deft/notes/interview_certification.org

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:ID:       93027c33-dcf8-4bda-8aee-60f507e0ff4a
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#+TITLE: interview certification
#+Author: Yann Esposito
#+Date: [2021-10-20]

- tags :: 
- source ::

* Probing
** Get Specific

- Who? Why?

- Differential Exposure vs Expertise?
- Participant vs Owner/Leader?
- Involved at Start vs End?

Digging, if people don't like to dig, that's a good indicator of not
showing the complete truth.
* Predict on the job Succes
** Applying our Interview Techniques

How to get evidence?

Skills & Knowledge
Attributes
Achievements
Motivation
*** Do not ask
"Are you good at X? Oh great."

or

"I see you you've got 4 years of xp using X, so you're good. Yes?"
*** Instead

- Value your expertise on this skill.
- How X works?
- Why did you choose to use X?
.

*** Question beyond behavorial

Tell me about a time...
** Using Situational Technique to learn Skills
*** the key
Get them to demonstrate their skill or knowledge for you.

Not talk about it, but show you!
* Biases
** Do's and Don'ts
** Some Biases Show up Well before Interview
- profile bias (consulting, military, gaps in employement)
- job descriptions

*** Typical

- first impression
- Halo effect (find it friendly)
- Contrast error (totally different from the guy you fired)
- Cultural unfamiliarity (eye contact in US, we vs I)
- Gender bias
.
** Overcoming bias
*** How to overcome bias?
1. don't make assumptions
2. focus on evidence gathering not gut feel
3. try to screen people in, not out
4. compare this candidate to your hiring standard, not other candidates
5. be aware of cultural issues - team confidence, open disagreement/respect
.
** Best practice for keeping bias at bay
***  out of your process
1. phone screens
2. structured, multiple interview process with diversity
3. weight problem solving/situational question more heavily
4. defined attributes (not "culture" fit)
5. trained interviewers and interviewing tools/guides

* Are these question legal?
** Pop Quiz
-"most countries"

1. can you pronounce your last name for me.
2. Where are you from? *Illegal*
3. What's your favorite book? *dangerous*
4. Are you able to work late and travel for more than 3 days? ok
5. You look pretty healthy, but you never know - any chronic illnesses? *Illegal*
6. Yes, those are pictures of my 2 kids - do you have kids? *Illegal*
7. When did you graduate from university? *dangerous*
* Illegal Questions
** Do not allow discrimination

- race
- age
- gender
- religion
- national origin
- marital status
- pregnancy/child status
- political (in France)
.
** Disparate Treatment
*** Be careful with age and gender
- If Age = old, then Test = yes
- Make sure we ask women about their ability to travel.
** Lunch-time interviewing
You are still interviewing; NO
Still not appropriate to ask about religious background, personal life, etc...

** Personal Story
- Vlastelica

People tried to break me.
2-days of interviewing.

Head of global recruiting.

I was really excited about the interview.
An HR guy, really understood the legal/illegal.

What kind of name is Vlastlica anyway?
Its Croatian.

It happens.

So don't do this. It's illegal.

** Focus on the hiring criteria
*** Bottom Line

If it is not job related, don't ask it.
* Creating Great Interview Process
** How long is a typical interview process?
Alignment & Sourcing/ phone interview/ onsite interviews/hiring decision.
Week 5
*** Getting aligned with your recruiter/HR Rep
Candidate profile/process/roles/timing
*** Candidate Experience
- too fast
- too slow
- just right
*** Personal Preparation
**** know before you go
- job criteria
- candidate background
- prepared questions and techniques
.
**** Hiring Criteria
- Skills & Knowledge
- attributes
- achievemnts
- motivation
.
**** Candidate background

- review CV/Resume
- Identify areas to explore
  - achievement/claims
  - skills/expertise
  - red flags
  - source (referral?)

**** Prepared Questions
- Behavioral Interview Questions
.
**** How many interview rounds?
- phone interview
- onsite interview (1 day)
- decision debrief
.
**** How long an interview last?
- Generaly 30-45 min for phone screen
- 45-60 for an onsite interview
  - longer for hiring manager
  - shorter for HR
- certain techniques take longer
  - case studies, presentations, demonstrations
.
**** How many interviewers?
- 12 people? difficult to agree.
  find the right number (generally about 4 to 5)
.
**** Focus area for on-site interviews
***** Get depth and breadth from your process
Skill
***** Focus area
- Investing time - upfront -defining interviewing structure
schedule faster

Do this per job opening, not per candidate.
***** Who should interview
**** Alignment meeting with interviewers
***** Know before you go
Discuss about the process, what we are looking for responsibilities of
everyone.

- performance expectation
- hiring criteria
- interview process
- selling
.
* Making Great Hiring Decision
** Making Evidence Based Decision
** Comparing Candidates
*** How many candidates should I see?
- how many candidates do I need to see to make a decision?
- compare to hiring bar, not candidate bar
.
*** Comparing candidate

Make sure you don't just hire the best of the worst.

Compare to the bar. Must meet the bar.
*** Compare candidate by category
skill/achievement/motivation
** Rating your candidate
*** 4 point scale.
Strong hire, hire, no hire, strong no hire.