189 lines
4.4 KiB
Org Mode
189 lines
4.4 KiB
Org Mode
:PROPERTIES:
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:ID: 93027c33-dcf8-4bda-8aee-60f507e0ff4a
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:END:
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#+TITLE: interview certification
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#+Author: Yann Esposito
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#+Date: [2021-10-20]
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- tags ::
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- source ::
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* Probing
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** Get Specific
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- Who? Why?
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- Differential Exposure vs Expertise?
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- Participant vs Owner/Leader?
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- Involved at Start vs End?
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Digging, if people don't like to dig, that's a good indicator of not
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showing the complete truth.
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* Predict on the job Succes
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** Applying our Interview Techniques
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How to get evidence?
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Skills & Knowledge
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Attributes
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Achievements
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Motivation
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*** Do not ask
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"Are you good at X? Oh great."
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or
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"I see you you've got 4 years of xp using X, so you're good. Yes?"
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*** Instead
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- Value your expertise on this skill.
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- How X works?
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- Why did you choose to use X?
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.
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*** Question beyond behavorial
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Tell me about a time...
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** Using Situational Technique to learn Skills
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*** the key
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Get them to demonstrate their skill or knowledge for you.
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Not talk about it, but show you!
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* Biases
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** Do's and Don'ts
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** Some Biases Show up Well before Interview
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- profile bias (consulting, military, gaps in employement)
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- job descriptions
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*** Typical
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- first impression
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- Halo effect (find it friendly)
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- Contrast error (totally different from the guy you fired)
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- Cultural unfamiliarity (eye contact in US, we vs I)
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- Gender bias
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.
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** Overcoming bias
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*** How to overcome bias?
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1. don't make assumptions
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2. focus on evidence gathering not gut feel
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3. try to screen people in, not out
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4. compare this candidate to your hiring standard, not other candidates
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5. be aware of cultural issues - team confidence, open disagreement/respect
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.
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** Best practice for keeping bias at bay
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*** out of your process
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1. phone screens
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2. structured, multiple interview process with diversity
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3. weight problem solving/situational question more heavily
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4. defined attributes (not "culture" fit)
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5. trained interviewers and interviewing tools/guides
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* Are these question legal?
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** Pop Quiz
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-"most countries"
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1. can you pronounce your last name for me.
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2. Where are you from? *Illegal*
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3. What's your favorite book? *dangerous*
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4. Are you able to work late and travel for more than 3 days? ok
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5. You look pretty healthy, but you never know - any chronic illnesses? *Illegal*
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6. Yes, those are pictures of my 2 kids - do you have kids? *Illegal*
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7. When did you graduate from university? *dangerous*
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* Illegal Questions
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** Do not allow discrimination
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- race
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- age
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- gender
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- religion
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- national origin
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- marital status
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- pregnancy/child status
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- political (in France)
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.
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** Disparate Treatment
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*** Be careful with age and gender
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- If Age = old, then Test = yes
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- Make sure we ask women about their ability to travel.
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** Lunch-time interviewing
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You are still interviewing; NO
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Still not appropriate to ask about religious background, personal life, etc...
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** Personal Story
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- Vlastelica
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People tried to break me.
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2-days of interviewing.
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Head of global recruiting.
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I was really excited about the interview.
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An HR guy, really understood the legal/illegal.
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What kind of name is Vlastlica anyway?
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Its Croatian.
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It happens.
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So don't do this. It's illegal.
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** Focus on the hiring criteria
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*** Bottom Line
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If it is not job related, don't ask it.
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* Creating Great Interview Process
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** How long is a typical interview process?
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Alignment & Sourcing/ phone interview/ onsite interviews/hiring decision.
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Week 5
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*** Getting aligned with your recruiter/HR Rep
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Candidate profile/process/roles/timing
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*** Candidate Experience
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- too fast
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- too slow
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- just right
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*** Personal Preparation
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**** know before you go
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- job criteria
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- candidate background
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- prepared questions and techniques
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.
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**** Hiring Criteria
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- Skills & Knowledge
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- attributes
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- achievemnts
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- motivation
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.
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**** Candidate background
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- review CV/Resume
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- Identify areas to explore
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- achievement/claims
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- skills/expertise
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- red flags
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- source (referral?)
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**** Prepared Questions
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- Behavioral Interview Questions
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.
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**** How many interview rounds?
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- phone interview
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- onsite interview (1 day)
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- decision debrief
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.
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**** How long an interview last?
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- Generaly 30-45 min for phone screen
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- 45-60 for an onsite interview
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- longer for hiring manager
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- shorter for HR
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- certain techniques take longer
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- case studies, presentations, demonstrations
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.
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**** How many interviewers?
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- 12 people? difficult to agree.
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find the right number (generally about 4 to 5)
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.
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**** Focus area for on-site interviews
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***** Get depth and breadth from your process
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Skill
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***** Focus area
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