architecture of interviews gayle laakmann mcdowell

6/13/2016

Gayle L. McDowell | Founder / CEO, CareerCup

gayle in/gaylemcdgayle

The Architecture of InterviewsConsistency + Efficiency + High Bar + Happiness

June 7, 2016 | Talent42

&candidates arefrustrated confused

6/13/2016

gayle in/gaylemcdgayle 3Gayle Laakmann McDowell

TheyDon’t

Know…

How many interviewsWho will be interviewing If they’ll code? How?What they need to know How decision gets madeWHY?

Lots of myths (and misinformation)!

&&companies need

consistency efficiencyhigh bar happiness

6/13/2016

Gayle Laakmann McDowell 5gayle in/gaylemcdgayle

Consistency & EfficiencyConsistency Outcome Process Questions

Efficiency Speedy process Able to expediteMinimal overheadMinimal false

negatives

High Bar & HappinessHigh BarMinimize false

positives Good, adaptable

people

Happiness Enjoyable experienceMakes company look

good Transparency

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7 gayle in/gaylemcdgayle

The ProcessResume SelectionResume Selection Intro Call w/ RecruiterIntro Call w/ Recruiter

Email that outlines processEmail that outlines process

Code AssessmentCode Assessment

Phone InterviewPhone Interview~4 onsite interviews~4 onsite interviewsDiscussion & DecisionDiscussion & Decision“Sell” Call / Dinner“Sell” Call / Dinner

gayle in/gaylemcdgayle 8Gayle Laakmann McDowell

StuffI’ll

Discuss

Bar Raisers vs. Hiring Committees Offline Work

Homework vs code assessment tools Question Style

Knowledge, algorithms, pair programming Coding Platform

Real code vs. pseudocode Whiteboard vs. computer

6/13/2016

Bar Raisers or Hiring CommitteesSo different, yet so similar

Bar Raisers and HCOffer transparencyOffer consistencyKeep bar highFacilitate changeCan override manager

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gayle in/gaylemcdgayleGayle Laakmann McDowell 11

Hiring CommitteeCons Overhead Delays Un-empowering Can feel “black box” Need good feedback

Pros Cross-company

consistency Keeps bar high Easier to improve

process

Who’s it good for?Companies that:

See 5 or more dev candidates per week Want to improve process Hire for company, not team Are not very knowledge focused

Easier to implement early!

6/13/2016

Hiring Committee: Best PracticesMeet at least 2x per weekMultiple HCs:

Beware of bar creep / inconsistenciesLet interviewers observe HCTrain interviewers to write feedbackQuality of decisions rests on feedback

Bar RaisersCons Need consistency

across company Need to scale team

ProsMany of HC benefits:

Consistency High bar Transparency

But easier to implement No bottleneck

6/13/2016

Bar Raisers: Best Practices Select people who are inherently good

Experienced at interviewing Nice, empathetic Smart & can challenge candidate

Train them thoroughly Empower them Assign outside of teamWatch out for scale/exhaustion!

Offline AssessmentsHomework, code assessment tools, etc

6/13/2016

Offline AssessmentsHomework Projects Code Assessment Tools

Homework ProjectsBigVery PracticalSome love thisLess cheating

Except: algos

Too immediateNeeds eng time Disproportionate

workloadScales poorly for candidate

6/13/2016

Homework: Best PracticesShow candidate

interest first< 4 hours

If >4, onsite project review

Architecture, not algorithms

Define review criteria

Avoid confusion with company work

Homework: Who It’s Good ForLanguage focused

Low priority on algorithms / thought processExperienced candidates (maybe)

6/13/2016

Code Assessment ToolsFast, cheap eval

More candidates Non-traditional

Sets expectations for onsite

Consistent data point

CheatingMay turn off senior

candidates

Implementation OptionsEveryoneJust your “maybe” candidatesFast-Track

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Who It’s Good ForSmall, mid-sized, and big companiesValue algorithms / problem solvingLots of candidatesWant to look at non-traditional candidates

Code Assessment: Best PracticesShow candidate

interest firstBeware of

cheating (But no biggie!)

Clear expectations

Pick GREAT questions Similar to real

interviews Unique questions

1 – 2 hour test

6/13/2016

Question StylePair programming, algorithms, knowledge

What To AskKnowledgeAlgorithmsDesign/ArchitecturePair programming

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Knowledge QuestionsGood when you can’t train skill easilyBest practice:

In-depth, if at all Keep it a discussion

Algorithm QuestionsSmart matters.Good for everyoneBest practices:

Clear expectations with interviewers & candidates Ask medium-to-hard & unusual questions

6/13/2016

Design/ArchitectureGreat for experienced candidatesShows communication skillsBest practice:

Prep candidates. Big unknown!

Pair ProgrammingMany candidates

enjoy it Feels fair & real world Assesses code style /

structure Shows interpersonal

interaction

Less understood Not great for algos Interviewer really

matters Biased by tools

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Pair Programming: Best Practices Prep/warn candidates Need GREAT interviewer Give choice of problems Okay/good to pick unreasonably big problems Guide candidates

(Okay to ask questions, not know tools, etc.)

Coding PlatformWhiteboard vs. Computers

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Why We Make Them CodeCan they put “thoughts” into “actions”?Do they show good structure and style?Do they think about the impact of

decisions?

Why not pseudocode?

6/13/2016

A Game with Secret Rules

… and this is for a simple problem

Don’t Allow PseudocodeUnpredictable playing fieldDetails matterIf “real code” is too hard for them…

6/13/2016

How to CodeBig Practical StuffUse computerPair Programming

Small StuffAlgorithm-

focusedComputer or

whiteboard

But how to code?whiteboard computer

6/13/2016

A Case for Computers Realistic. Allows tools. Candidates feel more comfortable

(Especially experienced & diversity candidates) Faster to write (often)

More code

The Downside of ComputersOften write stupid stuffDesperate attempt for compilationCommunication shuts downBiased by tools/laptop“Transition” between algorithm & code

6/13/2016

gayle in/gaylemcdgayle 41

Gayle Laakmann McDowell

ComputerBest

Practices

Let candidate bring laptopInstruct: not every detailEncourage communication

and thinkingRecognize the bias!

A Case for WhiteboardsEncourages thinking & communicationMore language agnosticConsistent across candidates Better laptop/tools doesn’t matter

It’s “standard”

6/13/2016

The Downside of WhiteboardsSlow to writeArtificial environmentCan be intimidating

gayle in/gaylemcdgayle 44

Gayle Laakmann McDowell

WhiteboardBest

Practices

Encourage shorthandBe upbeat &

encouragingReasonable

expectations

6/13/2016

RecommendationsIf skill-focused:

then ComputerIf algos-focused:

then WhiteboardIf a little of each:

then Either/or

Both can work!… with proper training

Why not let candidate choose?

Last Remarks

6/13/2016

Things to Consider Bar Raisers or Hiring Committees Code assessment tools Pair programming (for practical stuff) Whiteboard (or pick-your-poison) for algorithms stuff

there is noperfect system

6/13/2016

THANK YOUgayle@gayle.com

gayle in/gaylemcdgayle

architecture of interviews gayle laakmann mcdowell

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