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Mortal Songs: Technical Interviews at Ordinary Companies

Popularity:155 ℃/2024-09-19 11:22:35

We're used to seeing the big manufacturers brush up on their interview treasures and the news that the big boys are only hiring the best people in the world. We're also happy to see these top of the pyramid spilling hot chicken soup for everyone.

Instead, the reality is that small, mediocre companies are the norm.They are not in the spotlight, only perched on major job boards. They are the permanent residence of ordinary people's career. When you are in the early stages of entrepreneurship or in a small or medium-sized company for a long period of time, when the salary is not attractive, the platform is not advantageous, and the protagonist does not have a halo. As the technical interviewer of the three companies, you are particularly important.

Interviewers in small companies usually have no professional training and little awareness of self-learning. Often a simple predecessor once led the way, a few words of advice that immediately on the job. After a number of interview experiences, they have developed their own style.

I've also gone through the process of going from formal, to assertive, to calm, and finally back to listening, observing, and collaborating. Share it here.

01. Showing weakness

Early technical interviewer common inertia, in order to get the interviewer to recognize their own technology, will be through some **** drill technical questions, or deliberately set up some of their own expertise in the cardinal points, or to describe their own brilliant experience.

Initially, I was the same way. Inside is relatively simple and direct: first, tell each other that I am a professional (your words can not escape my eyes); secondly, I as your future head of the two brushes (not quickly called big brother); thirdly, you can now lower expectations in terms of salary (ah).PUA(The system is up).

But soon I realized the magnitude of the problem:The result of this is that you simply can't recruit people who are better than you are in other areas, and you lock down the team ceiling by yourself.

Showing weakness was my first change. When I need to hire a partner that I'm not good at but the business needs; when I come across the person's past experience that I've never covered; when I come across the person working in a direction that's a technical blind spot for me; when I need to go more in-depth with the resume description; I usually say:I'm interested in the piece you're doing, I haven't touched it before and don't understand it, can you expand on it for me?

Once I let go of the baggage of showing strength, I found that the interviewer was talking a lot more, and I could ask questions without the burden of caring if the questions were white. The interviewer was given the opportunity to market themselves, and I could have plenty of time to listen and observe and make sure the person was really engaged and in what role.

02. No surprises, no scares.

The interviewer's usual trick when it comes to intending interviewees is to output promises beyond his or her own abilities (e.g., position, option stock, bonus performance, development prospects, etc.). Thinking that talent is hard to come by and must be taken, and in the end the company pays the bill. Not only newbies, our experienced partners have done it many times, which brings very big trouble to the team's later management.

This is in fact and years ago on the market, all kinds of real estate agents, are false seductive property information to attract customers to come over to see the house, and then said that this house is no longer available, come to all come to look at the other, the essence of the same. In the end, they were all killed off by the links and shells of real real estate listings.

The surprises you give, the hidden scares behind them.

High cost to the interviewer means high expectations, and what is a surprise to the interviewee when they join can turn into stress on the job. Let's try not to create such a work environment whenever possible.

We should stick to the hiring expectations (position expectations, salary expectations, competency expectations) and only recruit the right match. Outside of that, the interviewer can introduce the business, the technology stack, the style of doing things and the way of collaboration, so that the interviewer can know more about the team internally and make the right decision.

03. Becoming a nuisance

Many people whenever they see a company hiring requires high education and good school threshold, the heart of theDISSA handful. A heart full of kudos to those bosses who say they don't hire for experience or education, just competence.

Don't listen to what they say, just watch what they do. The reality is that the bar for good jobs inevitably gets higher, all for the sake of company efficiency and cost alone.

I'm not a big fan of Lee and Lee Wants personally, but I kind of agree with what they once said:Are there people of poor ability in good schools with high degrees? Definitely yes, low probability. Are there competent people in low degrees at regular schools? Definitely yes, even lower probability. And setting a threshold is the simplest and most effective way for a company to recruit, just to ensure the efficiency of recruitment.

Mediocre companies also need to have a threshold, low but there. Usually have to deal with a situation where hiring is far less efficient and more costly than the big players.

04. Reconciliation with oneself

Have you ever encountered interviews where you get into fights with each other? Yes, especially early on. We all go through similar awkwardness, silences, arguments, and even foul language. We're all growing up and it's normal, it's just hard to get over it at the time and it's hard for days.

Ever encountered being trolled online? Yes, and always. Both sides of the interview are not trying to please anyone, and often times they are a bit pretentious, wanting to present a good side to the other side, but at the same time wanting to make sure it's a good fit, which is a contradiction in terms.

I'm thankful for the interviewers who were upfront about the conflict and online trolling, and I'm glad we didn't work together, that this interview was a success, and that both parties stopped in time.

The interviewer does not represent the company, but just wants to find like-minded partners; the interviewer also wants to find the desired platform, which is the result of the choice of both sides.

05. Windfalls

Interviews may also come with the added bonus of failing to get on board but still becoming friends. I remember an interviewer I met many years ago, we had a great conversation and appreciated each other, and although we didn't choose to join the company in the end due to salary issues, we kept in touch.

Then came out and started a business and talked to him about what we wanted to do, and now he's part of our initial team.

Interview, be sincere, and flowers will bloom.