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|At times in my career I have been in charge of the interviewing.
This is how I approached it:
GOAL: "Can the person fit in with the group, and contribute".
From the resume I glean;
1. I can see a lot of years of experience. (or perhaps "enough" years).
2. I see education.
3. I typically see a list of what the candidate feels is his core skills
(they may not be in a technology that we use, because we are using something new)
4. I invite a few dev's to participate, with the only rule being "You cannot use Google to ask
questions. (If you have to look it up, that is not fair).
5. The Goal is to get a feel for the candidate as a fellow team member.
The Goal is NOT to humiliate, judge, or ask complex algorithms.
I do not ask tech questions of a CS Grad, or post Grad.
Guess what? They might get it wrong. So what? All this proves is you can ask anybody anything,
and they MIGHT get it wrong.
If the Candidate is not proficient it will be revealed.
(Yes, this may wind up as an exercise in futility) -That's ok.
I might even leave him on the team, and adjust to his/her abilities.
For example - they be highly skilled in SQL, and less proficient in Angular.
You are never going to find "The Golden Candidate".
Work Ethic is what I look for. If you can bash your way to learning Angular, that is good enough.
You can spend all your time humiliating people, or you can cut to the chase.
Keep It Simple, keep it moving.
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