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What do the best interviewers have in common?

237 点作者 leeny超过 7 年前

21 条评论

Havoc超过 7 年前
I feel this is somewhat industry dependent, so take this with a grain of salt (finance answer).<p>They cultivate a friendly banter type atmosphere. As to the actual test part:<p>The ones that have asked questions that require a judgemental answer.<p>Bad interviewers try to ask difficult or complex questions. (Stupid monkey puzzles &#x2F; google style &quot;trick&quot; questions&quot;)<p>The good ones assume you&#x27;re technically competent and throw you questions where the question is crystal clear but the scenario is ambiguous &amp; open to interpretation &amp; vague. I don&#x27;t need people that can do monkey puzzles I need people that can respond dynamically in the face of uncertainty.<p>e.g. How would you go about detecting fraud in a scenario like XYZ.<p>That has a million possible answers...but depending on which route you chose it&#x27;ll become painfully obvious to the interviewer whether you know what you&#x27;re talking about. It doesn&#x27;t even have to be the right one...the language and logic alone will betray you if you don&#x27;t know what you&#x27;re talking about.
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alexbeloi超过 7 年前
It looks like their metric is: &quot;good&quot; interviewer means the interviewee enjoyed the interview and to want to move forward if asked.<p>Likely a very useful metric for figuring out if some interviewers are turning people off about the company.<p>I (and probably everyone else) would really like to see if this at all correlates with future performance metrics.
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yesenadam超过 7 年前
Oh, it&#x27;s only about job interviews. Sigh. Maybe that should have been obvious to me from the title or URL? I&#x27;m fascinated by interviews, but job interviews, not so much. Except this, from my favourite book by a mile about philosophy of art:<p>&quot;Two men meet; one is the applicant for a position, while the other has the disposition of the matter in his hands. The interview may be mechanical, consisting of set questions, the replies to which perfunctorily settle the matter. There is no experience in which the two men meet, nothing that is not a repetition, by way of acceptance or dismissal, of something which has happened a score of times. The situation is disposed of as if it were an exercise in bookkeeping. But an interplay may take place in which a new experience develops. Where should we look for an account of such an experience? Not to ledger-entries nor yet to a treatise on economics or sociology or personnel-psychology, but to drama or fiction. Its nature and import can be expressed only by art, because there is a unity of experience that can be expressed only as an experience. The experience is of material fraught with suspense and moving toward its own consummation through a connected series of varied incidents. The primary emotions on the part of the applicant may be at the beginning hope or despair, and elation or disappointment at the close. These emotions qualify the experience as a unity. But as the interview proceeds, secondary emotions are evolved as variations of the primary underlying one. It is even possible for each attitude and gesture, each sentence, almost every word, to produce more than a fluctuation in the intensity of the basic emotion; to produce, that is, a change of shade and tint in its quality. The employer sees by means of his own emotional reactions the character of the one applying. He projects him imaginatively into the work to be done and judges his fitness by the way in which the elements of the scene assemble and either clash or fit together. The presence and behavior of the applicant either harmonize with his own attitudes and desires or they conflict and jar. Such factors as these, inherently aesthetic in quality, are the forces that carry the varied elements of the interview to a decisive issue. They enter into the settlement of every situation, whatever its dominant nature, in which there are uncertainty and suspense.&quot; - John Dewey, Art as Experience
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User23超过 7 年前
If people didn&#x27;t routinely fail simple &quot;can you think and write it in code&quot; problems like fizz buzz I wouldn&#x27;t ask them. But they do so I do.<p>Dijkstra observed that the majority of working programmers can&#x27;t even write a correct binary search. I tried using it as an interview question and gave up because nobody got it right.
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sskates超过 7 年前
As an interviewer, I’ve found that the ability to talk through the problem at multiple layers of abstraction to be one of the strongest indicators of mastery of a subject. This is independent of the topic as well- whether you’re interviewing for coding ability, sales skill, or good management practices. Glad to see it show up in these findings as a great way to interview people.
