commonly done well, but this should still be something they can answer. If they don't know the industry and their competition, they are a higher risk of being a flop. They may be fine, but look deep.
The three questions
Bonus: self-aggrandizing!
Nobody actually cares about your company (most likely)
They should still have an idea about the position.
You google-stalked them in prep, didn't you?
The Best Stuff to Hear
This "passion" nonsense...
- They do X already a lot in their spare time (prove it)
- They have a portfolio of things they've accomplished.
- If it's entry-level, they STILL have been engaged
- They aren't paying you lip-service (but aren't bitter)
- Genuine Positivity is golden
- They show they work well with others (finally)