I like a lot the process in the company I'm currently working on which was about the same I went through when I first interviewed with them.
After a screening call we send an offline coding challenge which is not that big at all, it's a ready made REST API and we ask from the candidate to add a feature to it. After we review the code and we pass them to the next stage, we are getting them to the office for almost a full day interview which consists of:
a pair programming session with another developer to talk about their challenge submission, this is where we spot the liars
a history/experience talk sessions where we talk about their background, their previous roles, etc
a lunch with the whole product team, we go out in a food market and grab something and then going back to the office
a visit to one of our clients, a local boutique store, which are plenty of them near the office
finally a meeting with our CTO
I went through a lot of interviews and I have to say that this one must at least be the most fun one, which is really something I value in a working environment.
With the full day interview, at that stage, is that with the short list of say 3 candidates? I'm just thinking while it is very thorough, it also seems to be fairly time intensive. I mean, if you find the perfect person from doing that process it is great but otherwise, it might feel a little exhausting going to that level multiple times for a single position.
a pair programming session with another developer to talk about their challenge submission, this is where we spot the liars
That is a good way to handle the offline testing. I didn't perform that in the positions I hired for however with the probation time for employees, it wouldn't take long to spot the liar. I think in the future, I probably would do the same as what your company does.
a lunch with the whole product team, we go out in a food market and grab something and then going back to the office
I am a fan of that part as I see it helping work out how well people will gel together. It is as much for the company as it is for the candidate.
I write tutorials on my blog at www.lankydan.dev . During the day, I am a Platform Engineer at r3 where I work on Corda, an Open Source DLT/Blockchain Platform.
I think there is a lot to get out of spending a whole day with a candidate. But, as James said, the time commitment is such a big thing. Especially if the candidate is already employed.
I recently had a lot of interviews and I really struggled just balancing my normal workload with finding time to fit in an hour interview here and there. I guess I could have taken time off but maybe other's have used up there allotted holiday time and therefore could not attend a day-long interview.
Multiple interview rounds on the other hand kind of get around this situation but can also be annoying due to travelling to the companies office and the wait of wondering what is happening between each round.
Basically, I think what I have said. Is that everything is good and also bad.
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I like a lot the process in the company I'm currently working on which was about the same I went through when I first interviewed with them.
After a screening call we send an offline coding challenge which is not that big at all, it's a ready made REST API and we ask from the candidate to add a feature to it. After we review the code and we pass them to the next stage, we are getting them to the office for almost a full day interview which consists of:
I went through a lot of interviews and I have to say that this one must at least be the most fun one, which is really something I value in a working environment.
I work for Trouva and here are our current open positions in our offices in Lisbon and London.
Interesting Kostas!
With the full day interview, at that stage, is that with the short list of say 3 candidates? I'm just thinking while it is very thorough, it also seems to be fairly time intensive. I mean, if you find the perfect person from doing that process it is great but otherwise, it might feel a little exhausting going to that level multiple times for a single position.
That is a good way to handle the offline testing. I didn't perform that in the positions I hired for however with the probation time for employees, it wouldn't take long to spot the liar. I think in the future, I probably would do the same as what your company does.
I am a fan of that part as I see it helping work out how well people will gel together. It is as much for the company as it is for the candidate.
I think you both have valid points.
I think there is a lot to get out of spending a whole day with a candidate. But, as James said, the time commitment is such a big thing. Especially if the candidate is already employed.
I recently had a lot of interviews and I really struggled just balancing my normal workload with finding time to fit in an hour interview here and there. I guess I could have taken time off but maybe other's have used up there allotted holiday time and therefore could not attend a day-long interview.
Multiple interview rounds on the other hand kind of get around this situation but can also be annoying due to travelling to the companies office and the wait of wondering what is happening between each round.
Basically, I think what I have said. Is that everything is good and also bad.