Dec. 23, 2016
Introduction
It
is the second time to read the same article in 2016. So, Julia likes to take
notes this time.
Share
her own personal story as well. One time, Julia was in the important meeting,
and then, she noticed that some one was typing on the laptop very loud, and
then, she was kind of nervous. She got distracted, and lost focus on the
question. Her first thought was that people are getting trained to take notes.
It is like on the court.
Haha,
it is a game tactics, and test your ability to stay focus, despite
distractions.
Write
down some notes, and do some research later.
Workout
Always write down the great ideas, and then, think about more later.
1. Begin phone screens 15 minutes early, 15 minutes late, or not at all.
Why?
To
find people who are always ready for the job.
2. Make the interview schedule as confusing and unpredictable as
possible.
Why?
To find people who don't need instructions.
3. Make sure something goes wrong during the
presentation Why? To see how the candidate adjusts to less-than-ideal
circumstances
4. During the interview, make a ton of incorrect assumptions
Why?
To weed out candidates who are easily annoyed.
Is he a jerk about it or does he stay cool? This is how tech companies find out
what a candidate would be like to work with when the shit inevitably hits the
fan.
5. Ask the candidate to solve your own, specific problems
Just
pretend we already tried that and it didn't work
Why?
Because
you really need help with this problem
6. Have the interview
frequently move between different rooms
Why?
To find people who are still excited, even when they're
uncomfortable
7. Ask the same questions over and over again
Now that we've talked about your experience, let's talk
about your experience.
Why?
To test consistency
In the tech world, predictability is a good thing. This a great tool for
testing the candidate's consistency. Candidates should only be wildly
inconsistent with their answers when interviewing for senior roles.
8. Conduct dual interviews with a good cop / bad cop vibe
Why?
To find people who can multi-task under pressure
Put the candidate in the middle of a conference room with interviewers at both
ends of the table. Is the candidate able to simultaneously direct her attention
to both interviewers while sufficiently answering each question at the same
time? Or is she clearly exhausted and wondering why she even agreed to this
interview? This is a great indicator of how the candidate will perform during a
crunch.
9. Ask a question, then start typing very loudly
Why?
To find people who remain focused despite distractions
Ask the candidate a question. Then, as soon as he starts to answer,
start typing loudly. Apologize and say you're "listening, just taking
notes." You could be taking notes, or you could be writing an email to
your estranged father, doesn't matter. See if the candidate can remain focused
on the question or if he gets lost. This will help you find candidates who
don't let tiny distractions get in the way of finishing the job.
10. Three months later, call and offer the candidate a job
she didn't apply for
Why?
To find people who are determined
This is a great way to weed out people who obviously didn't really
want the job in the first place. Does the candidate fight for the job he
wanted? Does he take the offer because he thinks it's the best he can get? Or
does he turn it down because he already found another job months ago? This
tactic is a good way to suss that out.
Feb. 27, 2017
Additional reading: here's Google's secret to hire the best people.
