Oct. 25. 2011 webcast conduct aninterview
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Transcript of Oct. 25. 2011 webcast conduct aninterview
Conducting a technical interview
Techniques for hiring great engineers
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About me: Elecia White
Elecia White Logical Elegance
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More about me
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About you
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Questions
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Some big company tactics
Good hire
Skill
Personality
Scientific thought
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Phone screen
Strategy
Tactics
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Technical question type: BINGO
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Diversity
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In-person interviewing
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Goals
Can she do the job? Can you work with
her?
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Fuzzy questions
…
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Questions not to ask
Title VII prohibits employment discrimination based on race, color, religion, sex, or national origin;
EPA protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
ADEA which protects individuals who are 40 years of age or older;
ADA prohibits employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
GINA prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and
The Civil Rights Act of 1991 (among other things) provides monetary damages in cases of intentional employment discrimination.
http://www.eeoc.gov/facts/qanda.html
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Technical questions!
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Technical question type: Quiz
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Technical question type: Thinking
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Technical question type: Puzzle
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Questions for me?
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Allotting time
0-3
• Small talk (refreshment, break, etc.)
3-8
• Short technical question
8-13
• Interpersonal question13-22
• Long technical question22-27
• Questions from the interviewee27-30
• Short question based on resume
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Archetypical interviewees
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Wrap up meeting
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Scoring 1-10
1. I will immediately tender my resignation if you offer this person a job.2. Extremely weak candidate. This person is likely to be a long-term drain on resources, and
may well never make the transition to being a net positive contributor.3. Weak candidate. Initially, this candidate will be a net loss, requiring training, mentoring,
constant guidance and close supervision. They may grow in time, and become a net contributor, but it is not clear when (or if) this will occur.
4. Mediocre candidate: This person demonstrated some obvious deficiencies in the course of the interview, although they were not a complete train wreck.
5. Fair candidate: This person showed no particular brilliance, but no glaring deficiencies either. They will require support and assistance, but it is reasonable to expect that they will become a useful if uninspired contributor in time.
6. Reasonable candidate: This person seems like they may become a valuable team member, after some start-up delay.
7. Strong candidate: This person is likely to become a valuable member of the team fairly quickly.
8. This is an extremely strong candidate. While not a rock star, they have an impressive breadth and depth of knowledge, and will come up to speed very quickly. Unless there is a rock star candidate in the line-up, we should very strongly consider making this person an offer.
9. This person is a rock star. They will make an immediate and valuable contribution to the company, and we are unlikely to find a better fit for this job than this candidate.
10. I will immediately tender my resignation if you do not offer this person a job.
(Taken from Phil King at http://weekendengineering.blogspot.com/.)
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Thank you! And happy hiring!
Elecia White
My book: Making Embedded SystemsTwitter: @logicalelegance
My company: http://www.logicalelegance.com/
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Further Reading
SPECIAL OFFERVisit http://oreilly.com to purchase your copy of Making Embedded Systems and enter code 4CAST to save 40% off print book & 50% off ebook with special code 4CAST
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