Begin /* Technical interview

Begin /* Technical interview

Maybe I’m going a little out of my territory and causing the indignation of certain specialists, but there is a certain purpose in this. Perhaps in this way I will get an answer to the question: who are you looking for something with such interviews? I am not an expert in passing, and even more so in conducting a technical interview, but from the point of view of logic and from indirect signs, I have a strong feeling that most of them perform them according to some meaningless tracing paper without even thinking about the goals and results that are expected.

It is clear that everything depends on the position, position, qualification requirements. There are no identical interviews, no identical interviewers. However, the goal is always the same – to find a suitable specialist. And not to put a grade in the scorebook, and even more so not to get closer with your own mind or to assert yourself at the expense of candidates.

I personally have little experience in conducting interviews. Somehow it turned out that I was still taken immediately. Maybe luck, maybe I had fewer complaints. So I can’t speak for everyone. On the other hand, you can roughly guess what kind of questions are asked in technical interviews regarding numerous videos and cheat sheets. The approximate gist of the conversations is clear, and more importantly, it was confirmed on the example of a couple of well-known organizations. Moreover, there are various articles on this topic, there are even special people who do not pull candidates for free.

As a result, the situation is very similar to final or entrance exams at school or university. There is a set of typical questions, often completely unrelated to reality, to which a person must answer in some range of correct options. And if there is such a set, then there are ways and tactics to prepare for them. In general, if you do not go around, a typical technical interview selects candidates who have specially prepared for it.

There is nothing wrong with that. True. If! If the candidate is a newcomer and it is completely unknown who and why. Of course, such children need to be well filtered, in this way to measure targeting, firmness of intentions. If a person spent a lot of time memorizing answers to idiotic questions, then, yes, probably, he is really interested and ready to try to work.

However, when it comes to more significant positions, this is where things get weird. The person is already working. He basically imagines how it is done. He does have some kind of portfolio, after all. By the way, which, I think, says a lot more about a person as a professional than the results of an hour-long questionnaire. What kind of old man, excuse my French, should he be able to solve problems from the programming laboratory?

Kids, interviewers, put your hand on your heart, tell me when was the last time you asked your colleagues your questions? They do not mean interviewers, but those specialists who have already been working in real production for five years. But you will dump ninety-five percent of the staff on them. Simply. Seriously. Try it. And who are you looking for?

Who invents these tasks anyway? Such situations never happen in development. Not even close. But to whom am I saying this – you already know this very well. How many times in your life have you flipped a string backwards or written your tree balancing algorithm? Well, what are you? And these strange riddles with traps, with deliberately incorrect wording? The type candidate must confidently say that the question is posed incorrectly. How many people have you seen at work who openly contradict their superiors? Sometimes the boss asks if he knows something I don’t know? If he is even a fool, then perhaps it is worth listening to him and answering him evasively so as not to offend? Maybe a normal professional should be able to do this?

As if you do not understand that the so-called soft skills are much more important than the experience of using all known elements of frameworks? A professional is not someone who theoretically knows how to make a hundred variants of stools. A professional is not someone who has made one royal stool in his life. A professional is someone who knows two or three types of stools, but stably and qualitatively. Why do you need people who are theoretically able to apply all design patterns in one application at once? Why do you need a specialist who can write a DBMS or an operating system blindfolded at gunpoint?

After all, you need an employee who will solve some known problems every day. At the same time, carefully test them and properly document everything. You need someone who understands human language, who knows how to ask the right questions. Who knows how to use other people’s knowledge. And this, too, it seems to me, is much more important than the ability to remember tons of irrelevant information. I googled something for a while.

I even understand where it all comes from. After all, this is another tracing paper from overseas mass recruitment technologies. Of course, this is a very well-established technology, and it has brought a good income to many. But they understand why they need it. There is another system. There, a person is a resource, a cog, a cog – there really is no one interested in whether you are good at communication. At the same time, there are individual people.

We still have a cadre of more people. We are looking for adequate people who can do something in addition to everything. Our organizations are still far from these Western megamechanisms. We have to be able to do almost everything, starting from communication with the customer, ending with project submission. Yes, with a bias towards some niche, but not primarily. It means that hiring technologies should be taken not all and not completely. Take some successful things that you think should be checked, talk to the person in human language. Yes, communications are often left to the conscience of joint personnel, but someone forbids a technical expert to ask how a candidate solves communication problems.

After all, there are a lot of normal technical questions. What to do when the task is set incorrectly? At some point, quality control is added to the task. What problems arise when using the tools. What are the different approaches to performance evaluation? Which one does the candidate like and why? What’s not to like about the management style at the current location. But just talk about the way of life, about household iron, about advantages in coffee, superpowers, attitude to rock music.

In the meantime, colleagues, you will have to memorize a dozen answers and remember the skills of compiling programs in your head before the interview.



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