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tyingq超过 7 年前
&gt;What do the best interviewers have in common?<p>Not sticking to some rigid formula or format. Being able to adjust to the particular candidate in a way that works for both sides.<p>For example, some people aren&#x27;t great at answering questions rapid fire. Giving them a chance to mull on something, and come back to it later, might reveal something you would have missed.<p>Or, if they miss a question you feel was obvious, ask them what area they feel strong in...then ask a question in that space.<p>Interviewing is stressful, and so you&#x27;re not necessarily getting a clear view of their skills if you aren&#x27;t flexible.
NTDF9超过 7 年前
&gt;&gt; If you’re asking a classic algorithmic question, that’s ok, but you ought to bring some nuance and depth to the table, and if you can teach the interviewee something interesting in the process, even better!<p>This! This! This!<p>If you&#x27;re going to ask a textbook dynamic programming problem, tell me why that is important.<p>If you&#x27;re checking to see they can think top-down&#x2F;bottom up, that&#x27;s fine. But penalizing (aka no hire) for not knowing &quot;the trick&quot; of that dp problem is futile.<p>In the end, you want a guy&#x2F;girl who can do the job well. What signal does a candidate solving max subarray give you? Does it tell you they&#x27;ll write your mission critical service well?<p>Also, LOL at &quot;How to be human&quot;. It&#x27;s sad that smart people have to be taught this.
dba7dba超过 7 年前
<i>better interviewing through data</i> Quote from <a href="http:&#x2F;&#x2F;blog.interviewing.io&#x2F;" rel="nofollow">http:&#x2F;&#x2F;blog.interviewing.io&#x2F;</a><p><i>Writing Good Code is like Writing a Novel</i> Quote from <a href="https:&#x2F;&#x2F;hackernoon.com&#x2F;writing-good-code-is-like-writing-a-novel-33973645be01" rel="nofollow">https:&#x2F;&#x2F;hackernoon.com&#x2F;writing-good-code-is-like-writing-a-n...</a><p>When I put above two ideas together, I realized following.<p>If you were running a publishing house and needed to a writer to publish your next book, how do you go about picking the writer?<p>You usually look at the body of work from the writer. You read the books the author wrote in the past to decide if the writer is any good.<p>You don&#x27;t decide if the writer is good or bad from just<p>1) reading a page of resume and<p>2) asking him to write out a clever sentence on a whiteboard in the middle of the interview.<p>That tiny slice of data is useless for deciding on anything. If you are all about deciding based on data, why would you make an employment decision based on the most tiny fraction of the actual data (resume and 30 min interview)?<p>Programming&#x2F;IT&#x2F;DevOps workers now have ample ways of showing past work. Often it&#x27;s personal projects in github or a blog with tutorials on how to secure servers. These are far better tools to measure a candidate. Just like reading books by an author is a far better way to predict how that author&#x27;s works would turn out.<p>And my personal experiences have shown me that majority of interviewers don&#x27;t read my blog or my github. I find out in interviews that some don&#x27;t know it&#x27;s there. It&#x27;s at the top of my resume for a reason.<p>And no one&#x27;s asked about any question what I&#x27;ve written about in my blog or in my github repo. And these are topics directly related to the position.
