I can comprehend the incentive structure where line engineers have absolutely no skin in the games on interviews and therefore treat them as opportunities to extract an ego boost. I can not comprehend a written how-to-interview policy that does not warn about this.https://twitter.com/sehurlburt/status/959921174825201666 …
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How many engineers do you thing an engineer talks to in a year? I think conservatively a hundred. What do you want them to say about you?
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Concrete proposal: do you run a postmortem of unsuccessful interviews *with the candidate*? Because that’s what you’d do if you were serious about solving a process issue.
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“I was in a bad state; had hardly slept.” “Pre-interview jitters?” “That and you booked me to arrive at 2 AM so I checked in at 3:30 for a 9 AM interview loop.” “We what.” “Didn’t want to mention it since I thought it would sound ungreatful.”
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End of conversation
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I'd *so* much rather a candidate walk away saying "DAMN I wish I'd been accepted to work there" than "WHEW I think I dodged a bullet on that one!" I want my people giving interviews to get their ego boost from making people WANT the job. Not feeling smarter than the candidate.
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We teach engineers they’re defending the integrity of the company by keeping the wrong people out. You can evaluate people and still make them feel like worthwhile people. Different people belong in different organizations and that’s cool.
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Outside of the valley (DC / Baltimore area), I've only interviewed with one company that made me feel remotely that way. I work there now.
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If they go away thinking this you probably went too far trying to sell company to the candidate.
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Well put. Even if I'm not chosen, at least make me leave with a positive impression about you and your company. I might even refer your next hire - you never know.
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