“Hire people who are smarter than you are — whose talents surpass yours — and give them opportunities for growth. It’s the smart thing to do and it is a sign of high personal humility.”― Bruna Martinuzzi
In the first part of this series, we talked about pre-screening phases. In case you have missed it, you can read the first part by clicking here .
In this part, we will be discussing screening, interview and then next steps of hiring process.
Initial screening is done to assess that whether candidate is aware of basic things in that domain or not. For example, if you are hiring a software engineer then you may be checking their programming and problem solving skills.
Nowadays, HackerRank problems are used by most companies. They send that problem to the candidate and then decide on the basis of result whether to call the candidate or not.
However, some companies also do some sort of video call in which there’s a shared code editor and candidate has to solve the given problem on it. Other than that, some companies also have on-site screening interviews. You can follow whatever approach suites you better.
Technical test is a bit longer than screening and it also includes coding problems plus system design/product design and behavioral questions.
Coding problems in a technical test are a bit hard. However, system design/product design questions are often asked by top tier companies to understand your know-how of design scale able distributed systems.
Behavioral questions are aimed at understanding the candidates perspective of the type of workplace they want to to work in, team which they prefer, and may be tech stack with which they want to take a start.
After a candidate has passed all the phases of this process, you may make an offer to him. Normally, expected pay has been asked during the previous phases, so, you normally offer a trade-off between average pay at your company and the candidate’s expected pay.
If you are preparing for interview for a tech related position then keep the following points in mind :
Always tailor your CV for a different position or may be company.
Mention your accomplishments and achievements in the form of numbers. That is more impressive.
Make sure to polish your Data Structures and Algorithmic concepts.
Make sure to get a good understanding of system design/product design questions.
Practice. Practice & Practice…
Thanks for reading.
I hope you enjoyed the article. Let me know in the comments that what approach do you take at your company to hire the best people.