brudgers超过 7 年前
If you enjoyed this article, you might like HN&#x27;er tptacek&#x27;s <a href="https:&#x2F;&#x2F;sockpuppet.org&#x2F;blog&#x2F;2015&#x2F;03&#x2F;06&#x2F;the-hiring-post&#x2F;" rel="nofollow">https:&#x2F;&#x2F;sockpuppet.org&#x2F;blog&#x2F;2015&#x2F;03&#x2F;06&#x2F;the-hiring-post&#x2F;</a>
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cerealbad超过 7 年前
we are transitioning from a knowledge based economy to a decision based one- it&#x27;s useless to ask questions which test skill competency if those questions could be answered by a few search engine queries.<p>your goal as a person hiring (or firing) is to assess the candidate&#x27;s ability to consistently make efficient decisions given complex scenarios with many rotating pieces. can this person handle their responsibilities and grow with them, or will they be difficult.<p>some of the most technical and capable people also have terrible interpersonal skills and a fickle work ethic, which means they follow their interests and not yours. do you want to herd cats or work as a team? teams need leaders, leaders need respect and to be followed. a working environment is a benevolent dictatorship not a democracy. if flat structures worked they would be applied broadly across fortune 500 companies, are you a wheel inventor?<p>it takes about 6 months to train almost anyone to do almost anything in the modern digital&#x2F;information world. it takes a lifetime to be agreeable, polite, conscientious, patient, dedicated, unbiased. you&#x27;d learn a lot more about someone watching them interact with strangers and friends for 5 minutes than from hours in interviews (which ostensibly they have crammed for and are hiding as much of their weaknesses as possible). i assume this is why so many companies want private information on their employees, social media, public profiles. hiring at the moment works as a great filter, there is no best candidate for any job, a better strategy would be to filter out personality traits which would clash with company direction and assume some level of skill training will be required. pretty sure this transition is already happening.<p>the real stickler will come when hiring agencies realise basic fitness and hand eye coordination tests are better predictors than technical ability, then you enter into some genetic discrimination areas which will only accelerate the relevant bio-technologies, a fissile cavitation.
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ChrisSD超过 7 年前
How good are even good interviewers at picking the best candidate for the job? IIRC what research there is shows mixed results at best.<p>Or is the only point of an interview to motivate the new employee?
btilly超过 7 年前
Here is a crazy interview trick that I&#x27;ve seen work well. Group interviews! It isn&#x27;t as crazy as it sounds.<p>Suppose that you&#x27;re hiring for multiple related roles. You have a bunch of people who are ready for their in-person interview come in as a group. You go to lunch with some select employees, and explain that they are not in competition with each other because you&#x27;re hoping to make multiple hires. Then you come back and are asked to do a basic hackathon over the afternoon. (The available projects for which are all small but real stand-alone things that you could use.) Through the time, you take each person aside, ask them for a basic demonstration of ability, then return them to the group.<p>Hire all who seemed competent and worked well in the group.<p>This saves a <i>lot</i> of time over interviewing each one, and shows you something important about how they will be in the workplace that you otherwise wouldn&#x27;t see in the normal interview structure. And it is more fun for the candidates!
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d--b超过 7 年前
When we do interviews, at least 6 people evaluate the candidate. that would certainly smoothen the cons and pros of individual interviewers and provide a fairly honest picture of the company&#x27;s culture...
aorloff超过 7 年前
The best interviewers have 1 big thing in common : they are the actual team the candidate will be working with.
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sushisource超过 7 年前
I&#x27;m so, so tired of doing interviews filled with &quot;did you memorize this particular algorithm&quot; whiteboard coding questions. Especially given I&#x27;m not some fresh-out-of-college hire. The industry&#x27;s research on this is pretty unequivocal that it&#x27;s a terrible way to evaluate candidates for anything other than &quot;isn&#x27;t a complete idiot&quot; which would also be accomplished by more reasonable questions.<p>Why can&#x27;t the industry finally just drop stupid whiteboard coding and move on to more practically focused questions?
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watwut超过 7 年前
Best interviewer is aware of what the actual position really requires and will adjust interview to find match for that exact position instead of some other generic one.
known超过 7 年前
<a href="https:&#x2F;&#x2F;en.wikipedia.org&#x2F;wiki&#x2F;There%27s_more_than_one_way_to_do_it" rel="nofollow">https:&#x2F;&#x2F;en.wikipedia.org&#x2F;wiki&#x2F;There%27s_more_than_one_way_to...</a>
Xeoncross超过 7 年前
The best interviewers are the ones that see your dribbble&#x2F;github&#x2F;youtube&#x2F;etc.. matches their company needs and reach out directly.
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B1narySunset超过 7 年前
I have really bad anxiety during interviews and it clouds my mind. I&#x27;m considering taking a beta blocker for my next interview.
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gesman超过 7 年前
&quot;When can you start?&quot; question :)
minimaxir超过 7 年前
I saw this was posted yesterday. For reference, don’t delete and resubmit things to HN if they do not get traction.
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