面试方法

针对之前参加的一个面试方法的培训，做一个简单的总结。

• Traditional Interview
  • What’s your greatest weakness?
  • Do you prefer to work alone or in teams?
  • Are you detail oriented?
• Pedigree and years of experience CANT predict success
  • 10 year of management?
  • Be a wild success at Google?
• Purpose of interview - Predict success in our team, by collecting evidence and compare with hiring criteria.
  • Get clarify on hiring criteria
  • Go deep, get evidence of performance

  • Look beyond traditional signals

    1 2	Will this candidate be successful here, at my company, doing this kind of work, working in this culture?

• By behavior question and situational questions
  • Good behavioural questions:
    • Tell me about a time when….
    • Where and how have you used [skill] to achieve [result] on the job?
    • Walk me through the system/process/program you build at …
    • Please tell me about a time you used X to achieve Y (How, Why, What)
  • Bad questions:
    • Are you good at X? oh great
    • I see you have 4 year of …, so you are good that that.. Right?
  • Situational Questions - have them problem-solve a real-world scenario (not talk, but show)
    • Demonstrate a skill or role play a scenario
    • Go to the whiteboard or sit down at a computer and design code
    • Complete a (validated) test
• Get related example from their past with Combo questions
  • Skills & knowledge
  • Attribute
  • Achievement
  • Motivation
• Combo question & Probing
  • Tell me about a time when one of your projects got off track and what you did to get it back on track.
  • Tell me about one of the most complex problems you solved recently. An interview worthy achievement.
• Go deep, Get specific, Get Samples
  • Dont accept surface level answers
  • Dont accept academic answers
• Do and Dont
  • Biases
    • 1st impression
    • Halo effect
    • Contract error
    • Cultural unfamiliarity
    • Gender bias
  • Best practice for keeping bias out
    • Very hard. Focus on criteria and evidence
  • Discrimination NOT allowed
    • Race, Age, Gender, Religion, National origin, Marital status, Pregnancy / child status
    • BASELINE: if it’s NOT job related, DON’T ask it.
• Process
  • Phone screen: 30-45min
  • Onsite Interview: 45-60min
  • Decision (debrief)
• Focus area of interviewer
  • Hiring Manager: Achievement, Job motivation/ Job fit, Sell, Job Q&A, English and Communication, Selling
  • High performer/Service Leader: Skill #1, Skill #2 … Problem solving, Collaborative, Presentation, Communication, Selling
• Decision
  • Score areas: Skills & Knowledge; Attribute; Achievement; Motivation
  • 4 Point scale
    • Strong Hire: Exceptional qualified, great match
    • Hire: Qualified, Good match, meet the bar
    • No Hire: Unqualified. Lacks Several Key skills and attributes
    • Strong No Hire: Unqualified, Lacks most key skills
  • Attribute + Motivation > Skills & Achievement
• Samples
  • Let’s imagine you’re working here, and you get an email saying our website performance is slow. It’s actually about 30% slower than normal.
    • How would you diagnose that problem?
    • What information would you need?
    • Where would you get that?
    • How would you rule out things that are unlikely root issues?
    • How would you solve this?
  • Tell me about a problem you solved while you were working as a [job] at [company] … something where the normal solution didn’t work and you have to identify or invent a new solution to the problem.
    • What was the problem?
    • How did you traditionally solve a problem like that?
    • Why didn’t that work in this situation?
    • What solution worked?
    • Who else worked with you on that situation?
    • Did it work? How do you know? What did you learn?