I'm always surprised that more companies don't train people to be interviewers. I used to work for a multinational tech company, and they had us take a 1-day Behavioural Interviewing class. It was so useful, and something I still draw on now, many years later. Your point about interviewers being the UI for the company at that point is bang on. And the clarity about what the team is looking for and how they are going to fairly and accurately compare different candidates. Plus, there are - in most legal jurisdictions - questions you just can't ask a candidate for legal could-get-the-company-sued reasons!
I know from my own experience I can sometimes feel weird and even nervous when interviewing a candidate, and I'd love to get real training in that. Most companies have many employees and candidates will only meet ~5 of them while at interviews. You need to make them count!
I liked your point about being clear on how they evaluate and compare candidates. I've gotten that from external recruiters prep'ing me up, but almost nothing from companies.
The most common deal breaker last month for me was unclear/unexciting projects, bad vibes from leadership or them just seeming inexperienced. I think there might be a curve in which for the first half of the process it's mostly the company evaluating a candidate, but the 2nd half it's much more mutual, and it's definitely the candidates choice on the last sprint. I think companies fail to make a timely switch to become more attractive and stand out in time, maybe?
Anyway thanks for reading and for your comments!
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I'm always surprised that more companies don't train people to be interviewers. I used to work for a multinational tech company, and they had us take a 1-day Behavioural Interviewing class. It was so useful, and something I still draw on now, many years later. Your point about interviewers being the UI for the company at that point is bang on. And the clarity about what the team is looking for and how they are going to fairly and accurately compare different candidates. Plus, there are - in most legal jurisdictions - questions you just can't ask a candidate for legal could-get-the-company-sued reasons!
Thank you!
I know from my own experience I can sometimes feel weird and even nervous when interviewing a candidate, and I'd love to get real training in that. Most companies have many employees and candidates will only meet ~5 of them while at interviews. You need to make them count!
I liked your point about being clear on how they evaluate and compare candidates. I've gotten that from external recruiters prep'ing me up, but almost nothing from companies.
The most common deal breaker last month for me was unclear/unexciting projects, bad vibes from leadership or them just seeming inexperienced. I think there might be a curve in which for the first half of the process it's mostly the company evaluating a candidate, but the 2nd half it's much more mutual, and it's definitely the candidates choice on the last sprint. I think companies fail to make a timely switch to become more attractive and stand out in time, maybe?
Anyway thanks for reading and for your comments!