architecture of tech interviews
TRANSCRIPT
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Gayle L. McDowell | Founder / CEO, CareerCup
gayle in/gaylemcdgayle
The Architecture of InterviewsConsistency + Efficiency + High Bar + Happiness
June 7, 2016 | Talent42
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&candidates are
frustrated confused
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TheyDon’t
Know…
How many interviews Who will be interviewing If they’ll code? How? What they need to know How decision gets made WHY?
Lots of myths (and misinformation)!
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&&
companies need
consistency efficiency
high bar happiness
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Consistency & Efficiency
Consistency Outcome Process Questions
Efficiency Speedy process Able to expedite Minimal overhead Minimal false
negatives
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High Bar & Happiness
High Bar Minimize false
positives Good, adaptable
people
Happiness Enjoyable
experience Makes company
look good Transparency
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The Process
Resume Selection
Intro Call w/ Recruiter
Email that outlines process
Code Assessment
Phone Interview
~4 onsite interviews
Discussion & Decision
“Sell” Call / Dinner
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StuffI’ll
Discuss
Bar Raisers vs. Hiring Committees
Offline Work Homework vs code assessment tools
Question Style Knowledge, algorithms, pair
programming Coding Platform
Real code vs. pseudocode Whiteboard vs. computer
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Bar Raisers or Hiring CommitteesSo different, yet so similar01
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Bar Raisers and HC
Offer transparency Offer consistency Keep bar high Facilitate change Can override manager
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Hiring CommitteeCons Overhead Delays Un-empowering Can feel “black
box” Need good
feedback
Pros Cross-company
consistency Keeps bar high Easier to improve
process
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Who’s it good for?
Companies that: See 5 or more dev candidates per week Want to improve process Hire for company, not team Are not very knowledge focused
Easier to implement early!
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Hiring Committee: Best Practices
Meet at least 2x per week Multiple HCs:
Beware of bar creep / inconsistencies Let interviewers observe HC Train interviewers to write feedback
Quality of decisions rests on feedback
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Bar RaisersCons Need consistency
across company Need to scale team
Pros Many of HC benefits:
Consistency High bar Transparency
But easier to implement
No bottleneck
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Bar Raisers: Best Practices Select people who are inherently good
Experienced at interviewing Nice, empathetic Smart & can challenge candidate
Train them thoroughly Empower them Assign outside of team Watch out for scale/exhaustion!
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Offline AssessmentsHomework, code assessment tools, etc02
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Offline AssessmentsHomework Projects Code Assessment Tools
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Homework Projects
Big Very Practical Some love
this Less cheating
Except: algos
Too immediate Needs eng time Disproportionate
workload Scales poorly for candidate
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Homework: Best Practices
Show candidate interest first
< 4 hours If >4, onsite
project review
Architecture, not algorithms
Define review criteria
Avoid confusion with company work
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Homework: Who It’s Good For
Language focused Low priority on algorithms / thought process
Experienced candidates (maybe)
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Code Assessment Tools Fast, cheap eval
More candidates Non-traditional
Sets expectations for onsite
Consistent data point
Cheating May turn off
senior candidates
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Implementation Options
Everyone Just your “maybe” candidates Fast-Track
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Who It’s Good For
Small, mid-sized, and big companies Value algorithms / problem solving Lots of candidates Want to look at non-traditional
candidates
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Code Assessment: Best Practices Show candidate
interest first Beware of
cheating (But no biggie!)
Clear expectations
Pick GREAT questions Similar to real
interviews Unique
questions 1 – 2 hour test
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Question StylePair programming, algorithms, knowledge03
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What To Ask
Knowledge Algorithms Design/Architecture Pair programming
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Knowledge Questions
Good when you can’t train skill easily
Best practice: In-depth, if at all Keep it a discussion
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Algorithm Questions
Smart matters. Good for everyone Best practices:
Clear expectations with interviewers & candidates
Ask medium-to-hard & unusual questions
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Design/Architecture
Great for experienced candidates Shows communication skills Best practice:
Prep candidates. Big unknown!
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Pair Programming Many candidates
enjoy it Feels fair & real
world Assesses code
style / structure Shows
interpersonal interaction
Less understood Not great for algos Interviewer really
matters Biased by tools
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Pair Programming: Best Practices Prep/warn candidates Need GREAT interviewer Give choice of problems Okay/good to pick unreasonably big problems Guide candidates
(Okay to ask questions, not know tools, etc.)
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Coding PlatformWhiteboard vs. Computers04
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Why We Make Them Code
Can they put “thoughts” into “actions”?
Do they show good structure and style?
Do they think about the impact of decisions?
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Why not pseudocode?
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A Game with Secret Rules
… and this is for a simple problem
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Don’t Allow Pseudocode
Unpredictable playing field Details matter If “real code” is too hard for them…
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How to Code
Big Practical Stuff Use computer Pair
Programming
Small Stuff Algorithm-
focused Computer or
whiteboard
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But how to code?whiteboard computer
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A Case for Computers Realistic. Allows tools. Candidates feel more comfortable
(Especially experienced & diversity candidates) Faster to write (often)
More code
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The Downside of Computers
Often write stupid stuff Desperate attempt for compilation Communication shuts down Biased by tools/laptop “Transition” between algorithm &
code
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Computer
BestPractices
Let candidate bring laptop
Instruct: not every detail
Encourage communication and thinking
Recognize the bias!
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A Case for Whiteboards
Encourages thinking & communication More language agnostic Consistent across candidates
Better laptop/tools doesn’t matter It’s “standard”
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The Downside of Whiteboards
Slow to write Artificial environment Can be intimidating
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Whiteboard
BestPractices
Encourage shorthand
Be upbeat & encouraging
Reasonable expectations
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Recommendations
If skill-focused: then ComputerIf algos-focused: then WhiteboardIf a little of each: then Either/or
Both can work! … with proper training
Why not let candidate choose?
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Last Remarks05
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Things to Consider Bar Raisers or Hiring Committees Code assessment tools Pair programming (for practical stuff) Whiteboard (or pick-your-poison) for algorithms
stuff
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there is noperfect system